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Collective Agreement between the Canadian Food Inspection Agency and the Professional Institute of the Public Service of Canada regarding the Scientific and Analytical (S&A) Group Bargaining Unit
Appendix

**Appendix A - Annual Rates of Pay

AG - Agriculture Group (BUD 99504)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014

AG-01
$ 44418 to 52828 Table Note */ 53898 55986 58073 60165 62254 64695
A 44973 to 53488 Table Note */ 54572 56686 58799 60917 63032 65504

Table Note

Table Note 1

(with intermediate steps of $10)

Return to table note *  referrer

AG-02
$ 59011 61541 64089 66620 69159 71698 74232 76490 78784
A 59749 62310 64890 67453 70023 72594 75160 77446 79769
AG-03
$ 70200 73250 76300 79358 82403 85206 87733 92094
A 71078 74166 77254 80350 83433 86271 88830 93245
AG-04
$ 83114 86326 89548 92759 95981 98920 101887
A 84153 87405 90667 93918 97181 100157 103161
AG-05
$ 94644 98201 101760 105203 108363 111523
A 95827 99429 103032 106518 109718 112917

BI - Biological Sciences Group (BUD 99506)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014

BI-01
$ 44418 to 52828 Table Note */ 53898 55986 58073 60165 62254 64695
A 44973 to 53488 Table Note */ 54572 56686 58799 60917 63032 65504

Table Note

Table Note 2

(with intermediate steps of $10)

Return to table note *  referrer

BI-02
$ 59011 61541 64089 66620 69159 71698 74232 76490 78784
A 59749 62310 64890 67453 70023 72594 75160 77446 79769
BI-03
$ 70200 73250 76300 79358 82403 85206 87733 92094
A 71078 74166 77254 80350 83433 86271 88830 93245
BI-04
$ 83114 86326 89548 92759 95981 98920 101887
A 84153 87405 90667 93918 97181 100157 103161
BI-05
$ 94644 98201 101760 105203 108363 111523
A 95827 99429 103032 106518 109718 112917

CH - Chemistry Group (BUD 99507)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014

CH-01
$ 44418 to 52828 Table Note */ 53898 55986 58073 60165 62254 64695
A 44973 to 53488 Table Note */ 54572 56686 58799 60917 63032 65504

Table Note

Table Note 3

(with intermediate steps of $10)

Return to table note *  referrer

CH-02
$ 59011 61541 64089 66620 69159 71698 74232 76490 78784
A 59749 62310 64890 67453 70023 72594 75160 77446 79769
CH-03
$ 70200 73250 76300 79358 82403 85206 87733 92094
A 71078 74166 77254 80350 83433 86271 88830 93245
CH-4
$ 83114 86326 89548 92759 95981 98920 101887
A 84153 87405 90667 93918 97181 100157 103161
CH-05
$ 94644 98201 101760 105203 108363 111523
A 95827 99429 103032 106518 109718 112917

CO - Commerce Group (BUD 99526)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014
B: Effective October 1, 2015
C: Effective October 1, 2016
D: Effective October 1, 2017

CO-DEV
$ 27406 to 58759 Table Note */
A 27749 to 59493 Table Note */
B 28096 to 60237 Table Note */
C 28447 to 60990 Table Note */
D 28803 to 61752 Table Note */

Table Note

Table Note 4

(with intermediate steps of $10)

Return to table note *  referrer

CO-01
$ 50976 53384 55786 58195 60596 63009 65415 67814 70565
A 51613 54051 56483 58922 61353 63797 66233 68662 71447
B 52258 54727 57189 59659 62120 64594 67061 69520 72340
C 52911 55411 57904 60405 62897 65401 67899 70389 73244
D 53572 56104 58628 61160 63683 66219 68748 71269 74160
CO-02
$ 66448 69911 73372 76835 80289 83752 87208 90680 94136 98073
A 67279 70785 74289 77795 81293 84799 88298 91814 95313 99299
B 68120 71670 75218 78767 82309 85859 89402 92962 96504 100540
C 68972 72566 76158 79752 83338 86932 90520 94124 97710 101797
D 69834 73473 77110 80749 84380 88019 91652 95301 98931 103069
CO-03
$ 81443 85299 89150 93000 96852 100704 104326 108476
A 82461 86365 90264 94163 98063 101963 105630 109832
B 83492 87445 91392 95340 99289 103238 106950 111205
C 84536 88538 92534 96532 100530 104528 108287 112595
D 85593 89645 93691 97739 101787 105835 109641 114002
CO-04
$ 92982 97190 101360 105277 109204 113108 117593
A 94144 98405 102627 106593 110569 114522 119063
B 95321 99635 103910 107925 111951 115954 120551
C 96513 100880 105209 109274 113350 117403 122058
D 97719 102141 106524 110640 114767 118871 123584

EN-ENG- Engineering And Land Survey Group (BUD 99510)

Annual Rates of Pay (in dollars)

$: Effective October 1, 201
A: Effective October 1, 2014
B: Effective October 1, 2015
C: Effective October 1, 2016
D: Effective October 1, 2017

EN-ENG-01
$ 42328 to 50780 Table Note */ 52668
A 42857 to 51415 Table Note */ 53326
B 43393 to 52058 Table Note */ 53993
C 43935 to 52709 Table Note */ 54668
D 44484 to 53368 Table Note */ 55351

Table Note

Table Note 5

(with intermediate steps of $10)

