Collective Bargaining Update

Restructure of the pay scale for the Scientific Regulation (SG-SRE) group:

SG-SRE 3, 4 and 5:

• Remove 1st step for each level; and
• Add one step at the top of each level.

SG-SRE- 6:

• Add one step at the top.

SG-SRE 7 and 8:

• Remove 1st step for each level; and
• Add one step at the top of each level.

Restructure of the pay scale for the Actuarial Science (AC) group:

AC-1:

• Remove 4 steps from the bottom of the AC-1 pay scale; and
• Add one step at the top of the AC-1 pay scale.

AC-2:

• Add one step at the top of the AC-2 pay scale.

Harmonization of pay scales for the Agriculture (AG), Biological Science (BI), Chemistry (CH) groups and added steps at the top of scale.

Forestry (FO) Group: added steps at the top of the pay scale.

Meteorology (MT) group: 1% wage adjustment to all pay rates MT-2 to MT-7.

Overtime meal allowance

Increase to the allowance from ten dollars and fifty cents ($10.50) to twelve dollars ($12.00).

Leave with pay for family-related responsibilities

Expansion of definition of family to include foster children and ward of the employee, father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents of the employee, grandchild and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The quantum of thirty-seven decimal five (37.5) hours remains but has been expanded to be used for school functions, unforeseen daycare/school closures. Now, the cap of seven decimal five (7.5) hours is limited to appointments with financial or other professional representatives.

Bereavement leave with pay

Expansion of definition of family to include step-brother, step-sister and foster child and expansion of definition of family for bereavement leave of one day to include grandparent of spouse.

Volunteer and personal leave

Volunteer leave is deleted and the personal leave entitlement is increased to 15 hours.

Night shift premium

MT shift work employees will be provided with an additional premium of one dollar ($1.00) for all hours worked between 11:00 pm and 7:00 am.

Weekend premium

Weekend premium will be extended to all overtime hours worked during the weekend.

Designated paid holiday for part-time MT shift work employees

Part-time MT shift work employees receive lieu days, prorated as per their assigned work week, instead of receiving the 4.25% for hours worked.

Commerce (CO) group

Effective June 22, 2016, a wage adjustment of 2% is added to the maximum of the CO-02 rate of pay.

Auditing (AU) group

Effective June 22, 2016, a wage adjustment of 1% is added to the rates of pay.

Effective June 22, 2016, an increment (3%) is added to the maximum of the AU-01 to AU-06 rates of pay.

Purchasing and Supply (PG) group

Effective June 22, 2016, a wage adjustment of 1% is added to the rates of pay.

Effective June 22, 2016, the 2nd, 4th, and 6th increment levels (each half step) are deleted for the PG-06 level.

Effective June 22, 2016, the PG-T.I.R and PG-DEV levels are eliminated.

Effective June 22, 2016, a wage adjustment of 1.25% is added to the maximum of the PG-01 to PG-04 rates of pay.

Definition of family

The definition of family has been expanded to include step-brother, step-sister and foster child.

Leave with pay for family-related responsibilities

The definition of family for family-related responsibilities has been expanded to include: ward of the employee, grandchild, father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents of the employee or any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The cap of thirty-seven decimal five (37.5) hours remains for leave for family-related responsibilities. School functions and daycare/school closures are no longer limited to a maximum of seven decimal five (7.5) hours of the thirty-seven decimal five (37.5) hours. The cap of seven decimal five (7.5) hours of the thirty-seven decimal five (37.5) hours only remains for appointments with financial or other professional representatives.

Bereavement leave with pay

The bereavement period may now be taken as a single period of seven (7) consecutive calendar days or may be taken into two (2) periods to a total of five (5) working days.

Employees may now take one (1) day's bereavement leave with pay for purposes related to the death of grandparents of spouse.

Workforce Adjustment

The additional amount for the Education allowance has been increased by $5,000 to a new maximum of $15,000. The amount for counselling services in respect of potential re-employment or retirement for opting employees has been increased by $400 to a maximum of $1,000.

Wage Adjustment

Effective April 1, 2016, a wage adjustment of 1.0% of the base pay is provided for the CS-01, CS-02, CS-03 and CS-04 groups and levels. The wage adjustment is calculated before the application of the applicable economic increase.

Volunteer leave and personal leave

Effective April 1st of the year following the signing of the collective agreement, volunteer leave is deleted and personal leave is increased to fifteen (15) hours which can be taken in periods of seven decimal five (7.5) hours or three decimal seven five (3.75) hours each.

Bereavement leave with pay

Effective on the date of signing, the definition of family for the purpose of bereavement leave has been expanded to include: step-brother, step-sister, and foster child. Also, an employee is now eligible to take bereavement leave with pay as either a single period of seven (7) consecutive calendar days or may be taken in two (2) separate periods to a maximum of five (5) working days. Whether taken in one or two periods, employees can take up to a total of three (3) days' leave with pay for the purpose of travel for the death.

