Collective Bargaining Update

The Collective Bargaining page provides information on the status of collective bargaining between the Treasury Board of Canada Secretariat and bargaining agents.

Current round of bargaining

The information on this site relates to public service employees for whom Treasury Board is the employer.

In its approach to collective bargaining and the renewal of collective agreements, the government's goal is to ensure fair compensation for employees and, at the same time, to deliver on our overall fiscal responsibility and our commitment to the priorities of the government and Canadians.

The Government of Canada respects the collective bargaining process and negotiates with unions to reach agreements by means of this process. The Treasury Board as the employer negotiates 27 collective agreements with 15 different bargaining agents.

You can consult the Frequently Asked Questions - Collective Bargaining in the Core Public Administration and Definitions for more information on Collective Bargaining in the Core Public Administration.

Implementation of collective agreements

Important notice for employees

Some recently signed collective agreements will not be fully implemented by the deadline specified in the agreement. This means you may not receive all of the amounts owed to you related to signing bonuses, pay increases and retroactive payments by the deadline. Every effort is being made to process any of these outstanding payments as quickly as possible.

You can expect to receive pay increases and retroactive payments once your collective agreement is signed. Consult the Questions and Answers on the implementation of collective agreements for more information on this topic.

Bargaining Units:

  • Air Traffic Control (AI)

    Bargaining Agent: UNIFOR
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Arbitration

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on ; on on ; and on , - and .
    • A tentative settlement was reached on .
  • Aircraft Operations (AO)

    Bargaining Agent: Canadian Federal Pilots Association (CFPA)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The Employer sent its proposals to the Bargaining Agent on and received the Bargaining Agent's proposals on .
    • Negotiation sessions occurred on ; from to , 2015, and on - and -, 2015; on -, 2016; and on - and May 9-12, 2017.
    • The next negotiation session is scheduled for .
  • Applied Science and Patent Examination (SP)

    Bargaining Agent: Professional Institute of the Public Service of Canada (PIPSC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on -, 2014; on -, -, - and -, 2015; and on -, -, -, , -, - and -, 2016.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Group specific adjustments
    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.

    Benefit improvements
    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.

  • Architecture, Engineering and Land Survey (NR)

    Bargaining Agent: Professional Institute of the Public Service of Canada (PIPSC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The Employer sent its proposals to the Bargaining Agent on and received the Bargaining Agent's proposals on .
    • Negotiation sessions occurred on -, -, - and -; on -, -, - and -; and on -, 2017.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Group specific adjustments
    Restructure

    EN - Land Survey Group

    Land Survey Group Pay Restructure, effective April 1, 2016

    • add one (1) additional increment (3.0%) to the maxima of the EN-SUR 3 pay line;
    • add two (2) additional increments (3.0%, 1.5%) to the maxima of the EN-SUR 4 pay line;
    • add one (1) additional increment (3.0%) to the maxima of the EN-SUR 5 pay line; and
    • add two (2) increments (3.0%, 3.0%) to the maxima of the EN-SUR 6 pay line.
    Wage Adjustments

    A 1% wage adjustment, effective April 1, 2016, for all Engineers (EN-ENG), Land Surveyor (EN-SUR) Level 1 and 2, and all Architects (AR).

    A 0.25% wage adjustment, effective October 1, 2017, for Engineers (EN-ENG) at levels 3 and 4, and also for Architects (AR) at levels 4 and 5.

    Benefit improvements
    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 ward of the employee, father-in-law, mother-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 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, step-brother, step-sister, 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 seven (7) 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.

    Volunteer 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.

    Effective ,volunteer leave is deleted and the personal leave entitlement is increased to fifteen (15) hours.

  • Audit, Commerce and Purchasing (AV)

    Bargaining Agent: Professional Institute of the Public Service of Canada (PIPSC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The Employer sent its proposals to the Bargaining Agent on and received the Bargaining Agent's proposals on .
    • Negotiation sessions occurred on -; on -, -, - and -; and on -, -, -, - and -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Group specific adjustments
    Commerce (CO) group

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

    Auditing (AU) group

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

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

    Purchasing and Supply (PG) group

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

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

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

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

    Benefit improvements
    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.

  • Border Services (FB)

    Bargaining Agent: Public Service Alliance of Canada (PSAC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on -, - and -; on -, - and -; on -, -, -, -, -, - and -; and from to .
    • On , the Public Service Alliance of Canada made an application to the Public Service Labour Relations and Employment Board to establish a Public Interest Commission (PIC) to assist the parties in resolving all outstanding matters in dispute.The PIC hearings will be held on October 17-18 and on November 2, 6 and 23, 2017.
  • Computer Systems Administration (CS)

    Bargaining Agent: Professional Institute of the Public Service of Canada (PIPSC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The Employer sent its proposals to the Bargaining Agent on and received the Bargaining Agent's proposals on .
    • Negotiation sessions occurred on , -, -, - and -; on -, -, -, , -, - and -; on -; and from to .
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on December 22, 2014
    • 1.25% on December 22, 2015
    • 1.25% on December 22, 2016
    • 1.25% on December 22, 2017
    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.