Return to table note *  referrer

EN-ENG-02
$ 52753 54960 57326 59531 61730 64031
A 53412 55647 58043 60275 62502 64831
B 54080 56343 58769 61028 63283 65641
C 54756 57047 59504 61791 64074 66462
D 55440 57760 60248 62563 64875 67293
EN-ENG-03
$ 63731 66413 69176 71928 74682 77437 83178
A 64528 67243 70041 72827 75616 78405 84218
B 65335 68084 70917 73737 76561 79385 85271
C 66152 68935 71803 74659 77518 80377 86337
D 66979 69797 72701 75592 78487 81382 87416
EN-ENG-04
$ 74832 77825 80811 83802 86798 89789 92500
A 75767 78798 81821 84850 87883 90911 93656
B 76714 79783 82844 85911 88982 92047 94827
C 77673 80780 83880 86985 90094 93198 96012
D 78644 81790 84929 88072 91220 94363 97212
EN-ENG-05
$ 85856 89353 92830 96324 99816 103315 109905
A 86929 90470 93990 97528 101064 104606 111279
B 88016 91601 95165 98747 102327 105914 112670
C 89116 92746 96355 99981 103606 107238 114078
D 90230 93905 97559 101231 104901 108578 115504
EN-ENG-06
$ 96134 99840 103545 107257 110972 114680 118944
A 97336 101088 104839 108598 112359 116114 120431
B 98553 102352 106149 109955 113763 117565 121936
C 99785 103631 107476 111329 115185 119035 123460
D 101032 104926 108819 112721 116625 120523 125003

ES - Economics, Sociology And Statistics Group (BUD 99508)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014
B: Effective October 1, 2015
X: Effective October 1, 2016
C: Effective October 1, 2016
D: Effective October 1, 2017

ES-01
$ 29310 to 54267 56284
A 29676 to 54945 56988
B 30047 to 55632 57700
X 30047 to 55632 57700 58277
C 30423 to 56327 58421 59005
D 30803 to 57031 59151 59743

*(with intermediate steps of $10)

ES-02
$ 51759 53495 55233 56726 58706 60891
A 52406 54164 55923 57435 59440 61652
B 53061 54841 56622 58153 60183 62423
X 54841 56622 58153 60183 62423 64296
C 55527 57330 58880 60935 63203 65100
D 56221 58047 59616 61697 63993 65914
ES-03
$ 58740 61109 63491 65857 68254 70652 73280
A 59474 61873 64285 66680 69107 71535 74196
B 60217 62646 65089 67514 69971 72429 75123
X 62646 65089 67514 69971 72429 75123 77377
C 63429 65903 68358 70846 73334 76062 78344
D 64222 66727 69212 71732 74251 77013 79323
ES-04
$ 73593 76012 78683 81359 84016 86394
A 74513 76962 79667 82376 85066 87474
B 75444 77924 80663 83406 86129 88567
X 77924 80663 83406 86129 88567 92110
C 78898 81671 84449 87206 89674 93261
D 79884 82692 85505 88296 90795 94427
ES-05
$ 83592 86273 88956 92319 95640 99199
A 84637 87351 90068 93473 96836 100439
B 85695 88443 91194 94641 98046 101694
X 88443 91194 94641 98046 101694 104745
C 89549 92334 95824 99272 102965 106054
D 90668 93488 97022 100513 104252 107380
ES-06
$ 97167 100549 103819 106967 110945
A 98382 101806 105117 108304 112332
B 99612 103079 106431 109658 113736
X 103079 106431 109658 113736 117148
C 104367 107761 111029 115158 118612
D 105672 109108 112417 116597 120095
ES-07
$ 106261 109424 112601 115784 118693
A 107589 110792 114009 117231 120177
B 108934 112177 115434 118696 121679
X 112177 115434 118696 121679 126546
C 113579 116877 120180 123200 128128
D 114999 118338 121682 124740 129730

PG - Purchasing And Supply Group (BUD 99525)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014
B: Effective October 1, 2015
X: Effective October 1, 2016
Y: Effective October 1, 2016
C: Effective October 1, 2016
D: Effective October 1, 2017

PG-01
$ 31139 33143 35160 37168 39174 41171 43182
A 31528 33557 35600 37633 39664 41686 43722
B 31922 33976 36045 38103 40160 42207 44269
X 32241 34316 36405 38484 40562 42629 44712
Y 32241 34316 36405 38484 40562 42629 44712
C 32644 34745 36860 38965 41069 43162 45271
D 33052 35179 37321 39452 41582 43702 45837
PG-01 (continued)
$ 45189 47195 49207 51212 53479
A 45754 47785 49822 51852 54147
B 46326 48382 50445 52500 54824
X 46789 48866 50949 53025 55372
Y 46789 48866 50949 53025 56064
C 47374 49477 51586 53688 56765
D 47966 50095 52231 54359 57475
PG-02
$ 51459 53742 56033 58316 60890
A 52102 54414 56733 59045 61651
B 52753 55094 57442 59783 62422
X 53281 55645 58016 60381 63046
Y 53281 55645 58016 60381 63834
C 53947 56341 58741 61136 64632
D 54621 57045 59475 61900 65440
PG-03
$ 57264 59831 62382 64930 67801
A 57980 60579 63162 65742 68649
B 58705 61336 63952 66564 69507
X 59292 61949 64592 67230 70202
Y 59292 61949 64592 67230 71080
C 60033 62723 65399 68070 71969
D 60783 63507 66216 68921 72869
PG-04
$ 67613 70627 73651 77059 80488
A 68458 71510 74572 78022 81494
B 69314 72404 75504 78997 82513
X 70007 73128 76259 79787 83338
Y 70007 73128 76259 79787 84380
C 70882 74042 77212 80784 85435
D 71768 74968 78177 81794 86503
PG-05
$ 79561 83135 86703 90048 94300
A 80556 84174 87787 91174 95479
B 81563 85226 88884 92314 96672
X 82379 86078 89773 93237 97639
C 83409 87154 90895 94402 98859
D 84452 88243 92031 95582 100095
PG-06
$ 89752 91579 93267 94962 96659 98340 102709
A 90874 92724 94433 96149 97867 99569 103993
B 92010 93883 95613 97351 99090 100814 105293
X 92930 94822 96569 98325 100081 101822 106346
C 94092 96007 97776 99554 101332 103095 107675
D 95268 97207 98998 100798 102599 104384 109021