In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with pay for family-related responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: ward of the employee, grandchild, mother-in-law, father-in-law, brother, sister, step-brother, step-sister, grandparents of the employee and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The cap of seven decimal five (7.5) hours has been removed for all existing eligible circumstances with the exception of appointments with legal, financial or other professional representatives, whereby the cap remains.

Accumulation of vacation leave credits

Effective on the date of signing, on a go-forward basis, all service within the public service shall count toward vacation leave, regardless of whether the individual has taken severance pay.

Leave without pay for the care of immediate family

Effective on the date of signing, the definition of family for the purpose of leave without pay for the Care of Immediate Family has been expanded to include: step-children; ward of the employee; brother, sister; step-brother; step- sister; grandchild, grandparents of the employee, father-in-law and mother-in-law.

Correctional Service Specific Duty Allowance

Effective on the date of signing, the Penological Factor Allowance (PFA) is eliminated and replaced with a Correctional Service Specific Duty Allowance (CSSDA) in the amount of two-thousand dollars ($2,000) and shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada (CSC).

Workforce adjustment

The additional amount for the Education allowance has been increased by $5,000 to a new maximum of $15,000. The amount for counselling services in respect of potential re-employment or retirement for opting employees has been increased by $400 to a maximum of $1,000.

Overtime meal allowance

Effective on the date of signing, the overtime meal allowance is increased from ten dollars and fifty cents ($10.50) to twelve dollars ($12.00).

Bereavement leave with pay

Effective on the date of signing, the definition of family for the purpose of bereavement leave with pay has been expanded to include: step-brother, step-sister, foster child, son-in-law, and daughter-in-law. Also, an employee is now eligible to take 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 of bereavement leave with pay and three (3) days' leave with pay for the purpose of travel for the death.

In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with pay for family-related responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: ward of the employee; brother; sister; step-brother; step-sister; grandchild; or any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The quantum of thirty-seven decimal five (37.5) hours remains but has been expanded to be used for school functions and unforeseen daycare/school closures. The cap of seven decimal five (7.5) hours is limited to appointments with financial or other professional representatives.

Leave without pay for the care of family

Effective on the date of signing, the definition of family for the purpose of leave without pay for the care of family has been expanded to include: ward of the employee, step-brother, step-sister, son-in-law and daughter-in-law.

Hours of work and overtime

Compensatory leave with pay in excess of thirty-seven decimal five (37.5) hours outstanding at the end of the fiscal year, and unused by September 30 of the next fiscal year, shall be paid on September 30, instead of all unused compensatory leave being paid in cash at the end of the fiscal year.

Accumulation of vacation leave credits

Effective on the date of signing, on a go-forward basis, all service within the public service shall count toward vacation leave, regardless of whether the individual has taken severance pay.

Volunteer leave and personal leave

Effective April 1st of the year following the signing of the collective agreement, volunteer leave is deleted and personal leave is increased to fifteen (15) hours which can be taken in periods of seven decimal five (7.5) hours or three decimal seven five (3.75) hours each.

Market adjustment – Elementary and Secondary Teaching sub-group (ED-EST)

10 month pay plan

Effective July 1, 2016, a 3% market adjustment is added to the base rates of pay for all levels of the ED-EST 10 month pay plan sub- group. The market adjustment comes into effect before the economic increase.

Transitional market adjustment – Elementary and Secondary Teaching sub-group (ED-EST) 12 month pay plan

Effective July 1, 2016, roll-in of the $2,400 Transitional Market Allowance (Appendix M) to the base rates of pay for the ED-EST 12 months teachers. The roll-in comes into effect before the market adjustment and economic increase.

Effective July 1, 2016, a 4% market adjustment is added to the base rates of pay for all levels of the ED-EST 12 month pay plan sub- group. The market adjustment comes into effect before the economic increase.

Market adjustment – Library Science (LS) Group

Effective July 1, 2016, a 3% market adjustment is added to the base rates of pay for all levels of the LS group. The market adjustment comes into effect before the economic increase.

Wage adjustment – Educational Support (EU) Group

Effective July 1, 2016, a 0.5% wage adjustment is added to the base rates of pay for all levels of the EU group. The wage adjustment comes into effect before the economic increase.

Wage adjustment – Education Services (ED-EDS) sub-group

Effective July 1, 2016, a 0.5% wage adjustment is added to the base rates of pay for all levels of the ED-EDS sub-group. The wage adjustment comes into effect before the economic increase.

Wage adjustment – Language Teaching (ED-LAT) sub-group

Effective July 1, 2016, a 0.5% wage adjustment is added to the base rates of pay for all levels of the ED-LAT sub-group. The wage adjustment comes into effect before the economic increase.

Signing Bonus

A $650 signing bonus will be provided to all members in the bargaining unit on date of signing of the collective agreement.     

Benefit improvements

Correctional Service Specific Duty Allowance

Effective on the date of signing, the Penological Factor Allowance (PFA) is eliminated and replaced with a Correctional Service Specific Duty Allowance (CSSDA) in the amount of two-thousand dollars ($2,000) and shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada (CSC).