    Benefit improvements
    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.

  • Correctional Services (CX)

    Bargaining Agent: Union of Canadian Correctional Officers – Syndicat des agents correctionnels du Canada / la Confédération des syndicats nationaux (UCCO-SACC-CSN)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Arbitration

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on , - and -; on -, -, - and -; on -, -, - and -; and on -, -, May 24-26 and August 15-17, 2017.
    • The next negotiation session is scheduled for to , 2017.
  • Economics and Social Science Services (EC)

    Bargaining Agent: Canadian Association of Professional Employees (CAPE)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on and .
    • Negotiation sessions occurred on ; from to ; and on and ; on , , and ; on , , and ; from to ; and on ; and on .
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Wage adjustment

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

    Benefit improvements
    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.

  • Education and Library Science (EB)

    Bargaining Agent: Public Service Alliance of Canada (PSAC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on -, - and -; on -, - and -; on -, -, -, -, -, - and -; and on -.
    • A tentative settlement was reached on .
    • The collective agreement was signed as of .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on July 1, 2014
    • 1.25% on July 1, 2015
    • 1.25% on July 1, 2016
    • 1.25% on July 1, 2017
    Group specific adjustments
    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.

  • Electronics (EL)

    Bargaining Agent: International Brotherhood of Electrical Workers - Local 2228 (IBEW)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on and -; on -; on - and -; and on -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay
    Economic increases
    • On : Increase all rates of pay by 1.25%
    • On : Increase all rates of pay by 1.25%
    • On : Increase all rates of pay by 1.25%
    • On : 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 , economic increase.

    Benefit improvements
    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.

  • Financial Management (FI)

    Bargaining Agent: Association of Canadian Financial Officers (ACFO)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on and -; on -, -, -, - and ; and on -, -, -, - and -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Market adjustment

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

    Benefit improvements
    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.

  • Foreign Service (FS)

    Bargaining Agent: Professional Association of Foreign Service Officers (PAFSO)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Arbitration

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on ; on and ; from to ; on , and ; on , and ; and on , and .
    • On , the Professional Association of Foreign Service Officers filed for arbitration with the Federal Public Sector Labour Relations and Employment Board, to conclude the negotiations for the renewal of its collective agreement.
  • Health Services (SH)

    Bargaining Agent: Professional Institute of the Public Service of Canada (PIPSC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The Employer sent its proposals to the Bargaining Agent on and received the Bargaining Agent's proposals on .
    • Negotiation sessions occurred on , , , ; from to ; and on , , , , and .
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on October 1, 2014
    • 1.25% on October 1, 2015
    • 1.25% on October 1, 2016
    • 1.25% on October 1, 2017
    Group specific adjustments
    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:

    Zone 1 (Québec)
    OP-01 76,560 78,540 80,580 82,624 84,670 86,706 88,754 90,798
    OP-02 81,238 83,392 85,620 87,849 90,085 92,313 94,545 96,780
    OP-03 86,275 88,610 91,025 93,443 95,854 98,268 100,688 103,104
    Zone 2 (Atlantic, Ontario, Manitoba, Saskatchewan, Alberta, British Columbia, Yukon, Northwest Territories)
    OP-01 72,606 74,584 76,560 78,540 80,580 82,624
    OP-02 76,943 79,093 81,238 83,392 85,620 87,849
    OP-03 81,616 83,944 86,275 88,610 91,025 93,443
    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:

    Zone-1 (Atlantic, Québec, Ontario, Manitoba)
    NU-1 69,967 70,717              
    NU-2 71,469 73,413 74,830 76,244 79,285 81,030      
    NU-3 74,826 76,215 77,618 79,022 80,423 81,819 83,217    
    NU-4 77,372 78,859 80,360 81,863 83,366 84,866 86,360 88,099  
    NU-5 81,286 82,980 84,675 86,378 88,065 89,522 91,480 93,446  
    NU-6 85,875 87,894 89,912 91,944 93,952 95,970 98,036 100,290  
    NU-7 93,592 96,185 98,774 101,363 103,948 106,545 109,126 111,721  
    NU-8 94,842 97,994 101,139 104,293 107,130 110,587 113,734 116,473 119,208
    Zone-2 (Saskatchewan, Alberta, British Columbia, Yukon, North West Territories, Health Canada NU-CHN in Remote and Isolated Communities – CWIS Type 1 and Type 2)
    NU-1 71,947 72,813              
    NU-2 73,685 75,419 77,158 78,897 80,629 82,370      
    NU-3 74,200 75,892 77,582 79,272 80,957 82,649 84,341    
    NU-4 76,634 78,450 80,251 82,076 83,883 85,694 87,500 89,313  
    NU-5 80,283 82,340 84,391 86,447 88,495 90,557 92,613 94,666  
    NU-6 84,341 86,798 89,259 91,712 94,178 96,638 99,099 101,560  
    NU-7 93,082 95,891 98,704 101,510 104,317 107,125 109,931 112,738  
    NU-8 94,840 97,994 101,140 104,293 107,130 110,588 113,734 116,472 119,208