SE-RES - Research Scientist Group (BUD 99515)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014
B: Effective October 1, 2015
X: Effective October 1, 2016
C: Effective October 1, 2016
D: Effective October 1, 2017

SE-RES-01
$ 52695 55466 58238 61015 63788 66556 69331 71825
A 53354 56159 58966 61778 64585 67388 70198 72723
B 54021 56861 59703 62550 65392 68230 71075 73632
X 54021 56861 59703 62550 65392 68230 71075 73853
C 54696 57572 60449 63332 66209 69083 71963 74776
D 55380 58292 61205 64124 67037 69947 72863 75711
SE-RES-02
$ 65430 69509 73577 77652 81726 85797 89870 93944 98015 101804
A 66248 70378 74497 78623 82748 86869 90993 95118 99240 103077
B 67076 71258 75428 79606 83782 87955 92130 96307 100481 104365
X 67076 71258 75428 79606 83782 87955 92130 96307 100481 104407
C 67914 72149 76371 80601 84829 89054 93282 97511 101737 105712
D 68763 73051 77326 81609 85889 90167 94448 98730 103009 107033
SE-RES-03
$ 82688 85951 89215 92475 95743 99007 102272 105532 108797 111782
A 83722 87025 90330 93631 96940 100245 103550 106851 110157 113179
B 84769 88113 91459 94801 98152 101498 104844 108187 111534 114594
X 84769 88113 91459 94801 98152 101498 104844 108187 111534 115855
C 85829 89214 92602 95986 99379 102767 106155 109539 112928 117303
D 86902 90329 93760 97186 100621 104052 107482 110908 114340 118769
SE-RES-04
$ 99027 102652 106274 109898 113523 117154 120766 124110
A 100265 103935 107602 111272 114942 118618 122276 125661
B 101518 105234 108947 112663 116379 120101 123804 127232
X 101518 105234 108947 112663 116379 120101 123804 128632
C 102787 106549 110309 114071 117834 121602 125352 130240
D 104072 107881 111688 115497 119307 123122 126919 131868
SE-RES-05
$ 108429 112403 116366 120335 124303 128269 132238 135927
A 109784 113808 117821 121839 125857 129872 133891 137626
B 111156 115231 119294 123362 127430 131495 135565 139346
X 111156 115231 119294 123362 127430 131495 135565 140809
C 112545 116671 120785 124904 129023 133139 137260 142569
D 113952 118129 122295 126465 130636 134803 138976 144351

SE-REM - Research Manager Group (BUD 99516)

Annual Rates of Pay (in dollars)

$: Effective October 1, 2013
A: Effective October 1, 2014
B: Effective October 1, 2015
C: Effective October 1, 2016
D: Effective October 1, 2017

SE-REM-01
$ 84366 87628 90893 94155 97420 100682 103947 107209 110476 113460
A 85421 88723 92029 95332 98638 101941 105246 108549 111857 114878
B 86489 89832 93179 96524 99871 103215 106562 109906 113255 116314
C 87570 90955 94344 97731 101119 104505 107894 111280 114671 117768
D 88665 92092 95523 98953 102383 105811 109243 112671 116104 119240
SE-REM-02
$ 97280 100580 103878 107182 110476 113774 117075 120374 123669 126689
A 98496 101837 105176 108522 111857 115196 118538 121879 125215 128273
B 99727 103110 106491 109879 113255 116636 120020 123402 126780 129876
C 100974 104399 107822 111252 114671 118094 121520 124945 128365 131499
D 102236 105704 109170 112643 116104 119570 123039 126507 129970 133143

SR - Regulatory Science Group (BUD 99600)

Annual Rates of Pay (in dollars)

Y: Effective April 1, 2015
B: Effective October 1, 2015
X: Effective October 1, 2016
C: Effective October 1, 2016
D: Effective October 1, 2017

SR-01
Y 44973 to 53488 54572 56686 58799 60917 63032 65504
B 45535 to 54157 55254 57395 59534 61678 63820 66323
X 54157 55254 57395 59534 61678 63820 66323 68047
C 54834 55945 58112 60278 62449 64618 67152 68898
D 55519 56644 58838 61031 63230 65426 67991 69759
SR-02
Y 59749 62310 64890 67453 70023 72594 75160 77446 79769
B 60496 63089 65701 68296 70898 73501 76100 78414 80766
X 60496 63089 65701 68296 70898 73501 76100 78414 80766
C 61252 63878 66522 69150 71784 74420 77051 79394 81776
D 62018 64676 67354 70014 72681 75350 78014 80386 82798
SR-03
Y 71078 74166 77254 80350 83433 86271 88830 93245
B 71966 75093 78220 81354 84476 87349 89940 94411
X 75093 78220 81354 84476 87349 89940 94411 95799
C 76032 79198 82371 85532 88441 91064 95591 96996
D 76982 80188 83401 86601 89547 92202 96786 98208
SR-04
Y 84153 87405 90667 93918 97181 100157 103161
B 85205 88498 91800 95092 98396 101409 104451
X 88498 91800 95092 98396 101409 104451 105684 109668
C 89604 92948 96281 99626 102677 105757 107005 111039
D 90724 94110 97485 100871 103960 107079 108343 112427
SR-05
Y 95827 99429 103032 106518 109718 112917
B 97025 100672 104320 107849 111089 114328
X 100672 104320 107849 111089 114328 116603 119693
C 101930 105624 109197 112478 115757 118061 121189
D 103204 106944 110562 113884 117204 119537 122704

**Pay Notes

Pay Notes 1 to 10 inclusive do not apply to employees classified in the SE group.