Reimbursement of teacher– Elementary and Secondary Teaching

(ED-EST) 10 month pay plan sub-group

Effective date of signing of the collective agreement, a new reimbursement of teacher expenses allowance will be introduced for teachers within INAC, working within the First Nation communities who do not have access to school premises in the evening and/or the weekends to work on student reporting, administrative documentation and other related duties.  Those teachers shall be reimbursed for costs incurred for the performance of these duties of up to $500 annually. 

Bereavement leave with pay

Effective on the date of signing, the definition of family for the purpose of bereavement leave has been expanded to include: step-brother, step-sister, foster child, son-in-law, daughter-in-law and for 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. With respect to this person, an employee shall be entitled to bereavement leave with pay once in the federal public administration. Also, an employee is now eligible to take 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 of bereavement leave with pay and three (3) days' leave with pay for the purpose of travel for the death.

In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with pay for family-related responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: ward of the employee,  father-in-law; mother-in-law; brother; sister; step-brother; step-sister; grandchild; grandparents of the employee; any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee; or a person who stands in the place of a relative for the employee whether or not there is any degree of consanguinity between such person and the employee.

The cap of seven decimal five (7.5) hours has been removed for all existing eligible circumstances with the exception of appointments with legal or paralegal representative for non-employment related matters, or with a financial or other professional representative, whereby the cap remains.

Leave without pay for the care of family

Effective on the date of signing, the definition of family for the purpose of leave without pay for the care of family has been expanded to include: step-brother, step-sister, foster child, son-in-law, daughter-in-law, and for 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.

Accumulation of Vacation Leave Credits

Effective on the date of signing, on a go-forward basis, all service within the public service shall count toward vacation leave, regardless of whether the individual has taken severance pay.

Volunteer Leave and Personal Leave

Effective on the date of signing of the collective agreement, volunteer leave and personal leave can be taken in periods of three decimal (3.75) hours or seven decimal five (7.5) hours.

Workforce Adjustment

The amount for the Education allowance has been increased by five thousand dollars ($5,000) to a new maximum of fifteen thousand dollars ($15,000). The amount for counselling services in respect of potential re-employment or retirement for opting employees has been increased by four hundred dollars ($400) to a maximum of one thousand dollars ($1,000).

Memorandum of Understanding - Child Care

A Joint National Child Care Committee will be struck with the mandate of analyzing and researching the issue of child care access and will develop recommendations to assist employee access to quality child care services across the country.

Memorandum of Understanding - Joint Learning Program (JLP)

Effective on the date of signing, the Employer agrees to provide $330,000 per month to the PSAC-TBS JLP, until the subsequent PA collective agreement is signed. 

Furthermore the Employer agrees to provide $50,000 for the purposes of a joint study with regards to training for health and safety committees.

Economic increases

• On September 1, 2014: Increase all rates of pay by 1.25%
• On September 1, 2015: Increase all rates of pay by 1.25%
• On September 1, 2016: Increase all rates of pay by 1.25%
• On September 1, 2017: Increase all rates of pay by 1.25%

Wage adjustments

A 2% wage adjustment added to the maximum salary step of each level, EL-01 to EL-09, prior to the September 1, 2016, economic increase.

Call-back meal allowance

Increase to the allowance from ten dollars and fifty cents ($10.50) to twelve dollars ($12.00).

Leave with pay for family-related responsibilities

Expansion of definition of family to include foster children and ward of the employee, father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents of the employee , grandchild and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The quantum of thirty-seven decimal five (37.5) hours remains but has been expanded to be used for school functions, unforeseen daycare/school closures. Now, the cap of seven decimal five (7.5) hours is limited to appointments with financial or other professional representatives.

Bereavement leave with pay

Expansion of definition of family to include foster child and expansion of definition of family for bereavement leave of one day to include grandparent of spouse.

Volunteer and personal leave

Volunteer leave is deleted and the personal leave entitlement is increased to 15 hours.

Time off for appointments for specially trained animal

Up to three decimal seven five (3.75) hours of leave with pay for the purpose of attending routine medical appointments for their “specially trained animal”, as defined in the Canada Revenue Agency guidelines for medical expenses.

Weekend shift premiums

Increase to the weekend shift premium from one dollar and fifty cents ($1.50) to two dollars ($2.00).

Travel status leave

Increase to quantum for travel status leave when the employee is required to be away from home from seven decimal five hours to 10 hours for each twenty nights away, half an hour from twenty nights to fifty nights, and increase to one hour for more than fifty nights away from home.

Helicopter flying premium

Employees required to travel by helicopter receive a premium equal to 1x their hourly rate in addition to their regular pay per day.

Letter of Agreement - comparability study

A third party will be engaged to conduct a comparability study of the compensation of Electronics (EL) employees in the Core Public Administration. The work and the study will be completed by May 1, 2018.

Market adjustment

Effective November 7, 2016, a market adjustment of 1% of the base pay is provided. The adjustment is calculated before the application of the applicable economic increase.