    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).

    Benefit improvements
    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).

  • Law (LP)

    Bargaining Agent: Association of Justice Counsel (AJC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Bargaining Agent on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on -, , and ; on , and ; from to ; and on .
    • On , the Association of Justice Counsel filed for binding conciliation with the Public Service Labour Relations and Employment Board, to conclude the negotiations for the renewal of its collective agreement. The Binding Conciliation Board hearings are scheduled for and .
  • Non-Supervisory Printing Services (PR (NS))

    Bargaining Agent: UNIFOR
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Bargaining Agent on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on ; on -; and on -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Wage adjustment

    Effective , a 0.5% wage adjustment is added to the base rates of pay for all levels of the PR-NS group. The adjustment comes in effect before the economic increase.

    A $650 signing bonus for all members of the bargaining unit on the date of signing of the collective agreement.

    Benefit improvements
    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.

  • Operational Services (SV)

    Bargaining Agent: Public Service Alliance of Canada (PSAC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on -, - and -; on -, - and -; on -, -, -, -, -, - and -; and from to .
    • A tentative settlement was reached on .
    • The collective agreement was signed as of .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on August 5, 2014
    • 1.25% on August 5, 2015
    • 1.25% on August 5, 2016
    • 1.25% on August 5, 2017
    Group specific adjustments
    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.

    Benefit improvements
    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.

  • Program and Administrative Services (PA)

    Bargaining Agent: Public Service Alliance of Canada (PSAC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on -, - and -; on -, - and -; and on -, -, -, -, -, -, and -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic increases:

    • 1.25% on June 21, 2014
    • 1.25% on June 21, 2015
    • 1.25% on June 21, 2016
    • 1.25% on June 21, 2017
    Wage Adjustment

    Effective June 21, 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.

    $650 signing bonus for all members of the bargaining unit on the date of signing of the collective agreement.

    Benefit improvements
    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.

  • Radio Operations (RO)

    Bargaining Agent: UNIFOR
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Arbitration

    Status of Collective Bargaining

    • Notice to bargain was served by the Bargaining Agent on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on and -; on - and -; on - and -; and on -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Wage adjustment

    Effective , a 0.5% wage adjustment is added to the base rates of pay for all levels of the RO group. The adjustment comes in effect before the economic increase.

    Benefit improvements
    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.

  • Research (RE)

    Bargaining Agent: Professional Institute of the Public Service of Canada (PIPSC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on and -; on -, - and -; and on -, -, -, - and -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Group specific adjustments
    Annual rates of pay – Mathematics (MA) group

    Effective , 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 , 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 a market adjustment of 1%.

    Benefit improvements
    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 , 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.

  • Ship Repair Chargehands (SR (C))

    Bargaining Agent: Federal Government Dockyard Chargehands Association (FGDCA)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Bargaining Agent on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on - and -; on -; on - and -; and on and .
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay
    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%.
    Benefit improvements
    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.

  • Ship Repair East Coast (SR (E))

    Bargaining Agent: Federal Government Dockyard Trades and Labour Council (East) (FGDTLC(E))
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The Employer sent its proposals to the Bargaining Agent on November 14, 2014 and received the Bargaining Agent's proposals on .
    • Negotiation sessions occurred on -; on - and -; on - and -; and on -.
    • A tentative settlement was reached shortly after midnight on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay
    Economic Increases
    • On January 1, 2015: Increase all rates of pay by 1.25%
    • On January 1, 2016: Increase all rates of pay by 1.25%
    • On January 1, 2017: Increase all rates of pay by 1.25%
    • On January 1, 2018: Increase all rates of pay by 1.25%
    Group specific adjustments
    Harmonization of pay groups 5 & 6:

    Move all employees in Pay Group 5 and Pay Group 6 to the maximum rate of pay of pay group 6.

    Wage adjustments

    Provide all employees with a 0.5% wage adjustment. This is to be done on January 1, 2017 prior to the economic increase.

    Provide all employees a one-time wage equalization payment of $650.