(A) Pay Increments - General (See specific notes for exceptions)

Pay Increments for Full-Time and Part-Time Employees

(1) The pay increment period for all employees is twelve (12) months and a pay increment shall be to the next rate in the scale of rates.

(2) The pay increment date for employees appointed to a position in the bargaining unit on promotion, demotion or from outside the Public Service on or after the date of signing of this agreement shall be the anniversary date of such appointment.

(3) For employees appointed prior to the date of signing of this agreement, their anniversary date will be the date on which the employees received their last pay increment.

(B) Pay Increments - Specific: Employees paid in that part of a scale of rates identified by $10 intermediate steps (AG-01, BI-01, CH-01, ES-01, EN-ENG-01, and CO Developmental)

Pay Increments for Full-Time and Part-Time Employees

(4) For all employees paid in that part of a scale of rates identified by $10 intermediate steps, the pay increment period is six (6) months and a pay increment shall be four hundred dollars ($400), or such higher amount that the Employer may determine, provided that the last rate in that part of the scale of rates identified by $10 intermediate steps is not exceeded.

(5) An increase from that part of a scale identified by $10 intermediate steps to the first step in the fixed incremental part of the scale shall take place on the date on which the Employer certifies that the employee should be paid at that rate.

(6) Every employee being paid in that part of a scale identified by $10 intermediate steps will have his performance reviewed by the Employer within two (2) years of his appointment to that part of the scale with a view to ascertaining whether the employee should be paid at the first step in the fixed incremental part of the scale. On the basis of this review, the Employer will decide whether to certify that the employee should be paid at that point in time at the first step in that part of the scale. An employee who continues to be paid in that part of the scale identified by $10 intermediate steps after the second anniversary of his appointment will have his performance reviewed at least annually thereafter.

**(C) Pay Adjustments

**(7) Except in the case of employees being paid in that part of a scale of rates identified by $10 intermediate steps, an employee shall, on the relevant effective date of adjustment to rates of pay, be paid in the "A", "B", "C" or "D", scales of rates at the rate shown immediately below his former rate.

** (8) An employee being paid in that part of a scale of rates identified by $10 intermediate steps shall, on the relevant effective date of adjustment to rates of pay, be paid in the:

  1. "A" scale of rates at a rate which is nearest to but not more than 1.25% higher than his former rate of pay;
  2. "B" scale of rates at a rate which is nearest to but not more than 1.25% higher than his former rate of pay;
  3. "C" scale of rates at a rate which is nearest to but not more than 1.25% higher than his former rate of pay;
  4. "D" scale of rates at a rate which is nearest to but not more than 1.25% higher than his former rate of pay;

** (D) Conversion - SR

**(9) Effective April 1, 2015, an employee shall be paid in the "Y" line corresponding to the classification of his or her substantive position under the SR standard, at the rate of pay that is closest to but not less than the employee's former rate of pay on April 1, 2015.

**(E) Restructure - ES, SR

** (10) On date of restructure, October 1, 2016 in the "X" scale, prior to any economic increase:

  • ** a. Employees that were on the former maximum step, for more than 12 months, will move to the next step closest to their former rate of pay;
  • ** b. Employees who were in the eliminated steps will automatically move to the next step closest to their former rate of pay;
  • ** c. Employees who moved in the pay scale on the date of restructure will have their next increment date established by using the 12 month period counting from the date of the restructure.

Pay Notes 11 to 14 inclusive apply only to employees classified in the SE group.

*(F) Pay Increments

Pay Increments for Full-Time and Part-Time Employees

* (11) The pay increment period for all employees is twelve (12) months and the pay increment date is April 1st. A pay increment shall be to the next higher rate in the scale of rates.

* (12)

  1. Notwithstanding Pay Note 11 an employee who is initially appointed from outside the Public Service or is promoted into the Scientific Research classification or promoted between the RES and REM classifications shall be considered for a first pay increment on the first (1st) of April immediately following the employee's date of appointment, provided:
    1. the employee's appointment date was on or before the preceding October 1st,

      and

    2. the employee has earned at least six (6) complete months' pay.
  2. Notwithstanding Pay Note 12 (a), an employee who is transferred to the Scientific Research classification shall be considered for a first pay increment on the first (1st) of April immediately following the employee's date of appointment, provided the employee did not receive an increment in his former classification since the preceding October 1st.
  3. If an employee does not meet the requirements in (a) or (b) above, the employee shall not be eligible for a first pay increment until the next following increment date of April 1st.

* (13) A complete month, for the purpose of this clause, is one in which the employee has earned at least ten (10) days' pay.

**(G) Pay Adjustment

**(14) An employee shall, on the relevant effective date of adjustment to rates of pay, be paid in the "A", "B", "C" or "D", scales of rates at the rate shown immediately below his former rate.