Bereavement leave with pay

The definition of family for the purpose of bereavement leave has been expanded to include: step-brother; step-sister and foster child. Also, an employee is now eligible to take 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 of bereavement leave with pay and three (3) days' leave with pay for the purpose of travel for the death.

In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with pay for family-related responsibilities

The definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: father-in-law; mother-in-law; brother; sister; step-brother; step-sister; grandchild; grandparents; ward of the employee and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The cap of seven decimal five (7.5) hours has been removed for all existing eligible circumstances with the exception of appointments with legal, financial or other professional representatives, whereby the cap remains.

Volunteer leave and personal leave

Effective on April 1st of the year following the signing of the collective agreement, volunteer leave is eliminated and personal leave is increased by seven decimal five (7.5) hours which can be taken in periods of three decimal (3.75) hours or seven decimal five (7.5) hours.

Correctional Service Specific Duty Allowance

Effective on the date of signing, the Penological Factor Allowance (PFA) is eliminated and replaced with a Correctional Service Specific Duty Allowance (CSSDA) in the amount of two-thousand dollars ($2,000) and shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada.

Professional allowance

Reimbursement of membership fees to include the incumbents of positions in the FI-01 group and level.

Reimbursement of liability insurance when it is a requirement for maintaining a CPA, CA, CMA or CGA designation to a maximum of seventy five dollars ($75) to all incumbents of positions in the FI group.

Professional development

Establishment of a joint training fund of one (1) million dollars annually for the professional development of the FI Community.

Market adjustment – Dentistry (DE) group

Effective October 1, 2016, a 4% market adjustment is added to the base rates of pay for all levels of the DE group. The market adjustment comes in effect before the economic increase.

Market Adjustment – Medicine (MD) group

Effective October 1, 2016, a 4% market adjustment is added to the base rates of pay for all levels of the MD group. The market adjustment comes in effect before the economic increase.

Market adjustment – Psychology (PS) group

Effective October 1, 2016, a 4% market adjustment is added to the base rates of pay for levels PS-03, PS-04 and PS-05. The market adjustment comes in effect before the economic increase.

Terminable Allowance – Psychology (PS) group

Effective October 1, 2016, the regional rates for the terminable allowance for Masters Level Registered Psychologists of the PS group are eliminated and replaced with a single amount of six thousand dollars ($6,000) for all regions.

Restructure – Pharmacy (PH) group

Effective October 1, 2016, the first three (3) steps of the PH-01 rates of pay are eliminated.

Restructure – Medical Adjudicator (NU-EMA) group

Effective October 1, 2016, an additional increment valued at 2.5% is added to maxima of the NU-EMA-1 and NU-EMA-2 of the NU-EMA sub-group rates of pay, effective before the application of the economic increase.

Two-zones rates of pay – Occupational Therapy (OP) group

Effective October 1, 2016, the regional rates of pay of the OP group are eliminated and replaced with two (2) zones in accordance with the following grid, effective before the application of the economic increase:

Two-Zones Rates of Pay – Nursing (NU) group

Effective October 1, 2016, the regional rates of pay of the NU group are eliminated and replaced with two (2) zones in accordance with the following grid, effective before the application of the economic increase:

The NU-Pending Registration level has been eliminated.

Recruitment Allowance – Health Canada Nurses in remote or isolated communities

Effective October 1, 2016, the recruitment allowance paid at the end of twelve (12) months employment is increased to three thousand two-hundred and fifty dollars ($3,250) (Appendix E).

Education Allowance – Social Work (SW) group

Effective October 1, 2016, a new educational allowance is introduced for incumbents who possess a Masters' degree in the amount of three-thousand eight-hundred and fifty dollars ($3,850).

Overtime meal allowance

Effective on the date of signing, the overtime meal allowance is increased from ten dollars and fifty cents ($10.50) to twelve dollars ($12.00).

Correctional Service Specific Duty Allowance

Effective on the date of signing, the Penological Factor Allowance (PFA) is eliminated and replaced with a Correctional Service Specific Duty Allowance (CSSDA) in the amount of two-thousand dollars ($2,000) and shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada (CSC).

Workforce adjustment

The Education allowance has been increased to fifteen thousand dollars ($15,000). The amount for counselling services in respect of potential re-employment or retirement for opting employees has been increased to one thousand dollars ($1,000).

Leave with pay for family-related responsibilities

The quantum of thirty-seven decimal five (37.5) hours remains but has been expanded to be used for school functions, unforeseen daycare/school closures. The cap of seven decimal five (7.5) hours is maintained for appointments with financial or other professional representatives.

Volunteer leave and personal leave

Effective on April 1st of the year following the signing of the collective agreement, volunteer leave is eliminated and personal leave is increased by seven decimal five (7.5) hours which can be taken in periods of three decimal (3.75) hours or seven decimal five (7.5) hours.

Employee Wellness Support Program

The parties have reached a settlement to establish committees which will create an Employee Wellness Support Program (ESWP).

Overtime meal allowance

Effective on the date of signing, the overtime meal allowance is increased from ten dollars fifty cents ($10.50) to twelve dollars ($12.00).