    Benefit improvements
    Overtime meal allowance

    Increase 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 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 forty (40) hours 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 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.

    Volunteer and personal leave

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

    Submarine trials allowance

    Expansion of allowance equal to twenty-five percent (25%) of the employee's basic hourly rate for each completed one-half (1/2) hour the employee is required to be in a submarine for trials of 56 Bulkhead and 56 Bulkhead door and after escape hatch is shut.

  • Ship Repair West Coast (SR (W))

    Bargaining Agent: Federal Government Dockyard Trades and Labour Council (Esquimalt) (West) (FGDTLC(W))
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The Employer sent its proposals to the Bargaining Agent on , and received the Bargaining Agent's proposals on .
    • Negotiation sessions occurred from to ; on -; on -; and on -.
    • A tentative settlement was reached on April 27, 2017.
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay
    Economic Increases
    • On January 31, 2015: Increase all rates of pay by 1.25%
    • On January 31, 2016: Increase all rates of pay by 1.25%
    • On January 31, 2017: Increase all rates of pay by 1.25%
    • On January 31, 2018: Increase all rates of pay by 1.25%
    Wage adjustments 
    • Provide all employees, except for the Apprentices group, with a 3% wage adjustment;
    • Adjust the starting rates of the Apprentices to 50 % of the increased pay rate of pay group 6 and then adjust all other rates of the Apprentices pay accordingly.

    These are to be done on January 31, 2017 prior to the economic increase.

    Benefit improvements
    Overtime meal allowance

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

    Overtime shift premium

    Increase to the third (evening) shift premium from one-fifteenth (1/15) to one seventh (1/7) of the employee's basic hourly rate of pay.

    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 forty (40) hours 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 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.

    Volunteer and personal leave

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

    Submarine trials allowance

    Expansion of allowance equal to twenty-five per cent (25%) of the employee's basic hourly rate for each completed one-half (1/2) hour the employee is required to be in a submarine for trials of 56 Bulkhead and 56 Bulkhead door and after escape hatch is shut.

  • Ships' Officers (SO)

    Bargaining Agent: Canadian Merchant Service Guild (CMSG)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Arbitration

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on - and -; on - and -; on - and -; and on - and .
  • Technical Services (TC)

    Bargaining Agent: Public Service Alliance of Canada (PSAC)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on -, - and -; on -, - and -; on -, -, -, -, -, -, and -; and on -.
    • A tentative settlement was reached on .
    • The collective agreement was signed as of .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on June 22, 2014
    • 1.25% on June 22, 2015
    • 1.25% on June 22, 2016
    • 1.25% on June 22, 2017
    Group specific adjustments
    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).

    Benefit improvements

    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-sister, step-brother, foster child, daughter-in-law and son-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: grandchild, mother-in-law, father-in-law, brother, sister, step-sister, step-brother, 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 financial or other professional representatives, 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: foster child; step-brother; step- sister; daughter-in-law and son-in-law. 

    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.

    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 employees access quality child care services across the country.

    Comparability Committee – EG group

    A committee will be established to undertake a comparability of the value of the work and compensation of EGs working in the Core Public Administration and their counterparts working at Canadian Food Inspection Agency.

    Occupational Group Structure – Classification Review

    The Employer will seek to complete the new job evaluation standards no later than December 30, 2019 or earlier.

    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 TC 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.

  • Translation (TR)

    Bargaining Agent: Canadian Association of Professional Employees (CAPE)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Binding Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on , -, -, - and -; on -; on - and -; from to , 2016; and on - and -.
    • A tentative settlement was reached on .
    • The collective agreement was signed on .
    • Retroactive payments and salary increases will be processed between and . If you believe that you have not received all the retroactive payments to which you are entitled, or that payments received are not accurate, please contact the Public Service Pay Centre before the implementation deadline for your collective agreement. If you are not serviced by the Pay Centre, contact your organizational compensation advisor.

    Collective agreement highlights

    The following is a summary of key changes to the collective agreement. In the event there are discrepancies between this summary and the signed collective agreement, the signed collective agreement takes precedence.

    Pay

    Economic Increases:

    • 1.25% on
    • 1.25% on
    • 1.25% on
    • 1.25% on
    Wage adjustments

    Effective , a wage adjustment of 0.75% of the base pay is provided. The adjustment is calculated before the application of the applicable economic increase.

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

    Benefit improvements
    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.

  • University Teaching (UT)

    Bargaining Agent: Canadian Military Colleges Faculty Association (CMCFA)
    Collective Agreement Expiry Date: 
    Dispute Resolution Mechanism: Conciliation

    Status of Collective Bargaining

    • Notice to bargain was served by the Employer on .
    • The parties exchanged their proposals on .
    • Negotiation sessions occurred on , - and -; and on - and -.
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