**Lowest Increment Table

AG/BI/CH Groups
Oct. 1/14
AG/BI/CH-02 2286
AG/BI/CH-03 2559
AG/BI/CH-04 2976
AG/BI/CH-05 3199
CO Group
Oct. 1/14 Oct. 1/15 Oct. 1/16 Oct. 1/17
CO-01 2429 2459 2490 2521
CO-02 3498 3542 3586 3630
CO-03 3667 3712 3759 3806
CO-04 3953 4003 4053 4104
EN-ENG Group
Oct. 1/14 Oct. 1/15 Oct. 1/16 Oct. 1/17
EN-ENG-02 2227 2255 2283 2312
EN-ENG-03 2715 2749 2783 2818
EN-ENG-04 2745 2780 2814 2849
EN-ENG-05 3520 3564 3609 3654
EN-ENG-06 3751 3797 3845 3893
ES Group
Oct. 1/14 Oct. 1/15 Oct. 1/16 Oct. 1/17
ES-02 1512 1531 1550 1569
ES-03 2395 2425 2282 2310
ES-04 2408 2438 2468 2499
ES-05 2714 2748 2785 2820
ES-06 3187 3227 3268 3309
ES-07 2946 2983 3020 3058
PG Group
Oct. 1/14 Oct. 1/15 Oct. 1/16 Oct. 1/17
PG-01 2022 2047 2093 2120
PG-02 2312 2341 2394 2424
PG-03 2580 2612 2671 2705
PG-04 3052 3090 3160 3200
PG-05 3387 3430 3507 3551
PG-06 1702 1724 1763 1785
SE Group
Oct. 1/14 Oct. 1/15 Oct. 1/16 Oct. 1/17
SE-RES-01 2525 2557 2813 2848
SE-RES-02 3837 3884 3975 4024
SE-RES-03 3022 3060 3384 3426
SE-RES-04 3385 3428 3750 3797
SE-RES-05 3735 3781 4114 4166
SE-REM-01 3021 3059 3097 3136
SE-REM-02 3058 3096 3134 3173
SR Group
Apr. 1/15 Oct. 1/15 Oct. 1/16 Oct. 1/17
SR-01 N/A N/A 1111 1125
SR-02 2286 2314 2343 2372
SR-03 2559 2591 1405 1422
SR-04 2976 3013 1248 1264
SR-05 3199 3239 2304 2333

**Appendix B - Employment Transition

Canadian Food Inspection Agency
Employment Transition
Scientific and Analytical (S&A) Group

General

Application

This Appendix applies to all indeterminate employees within the S&A Group bargaining unit represented by the Professional Institute of the Public Service of Canada for whom the Canadian Food Inspection Agency (hereinafter known as the Agency) is the Employer.

Collective Agreement

This Appendix is deemed to form part of this collective agreement between the parties and employees are to be afforded ready access to it.

Notwithstanding the Job Security Article of this collective agreement, in the event of conflict between the present Employment Transition Appendix and that article, the present Employment Transition Appendix will take precedence.

Effective Date

This Appendix is effective on the date of signing.

Policy

It is the policy of the Canadian Food Inspection Agency (CFIA) to maximize employment opportunities for indeterminate employees facing employment transition situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them. This should not be construed as the continuation of a specific position or job but rather as continued employment.

Reasons for the occurrence of employment transition situations include, but are not limited to, expenditure constraints, new legislation, program changes, reorganization, technological change, productivity improvement, elimination or reduction of programs or operations in one or more locations, relocation, and, decentralization. These situations may result in a lack of work or discontinuance of function.

Indeterminate employees whose services will no longer be required because of an employment transition situation and for whom the President knows or can predict employment availability will receive a guarantee of a reasonable job offer within the Agency. Those employees for whom the President cannot provide the guarantee will have access to the transitional employment Options as per Part VI.

**Definitions

Accelerated lay-off (mise en disponibilité accélérée)
occurs when a surplus employee makes a request to the President, in writing, to be laid off at an earlier date than that originally scheduled, and the President concurs. Lay-off entitlements begin on the actual date of lay-off.
Affected employee (employé touché)
is an indeterminate employee who has been informed in writing that his or her services may no longer be required because of an employment transition situation.
Agency (Agence)
means the Canadian Food Inspection Agency as defined in Schedule V of the Financial Administration Act, and the several positions in or under the jurisdiction of the Canadian Food Inspection Agency for which the Agency has the sole authority to appoint.
Alternation (échange de postes)
occurs when an opting employee, not a surplus employee, who wishes to remain in the Agency exchanges positions with a non-affected employee (the alternate) willing to leave the Agency with a Transition Support Measure or with an Education Allowance.
**Education Allowance (indemnité d'étude)
is one (1) of the options provided to an indeterminate employee affected by a normal employment transition situation for whom the President cannot guarantee a reasonable job offer. The Education Allowance is a lump sum payment, equivalent to the Transitional Support Measure (see Annex A), plus a reimbursement of tuition from a recognized learning institution, book and relevant equipment costs, up to a maximum of fifteen thousand dollars ($15,000.00).
Employment Transition (transition en matière d'emploi)
is a situation that occurs when the President decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work or the discontinuance of a function within the Agency. Such situations may arise for reasons including but not limited to those identified in the Policy section above.
Guarantee of a reasonable job offer (garantie d'une offre d'emploi raisonnable)
is a guarantee of an offer of employment within the Agency provided by the President to an indeterminate employee who is affected by an employment transition situation. The President will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom he/she knows or can predict employment availability within the Agency. Surplus employees in receipt of this guarantee will not have access to the Options available in Part VI of this Appendix.
Laid-off person (personne mise en disponibilité)
is a person who has been laid off pursuant to section 13 of the Canadian Food Inspection Agency Act and who still retains a reappointment priority in accordance with staffing and other related policies of the Canadian Food Inspection Agency.
Lay-off notice (avis de mise en disponibilité)
is a written notice of lay-off to be given to a surplus employee at least one (1) month before the scheduled lay-off date. This notice period is included in the surplus period.
Lay-off priority (priorité de mise en disponibilité)
a person who has been laid off is entitled to a priority for appointment to a position in the Agency for which, in the opinion of the President, he/she is qualified. An appointment of an employee with this priority is excluded from the Agency Staffing Recourse Policy. This priority is accorded for one (1) year following the lay-off date.
Opting employee (employé optant)
is an indeterminate employee whose services will no longer be required as a result of an employment transition situation and who has not received a guarantee of a reasonable job offer from the President and who has one hundred and twenty (120) days to consider the Options of Part 6.4 of this Appendix.
Pay (rémunération)
has the same meaning as "rate of pay" in the employee's collective agreement.
President (Président(e))
has the same meaning as in the definition of "President" set out in section 6 of the Canadian Food Inspection Agency Act, and also means his or her official designate.
Priority administration system (système d'administration des priorités)
is a system designed by the Agency to facilitate appointments of individuals entitled to priority status as a result of the Appendix or other staffing and related policies of the Canadian Food Inspection Agency.
Reasonable job offer (offre d'emploi raisonnable)
is an offer of indeterminate employment within the Agency, normally at an equivalent level but could include lower levels. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee's headquarters as defined in the Agency's Travel Policy.
Reinstatement priority (priorité de réintégration)
is an appointment priority accorded to certain individuals salary-protected under this Appendix for the purpose of assisting such persons to re-attain an appointment level equivalent to that from which they were declared surplus. An appointment of an employee with this priority is excluded from the Agency Staffing Recourse Policy.
Relocation (réinstallation)
is the authorized geographic move of a surplus employee or laid-off person from one place of duty to another place of duty, beyond what, according to local custom, is a normal commuting distance.
Relocation of work unit (réinstallation d'une unité de travail)
is the authorized move of a work unit of any size to a place of duty beyond what, according to local custom, is normal commuting distance from the former work location and from the employee's current residence.
Retraining (recyclage)
is on-the-job training or other training intended to enable affected employees, surplus employees and laid-off persons to qualify for known or anticipated vacancies within the Agency.
Surplus employee (employé excédentaire)
is an indeterminate employee who has been provided a formal written notice by the President declaring him or her surplus.
Surplus status (statut d'employé excédentaire)
An indeterminate employee is in surplus status from the date her or she is declared surplus until the date of lay-off, until he or she is indeterminately appointed to another position, until his/her surplus status is rescinded, or until the employee resigns.
**Transition Support Measure (mesure de soutien à la transition)
is one (1) of three (3) options provided to an opting employee for whom the President cannot guarantee a reasonable job offer. The Transition Support Measure is a lump sum payment based on the opting employee's years of service, as per Annex A. Years of service is the combined years of service in the Public Service, including years of service with the Agency.
Twelve (12) -Month Surplus Priority Period in which to secure a reasonable job offer (Priorité d'employé excédentaire d'une durée de douze (12) mois pour trouver une offre d'emploi raisonnable)
is one (1) of three (3) options provided to an opting employee for whom the President cannot guarantee a reasonable job offer.