Lead Hand differentials 

Effective on the date of signing, employees with additional supervisory responsibilities will have their differentials increased from ninety cents (90¢) to ninety-five cents (95¢) per hour, from one dollar and ten cents ($1.10) to one dollar and sixteen cents ($1.16) per hour, and from one dollar and twenty-five cents ($1.25) to one dollar and thirty-one cents ($1.31) per hour.

Weekend premium

Effective on the date of signing, employees who work Tuesday to Saturday will have their Saturday premium increased from fifty-five cents (55¢) per hour to fifty-eight cents (58¢) per hour.

Accumulation of vacation leave credits

Effective on the date of signing, on a go-forward basis, all service within the public service shall count toward vacation leave, regardless of whether the individual has taken severance pay.

Bereavement leave with pay

Effective on the date of signing, an employee is now eligible to take up to seven (7) consecutive calendar days of bereavement leave with pay and three (3) days travel for the death of a step-brother, step-sister, foster child, son-in-law, and daughter-in-law.

Leave without pay for the care of family

Effective on the date of signing, the definition of family for the purpose of leave without pay for the Care of Family has been expanded to include: foster child; step-brother; step- sister; daughter-in-law and son-in-law.

Leave with pay for family-related responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: ward of the employee, father-in-law; mother-in-law; brother; sister; step-brother; step-sister; grandchild; grandparents of the employee; and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The cap of seven decimal five (7.5) hours has been removed for all existing eligible circumstances with the exception of appointments with legal, financial or other professional representatives, whereby the cap remains.

Market Adjustment – Firefighters (FR) group

Effective August 5, 2016, a 15% market adjustment is added to the base rates of pay for all levels of the FR group. The market adjustment comes in effect before the economic increase.

Market and Wage Adjustments – General Labour & Trades (GL) group

Effective August 5, 2016, market or wage adjustments are added to the base rates of pay for all levels of the GL sub-groups. The market or wage adjustment comes in effect before the economic increase:

• GL-AIM - an adjustment of 2.5%
• GL-AMW - an adjustment of 2.5%
• GL-COI - an adjustment of 0.5%
• GL-EIM - an adjustment of 6%
• GL-ELE - an adjustment of 0.5%
• GL-GHW - an adjustment of 2.5%
• GL-INM - an adjustment of 2.5%
• GL-MAM - an adjustment of 2.5%
• GL-MAN - an adjustment of 2.5%
• GL-MDO - an adjustment of 0.5%
• GL-MOC - an adjustment of 2.5%
• GL-MST - an adjustment of 2.5%
• GL-PCF - an adjustment of 0.5%
• GL-PIP - an adjustment of 2%
• GL-PRW - an adjustment of 2.5%
• GL-SMW - an adjustment of 0.5%
• GL-VHE - an adjustment of 9%
• GL-WOW - an adjustment of 2%

Market adjustment – General Services (GS) group

Effective August 5, 2016, a 0.75% market adjustment is added to the base rates of pay for all levels of the GS group. The market adjustment comes in effect before the economic increase.

Market adjustment – Heating Power and Stationary Plant (HP) Group

Effective August 5, 2016, a 15% market adjustment is added to the base rates of pay for all levels of the HP group. The market adjustment comes in effect before the economic increase.

Wage adjustment – Hospital Services (HS) Group

Effective August 5, 2016, a 0.75% wage adjustment is added to the base rates of pay for all levels of the HS group. The wage adjustment comes in effect before the economic increase.

Wage adjustment – Lightkeepers (LI) group

Effective August 5, 2016, a 1.5% wage adjustment is added to the base rates of pay for all levels of the LI group. The wage adjustment comes in effect before the economic increase.

Wage adjustment – Printing Operations (Supervisory) (PR(S)) group

Effective August 5, 2016, a 0.5% wage adjustment is added to the base rates of pay for all levels of the PR(S) group. The wage adjustment comes in effect before the economic increase.

Wage adjustment – Ships' Crew (SC) group

Effective August 5, 2016, a 5% wage adjustment is added to the base rates of pay for all levels of the SC group. The wage adjustment comes in effect before the economic increase.

Terminable Allowance – General Labour & Trades, Machinery Maintaining

(GL-MAM) sub-group

Effective August 5, 2016, a terminable allowance is introduced for incumbents of the refrigeration HVAC technicians of the GL-MAM sub-group who possess a refrigeration and air conditioning mechanic certification and perform the duties in the amount of eight thousand dollars ($8,000).

Correctional Service Specific Duty Allowance

Effective on the date of signing, the Penological Factor Allowance (PFA) is eliminated and replaced with a Correctional Service Specific Duty Allowance (CSSDA) in the amount of two-thousand dollars ($2,000) and shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada (CSC).

Appendix F Lightkeepers Annex B supplementary allowance

Effective on the date of signing, the Supplementary allowance in full-time station is increased for a 1 and 2-man station to $2,237 and is increased for a 4-man station to $1,917.