**Enquiries

Enquiries about this Appendix should be referred to the employee's Bargaining Agent, or to the Human Resource Advisor serving the employee's work site. Human Resource Advisors serving the employee's work site may, in turn, direct questions regarding the application of this Appendix to the Collective Bargaining and Labour Relations Directorate of the Human Resources Branch of the Agency.

Enquiries by employees pertaining to entitlements to a priority for appointment or to their status in relation to the priority appointment process should be directed to the Human Resource Advisor serving the employee's work site.

**Part I

Roles and Responsibilities

**1.1 Agency

1.1.1 Since indeterminate employees who are affected by employment transition situations are not themselves responsible for such situations, it is the responsibility of the Agency to ensure that they are treated equitably and, wherever possible, given every reasonable opportunity to continue their careers as Agency employees.

1.1.2 The Agency shall carry out effective human resource planning to minimize the impact of employment transition situations on indeterminate employees and on the Agency.

**1.1.3 The Agency shall:

**a. establish joint Union/Management employment transition committees, where appropriate, to advise and consult on employment transition situations within the Agency, and

**b. notify PIPSC of the responsible officers who will administer this Appendix.

**Terms of reference of such committee shall include a process for addressing alternation requests.

1.1.4 The Agency shall cooperate to the extent possible with other Employers in its efforts to market surplus employees and laid-off persons.

1.1.5 The Agency shall establish systems to facilitate appointment of the Agency's affected employees, surplus employees, and laid-off persons.

1.1.6 When the President determines that the services of an employee are no longer required beyond a specified date due to an employment transition, the President shall provide the employee with a written notification to that effect. Such a communication shall also indicate if the employee:

  1. is being provided a guarantee of a reasonable job offer from the President and that the employee will be in surplus status for that date on;
    or
  2. is an opting employee and has access to the Options provided in section 6.4 of this Appendix as the employee is not in receipt of a guarantee of a reasonable job offer from the President.

Where applicable, written communication should also provide information relating to the employee's possible lay-off date.

1.1.7 The President will be expected to provide a guarantee of a reasonable job offer to those employees subject to an employment transition situation for whom they know or can predict employment availability within the Agency.

1.1.8 Where the President cannot provide a guarantee of a reasonable job offer, the President will provide one hundred and twenty (120) days to opting employees to consider the three Options outlined in Part VI of this Appendix before a decision is required of them. If the opting employee fails to select an option no later than the one hundred and twentieth (120th) day, the employee will be deemed to have selected Option (a); that is, the Twelve (12)-Month Surplus Priority Period in which to secure a reasonable job offer.

1.1.9 The President shall make a determination to either provide a guarantee of a reasonable job offer or access to the Options set out in 6.4 of this Appendix, upon request of any indeterminate affected employee who can demonstrate that his or her duties have already ceased to exist.

1.1.10 The Agency shall advise and consult with the Bargaining Agent representatives as completely as possible regarding any employment transition situation as soon as possible after the decision has been made and throughout the process. The Agency will make available to the Bargaining Agent the name and work location of affected employees.

1.1.11 A recommendation will be provided to the President when an employee is not considered suitable for appointment. The Agency shall advise the employee and his/her Bargaining Agent of that recommendation. The Agency shall provide to the employee a copy of the written recommendation provided to the President, indicating the reasons for the recommendation together with any enclosures. The Agency shall also advise the employee that he/she may make oral or written submissions about the matter to the President prior to a decision being taken. Where the President does not accept the recommendation, he/she shall provide the surplus period required under this Appendix, beginning on the date the employee is advised of the decision.

1.1.12 The President shall decide whether employees are suitable for appointment. Where the President decides that an employee is not suitable, he/she shall advise the employee, and his/her representative of the decision as to whether the employee is entitled to a surplus and lay-off priority. The President shall also inform the Bargaining Agent of this decision.

1.1.13 The Agency shall provide an employee with a copy of this Appendix simultaneous with the official notification to an employee to whom this Appendix applies that he or she has become subject to an employment transition situation.

1.1.14 The Agency is responsible for counselling and advising their affected employees on their opportunities of finding continuing employment within the Agency.

1.1.15 The Agency shall apply this Appendix so as to keep actual involuntary lay-offs to a minimum.

1.1.16 Appointment of surplus employees to alternative positions, whether with or without retraining, shall normally be at a level equivalent to that previously held by the employee, but this does not preclude appointment to a lower level. The Agency shall avoid appointment to a lower level except where all other avenues have been exhausted.

1.1.17 The Agency shall appoint as many of their own surplus employees or laid-off persons as possible, or identify alternative positions (both actual and anticipated) for which individuals can be retrained.

1.1.18 Relocation of surplus employees or laid-off persons shall be undertaken to enable their appointment to an alternate position, providing that:

  1. there are no available priority persons, who are qualified and interested in the position being filled;
    or
  2. there are no available local surplus employees or laid-off persons who are interested and who could qualify with retraining.

1.1.19 The cost of traveling to interviews for possible appointments within the Agency and of relocation to a new location shall be born by the Agency. Such costs shall be consistent with the Agency's Travel and Relocation policies, as amended from time to time.

1.1.20 For the purposes of the Agency's Relocation Directive, surplus employees and laid-off persons who relocate under this Appendix shall be deemed to be employees on Employer-requested relocations. The general rule on minimum distances for relocation applies.

1.1.21 For the purposes of the Agency's Travel Directive, laid-off persons traveling to interviews for possible appointment within the Agency are deemed to be "other persons traveling on Agency business".

1.1.22 The Agency shall protect the indeterminate status and surplus priority of a surplus indeterminate employee appointed to a term position under this Appendix.

**1.1.23 The Agency shall review the use of private temporary personnel, and their use of contracted out services, employees appointed for a specified period (terms) and all other non-indeterminate employees. Where practicable, the Agency shall not engage or re-engage such temporary personnel nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.

1.1.24 Nothing in this Appendix shall restrict the Employer's right to engage or appoint persons to meet short-term, non-recurring requirements.

1.1.25 The President may authorize the accelerated lay-off of an employee at a date earlier than originally scheduled when a surplus employee makes such a request in writing.

**1.1.26 The Agency shall provide surplus employees with a lay-off notice at least one (1) month before the proposed lay-off date, if appointment efforts have been unsuccessful. Such notice shall be sent to the President of PIPSC.

1.1.27 When a surplus employee refuses a reasonable job offer, he or she shall be subject to lay-off one (1) month following the refusal, but not before six (6) months after the surplus declaration date.

1.1.28 The Agency will presume that each employee wishes to be appointed to an alternative position unless the employee indicates the contrary in writing.

**1.1.29 The Agency shall inform and counsel affected and surplus employees as early and as completely as possible and shall, in addition, assign a counsellor to each opting and surplus employee and laid-off person to work with them throughout the process. Such counselling is to include explanations and assistance concerning such issues as the following

  1. the employment transition situation and its effect on that individual;
  2. the employment transition Appendix;
  3. the Agency's Priority Administration System and how it works from the employee's perspective (referrals, interviews or boards, feedback to the employee, follow-up by the Agency, how the employee can obtain job information and prepare for an interview, etc.);
  4. preparation of a curriculum vitae or resume;
  5. the employee's rights and obligations;
  6. the employee's current situation (e.g. pay, benefits such as severance pay and superannuation, classification, language rights, years of service);
  7. **alternatives or opportunities that might be available to the employee (the alternation process, appointment, relocation, retraining, lower-level employment, term employment, retirement including possibility of waiver of penalty if entitled to an annual allowance, Transition Support Measure, Education Allowance, pay in lieu of unfulfilled surplus period, resignation, accelerated lay-off);
  8. the meaning of a guarantee of reasonable job offer, a Twelve (12)-Month Surplus Priority Period in which to secure a reasonable job offer, a Transition Support Measure, and Education Allowance;
  9. repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;
  10. **the Human Resource Centres and their services (including a recommendation that the employee register with the nearest office as soon as possible);
  11. preparation for interviews with prospective Employers;
  12. advising the employee that refusal of a reasonable job offer will jeopardize both chances for retraining and overall employment continuity;
  13. **the options for employees not in receipt of a guarantee of a reasonable job offer, the one hundred and twenty (120) day consideration period that includes access to the alternation process;
  14. **advise advise employees to seek out proposed alternations and submit requests for approval as soon as possible after being informed they will not be receiving a guarantee of a reasonable job offer; and
  15. ** advising employees of the right to be represented by the Institute in the application of this Appendix.

1.1.30 The Agency shall ensure that, when it is required to facilitate appointment, a retraining plan is prepared and agreed to in writing by the employee and the appropriate manager.

1.1.31 Any surplus employee who resigns under this Appendix shall be deemed, for the purposes of severance pay and retroactive remuneration, to be involuntarily laid off on the day the President accepts the employee's resignation in writing.

1.1.32 Severance pay and other benefits flowing from other clauses in collective agreements are separate from, and in addition to, those in this Appendix.

1.1.33 The Agency shall establish and modify staffing policies and procedures to ensure the most effective and efficient means of maximizing the appointment of surplus employees and laid-off persons.

1.1.34 The President shall temporarily restrict or suspend any authority delegated to managers to make appointments in specified occupational groups when the President determines such action is necessary.

1.1.35 The Agency shall actively market surplus employees and laid-off persons to all appropriate managers unless the individuals have advised the President in writing that they are not available for appointment.