Appendix F Lightkeepers Annex C rotational light station food allowance

Effective on the date of signing, the rotational light station food allowance is increased to $200.

Appendix G Ships' Crews rescue specialist allowance

Effective on the date of signing, employees currently entitled to the rescue specialist allowance will receive an increase from $130 to $136 per month.

Appendix G Ships' Crews armed boarding allowance

Effective on the date of signing, employees currently entitled to the armed boarding allowance will receive an increase from $150 to $158 per month.

Volunteer leave and personal leave

Effective on the date of the signing of the collective agreement, volunteer and personal leave can be split in two or four equal periods.

Bereavement leave with pay

Effective on the date of signing, the definition of family for the purpose of bereavement leave has been expanded to include: step-brother, step-sister, foster child, daughter-in-law and son-in-law.  Also, an employee is now eligible to take bereavement leave with pay as either a single period of seven (7) consecutive calendar days or may be taken in two (2) separate periods (splitting a maximum of five (5) working days). Whether taken in one or two periods, employees can take up to a total of three (3) days' leave with pay for the purpose of travel for the death.

In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with pay for family-related responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: ward of the employee, grandchild, mother-in-law, father-in-law, brother, sister, step-brother, step-sister, grandparents of the employee and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The cap of twenty (20) percent has been removed for all existing eligible circumstances with the exception of appointments with legal, financial or other professional representatives, whereby the cap remains.

Accumulation of vacation leave credits

Effective on the date of signing, on a go-forward basis, all service within the public service shall count toward vacation leave, regardless of whether the individual has taken severance pay.

Leave without pay for the care of family       

Effective on the date of signing, the definition of family for the purpose of leave without pay for the Care of Family has been expanded to include: foster child; step-brother; step- sister; daughter-in-law and son-in-law. Furthermore, effective on date of signing, Compassionate Care Leave becomes a separate article.

Workforce adjustment

The amount for the Education allowance has been increased by $5,000 to a new maximum of $15,000. The amount for counselling services in respect of potential re-employment or retirement for opting employees has been increased by $400 to a maximum of $1,000.

Memorandum of Understanding - child care

A Joint National Child Care Committee will be struck with the mandate of analyzing and researching the issue of child care access and will develop recommendations to assist employee access to quality child care services across the country.

Memorandum of Understanding - Joint Learning Program (JLP)

Effective on the date of signing, the Employer agrees to provide $330,000 per month to the PSAC-TBS JLP, until the subsequent SV collective agreement is signed. 

Furthermore the Employer agrees to provide $50,000 for the purposes of a joint study with regards to training for health and safety committees.

Volunteer Leave and Personal Leave

Effective on the date of the signing of the collective agreement, volunteer and personal leave can be taken in periods of three decimal seventy five (3.75) hours.

Bereavement Leave with Pay

Effective on the date of signing, the definition of family for the purpose of bereavement leave has been expanded to include: step-brother, step-sister, foster child, daughter-in-law and son-in-law.  Also, an employee is now eligible to take bereavement leave with pay as either a single period of seven (7) consecutive calendar days or may be taken in two (2) separate periods to a maximum of five (5) working days. Whether taken in one or two periods, employees can take up to a total of three (3) days' leave with pay for the purpose of travel for the death.

In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with Pay for Family-Related Responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: ward of the employee, grandchild, mother-in-law, father-in-law, brother, sister, step-brother, step-sister, grandparents of the employee and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The cap of seven decimal five (7.5) hours has been removed for all existing eligible circumstances with the exception of appointments with legal, financial or other professional representatives, whereby the cap remains.

Accumulation of Vacation Leave Credits

Effective on the date of signing, on a go-forward basis, all service within the public service shall count toward vacation leave, regardless of whether the individual has taken severance pay.

Leave without pay for the Care of Family

Effective on the date of signing, the definition of family for the purpose of leave without pay for the Care of Family has been expanded to include: foster child; step-brother; step- sister; daughter-in-law and son-in-law. Furthermore, effective on date of signing, Compassionate Care Leave becomes a different article.

Correctional Service Specific Duty Allowance

Effective on the date of signing, the Penological Factor Allowance (PFA) and Offender Supervision Allowance (OSA) are eliminated and replaced with a Correctional Service Specific Duty Allowance (CSSDA) in the amount of two-thousand dollars ($2,000) and shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada (CSC).

Workforce Adjustment

The amount for the Education allowance has been increased by five thousand dollars ($5,000) to a new maximum of fifteen thousand dollars ($15,000). The amount for counselling services in respect of potential re-employment or retirement for opting employees has been increased by four hundred dollars ($400) to a maximum of one thousand dollars ($1,000).

Compensation Advisors Retention Allowance

Effective on the date of signing, the Compensation Advisor Retention Allowance is increased to $2,500 annually and expanded to all Compensation Advisors at the AS-01, AS-02 and AS-03 group and levels working at the Public Service Pay Centre (including satellite offices) and within departments. 

Memorandum of Understanding - Employees Working in Call Centres

Effective on the date of signing, the parties agree to establish a joint committee to identify best practices and risks factors associated with call centre work, and how to implement best practices identified in the study.

New article: Call Centre Employees

Effective on the date of signing, employees working in call centres shall be provided five (5) consecutive minutes not on a call for each hour not interrupted by a regular break or meal period.

Memorandum of Understanding - Child Care

A Joint National Child Care Committee will be struck with the mandate of analyzing and researching the issue of child care access and will develop recommendations to assist employee access to quality child care services across the country.

Memorandum of Understanding - Joint Learning Program (JLP)

Effective on the date of signing, the Employer agrees to provide $330,000 per month to the Public Service Alliance of Canada-Treasury Board Secretariat Joint Learning Program, until the subsequent PA collective agreement is signed. 

Furthermore the Employer agrees to provide $50,000 for the purposes of a joint study with regards to training for health and safety committees.

Hours of work and overtime

All overtime will be compensated at time and three-quarters (1 ¾).

Overtime meal allowance

Effective on the date of signing, the overtime meal allowance is increased from ten dollars fifty cents ($10.50) to twelve dollars ($12.00).

Standby

Effective on the date of signing, the rate of standby will be changed to be compensated at a rate of one half (½) hour for each four (4) hour period or portion thereof.

On-the-job training allowance

Effective on the date of signing, the on-the-job training allowance will be increased from three dollars ($3) per hour to six dollars ($6) per hour.

Medical appointment for pregnant employees

Effective on the date of signing, an employee is now eligible to take up to 3.75 hours leave with pay for the purposes of attending routine medical appointments.

Bereavement leave with pay

Effective on the date of signing, an employee is now eligible to take up to seven (7) consecutive calendar days of bereavement leave with pay and three (3) days travel for the death of a step-brother, step-sister and foster child. In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with pay for family-related responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for family-related responsibilities has been expanded to include: ward of the employee, father-in-law; mother-in-law; brother; sister; step-brother; step-sister; grandchild; grandparents of the employee; and any relative for whom the officer has a duty of care, irrespective of whether they reside with the officer.

Annual rates of pay – Mathematics (MA) group

Effective October 1, 2016, an increment (3.45%) is added to the maximum of the MA-01 to MA-07 rates of pay.

Annual rates of pay – Scientific Research – Research Scientist (SE RES) group

Effective October 1, 2016, an increment (3%) is added to the maximum of the SE RES-01 to SE RES-05 rates of pay.

Market adjustment – Historical Research (HR) group

Effective October 1, 2016 a market adjustment of 1%.

Bereavement leave with pay

The bereavement period is now either a single period of seven (7) consecutive calendar days or may be taken into two (2) periods to a total of five (5) working days. Employees may now take one (1) day's bereavement leave with pay for purposes related to the death of grandparents of spouse.

Leave with pay for family-related responsibilities

The definition of “family” for family-related responsibilities has been expanded to include: foster children, ward of the employee, grandchild, father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandparents of the employee or any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The cap of thirty-seven decimal five (37.5) hours remains for leave for family-related responsibilities. School functions and daycare/school closures are no longer limited to a maximum of seven decimal five (7.5) hours of the thirty-seven decimal five (37.5) hours. The cap of seven decimal five (7.5) hours of the thirty-seven decimal five (37.5) hours only remains for appointments with financial or other professional representatives.

Personal leave and volunteer leave

Personal and volunteer leave will be combined for a total of fifteen (15) hours of personal leave.  As of April 1, 2017, volunteer leave no longer exists.

Workforce adjustment

The Education Allowance has been increased by $5,000 to a new maximum of $15,000. The amount for counselling services in respect of potential re-employment or retirement for opting employees has been increased by $400 to a maximum of $1,000.

Economic Increases

• On April 1, 2014 : Increase all rates of pay by 1.25%
• On April 1, 2015 : Increase all rates of pay by 1.25%
• On April 1, 2016 : Increase all rates of pay by 1.25%
• On April 1, 2017 : Increase all rates of pay by 1.25%

Wage Adjustments 

• On April 1, 2016, prior to any economic increase, provide all employees with a 1% wage adjustment;
• On April 1, 2017, prior to any economic increase, roll-in of the Self Directed team premium of 1.75%.

Overtime Meal Allowance

Increase to the allowance from ten dollars and fifty cents ($10.50) to twelve dollars ($12.00).

Travelling

Increase to the cap for travelling time, from 12 hours to 15 hours.

Leave with pay for family-related responsibilities

Expansion of definition of family to include ward of the employee, father-in-law, mother-in-law, brother, sister, step-brother, step-sister, grandchildren, grandparents of the employee and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

The quantum of five days remains but has been expanded to be used for school functions, unforeseen daycare/school closures. Now, the cap of eight (8) hours is limited to appointments with financial or other professional representatives.

Bereavement leave with pay

Expansion of definition of family to include foster child, step-brother, step-sister, daughter-in-law, son-in-law and expansion of definition of family for bereavement leave of one day to include grandparent of spouse.

Also, an employee is now eligible to take bereavement leave with pay as either a single period of five working days or may be taken in two (2) separate periods to a maximum of seven (7) calendar days. Whether taken in one or two periods, employees can take up to a total of three (3) days' leave with pay for the purpose of travel for the death.

Volunteer and personal leave

Volunteer leave is deleted and the personal leave entitlement is increased to 16 hours.

Wage Adjustment

Effective June 22, 2016, a wage adjustment of 0.5% of the base pay is provided. The wage adjustment is calculated before the application of the applicable economic increase.

On the date of signing of the collective agreement, a $650 signing bonus for all members of the bargaining unit, except for those already in receipt of a group specific measure.

Technical Inspection (TI) group (Aviation, Marine, Railway Safety)

Effective June 22, 2016, the current terminable allowance at Appendix P is rolled in the rates of pay at Appendix A-1 and each level will receive an additional increment of 4% at the maximum rates of pay.

Engineering and Scientific Support (EG) group allowance

Effective June 22, 2016, the current EG allowance at Appendix V is rolled in the rates of pay of the EG group at Appendix A.

Primary Product Inspection (PI) group

Effective June 22, 2016, all levels of the PI Group will receive an additional increment of 4% at the maximum rates of pay. As well, rates of pay for PI-CGC-07 level will be added to the collective agreement.

Fishery Officer – new allowance

Effective June 22, 2016, employees working as Fishery Officers at levels GT-02 to GT-05 will receive a new allowance of $3,000 per year.

Enforcement and Wildlife Officers – new allowance

Effective June 22, 2016, employees working as Enforcement and Wildlife Officers at levels GT-02 to GT-05, who are fully designated with peace officer powers, will receive a new allowance of $3,000 per year.

Technical Inspection (TI) group – Measurement Canada

Effective June 22, 2016, employees working at Measurement Canada at levels TI-03 to TI-07 will receive a new allowance of $3,000 per year.

Technical Inspection (TI) group – Labour Affairs Officers

Effective June 22, 2016, employees working at Employment and Social Development Canada as Labour Affairs Officers at level TI-05 will receive a new allowance of $3,000 per year.

General Technical (GT) group – Search and Rescue Coordinators

Effective June 22, 2016, employees at GT-05 level working at Canadian Coast Guard in a Joint Rescue Coordination Centre or Maritime Rescue Sub-centre who meet the eligibility criteria will receive a new annual allowance of 4%.

Engineering and Scientific Support (EG) group – Fleet Maintenance Facilities

Effective June 22, 2016, employees at EG-06 level working at Fleet Maintenance Facilities who meet the eligibility criteria will receive a new allowance of $2,500 per year.

Appendix W

Effective June 22, 2016, employees currently entitled to the allowance for shore-based positions at Canadian Coast Guard will receive increases from $90 to $142 per month.

Appendix K

Effective on the date of signing, the Diving Duty Allowance is increased to $25 per hour and the Transfer at Sea Allowance is increased to $10. These two allowances are now applicable to all employees of the TC Group.

Correctional Service Specific Duty Allowance

Effective on the date of signing, the Penological Factor Allowance (PFA) and Offender Supervision Allowance (OSA) are eliminated and replaced with a Correctional Service Specific Duty Allowance (CSSDA) in the amount of two-thousand dollars ($2,000) and shall be payable to incumbents of specific positions in the bargaining unit within Correctional Service of Canada (CSC).

Overtime meal allowance

Effective on the date of signing, the overtime meal allowance is increased from ten dollars fifty ($10.50) to twelve dollars ($12.00).

Volunteer leave and personal leave

Effective on April 1st of the year following the signing of the collective agreement, volunteer leave is eliminated and personal leave is increased by seven decimal five (7.5) hours which can be taken in periods of three decimal (3.75) hours or seven decimal five (7.5) hours.

Bereavement leave with pay

Effective on the date of signing, the definition of family for the purpose of bereavement leave has been expanded to include: step-brother; step-sister and foster child. Also, an employee is now eligible to take 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 of bereavement leave with pay and three (3) days' leave with pay for the purpose of travel for the death.

In addition, an employee is entitled to take one (1) day of bereavement pay for the death of the grandparent of the employee's spouse.

Leave with pay for family-related responsibilities

Effective on the date of signing, the definition of family for the purpose of leave with pay for Family-Related Responsibilities has been expanded to include: stepchild; ward of the employee; foster child; grandchild; brother; sister; step brother; step sister; mother-in-law; father-in-law; grandparents of the employee and any relative for whom the employee has a duty of care, irrespective of whether they reside with the employee.

Furthermore, seven decimal five (7.5) hours of the thirty-seven decimal five (37.5) hours are available for an employee to attend school functions, for unforeseen daycare/school closures, for appointments with a professional representative, legal or paralegal representative for non-employment related matters or with a financial representative.

Leave without pay for the care of family

Effective on the date of signing, the definition of family for the purpose of leave without pay for the Care of Family has been expanded to include: stepchild; ward of the employee; foster child; grandchild; brother; sister; step brother; step sister; mother-in-law; father-in-law; grandparents of the employee.