1.1.36 The Agency shall determine, to the extent possible, the occupations for which there are skill shortages for which surplus employees or laid-off persons could be retrained.

1.1.37 The Agency shall provide information directly to the Bargaining Agent on the numbers and status of their members who are in the Agency Priority Administration System, through reports to the Professional Institute of the Public Service of Canada.

1.1.38 The Agency shall, wherever possible, ensure that reinstatement priority is given to all employees who are subject to salary protection as a result of action taken pursuant to the Appendix.

1.1.39

  1. For the priority period, in cases where an offer of indeterminate employment is provided to a surplus or laid-off employee by a cooperating Employer (paragraph 1.1.4), the payment of salary costs and other authorized costs such as tuition, travel, relocation and retraining for surplus employees and laid-off persons, as provided for in the various collective agreements and directives; all authorized costs of termination; and salary protection upon lower level appointment shall be regulated by the relevant cooperating Employer agreement in effect between the Agency and a cooperating Employer.
  2. The relevant agreement establishing the cooperating Employer relationship between the Agency and a cooperating Employer will apply to the payment of the costs listed in 1.1.39 (a) in situations where a surplus employee is appointed by a cooperating Employer to a term position and the cooperating Employer will become the official employer no later than one (1) year from the date of such an appointment.

1.1.40 The Agency is responsible for making the appropriate referrals and may recommend retraining where it would facilitate appointment.

1.1.41 The Agency shall inform, in a routine and timely manner, a surplus employee or laid-off person, and a representative of his or her Bargaining Agent, when he or she has been referred for consideration but will not be offered the position. The Agency shall include full details of why he or she will not be appointed to or retrained for that position.

**1.2 Employees

1.2.1 Employees have the right to be represented by their Bargaining Agent in the application of this Appendix.

1.2.2 Employees who are directly affected by employment transition situations and who receive a guarantee of a reasonable job offer, or who opt, or are deemed to have opted, for Option (a) of Part VI of this Appendix are responsible for:

  1. actively seeking alternative employment in co-operation with the Agency, unless they have advised the Agency, in writing, that they are not available for appointment either at all or subject to limitations detailed in the employee's response;
  2. seeking information regarding their entitlements and obligations;
  3. providing accurate and current information to the Agency, in a timely fashion, to assist in appointment activities (including curriculum vitae or resumes);
  4. ensuring that they can be easily contacted by the Agency;
  5. ensuring they attend appointments related to referrals;
  6. seriously considering employment opportunities within the Agency presented to them including but not limited to retraining and relocation possibilities, specified period appointments and lower-level appointments.

**1.2.3 Opting employees are responsible for:

  1. considering the Options outlined of Part VI of this Appendix;
  2. communicating their choice of Options, in writing, to their manager no later than one hundred and twenty (120) days after being declared opting; and
  3. **submitting the alternation request to management before the close of the one hundred and twenty (120) day period, if arranging an alternation with an unaffected employee.

Part II

Official Notification

2.1 In any employment transition situation which is likely to involve ten (10) or more indeterminate employees covered by this Appendix, the President shall inform, in writing and in confidence, the President of the Professional Institute of the Public Service of Canada or their delegate not less than four (4) working days before any employment transition situation is announced. This information is to include the identity and location of the work unit(s) involved; the expected date of the announcement; the anticipated timing of the situation; and the numbers of employees, by group and level, who will be affected.

Part III

Relocation of a work unit

3.1 General

3.1.1 In cases where a work unit is to be relocated, the Agency shall provide all employees whose positions are to be relocated with the opportunity to choose whether they wish to move with the position or be treated as if they were subject to an employment transition situation.

3.1.2 Following written notification, employees must indicate, within a period of three (3) months, their intention to move. If the employee's intention is not to move with the relocated position, the President can either provide the employee with a guarantee of a reasonable job offer or access to the Options set out in section 6.4 of this Appendix.

3.1.3 Employees relocating with their work units shall be treated in accordance with the provisions of 1.1.18 to 1.1.20.

3.1.4 Although the Agency will endeavour to respect employee location preferences, nothing precludes the Agency from offering the relocated position to employees in receipt of a guarantee of a reasonable job offer, after having spent as much time as operations permit looking for a reasonable job offer in the employee's location preference area.

3.1.5 Employees who are not in receipt of a guarantee of a reasonable job offer shall become opting employees and have access to the Options set out in Part VI of this Appendix.

Part IV

Retraining

4.1 General

4.1.1. To facilitate the appointment of affected employees, surplus employees and laid-off persons, the Agency shall make every reasonable effort to retrain such persons for:

  1. existing vacancies,
    or
  2. anticipated vacancies identified by management.

4.1.2 The Agency shall be responsible for identifying situations where retraining can facilitate the appointment of surplus employees and laid-off persons; however, this does not preclude the employee's obligation to assist in their own marketing and the identification of employment options including but not limited to retraining possibilities.

4.1.3 Subject to the provisions of 4.1.2, the President shall approve up to two (2) years of retraining.

4.2 Surplus employees

4.2.1 A surplus employee is eligible for retraining providing:

  1. retraining is needed to facilitate the appointment of the individual to a specific vacant position or will enable the individual to qualify for anticipated vacancies in occupations or locations where there is a shortage of qualified candidates;
    and
  2. there are no other available priority persons who qualify for the position.

4.2.2 The Agency is responsible for ensuring that an appropriate retraining plan is prepared and is agreed to in writing by the employee and the appropriate manager.

4.2.3 Once a retraining plan has been initiated, its continuation and completion are subject to the ongoing successful performance by the employee at a learning institution or ongoing satisfactory performance if the training is "on-the-job".

4.2.4 While on retraining, a surplus employee continues to be employed by the Agency and is entitled to be paid in accordance with his or her current appointment.

4.2.5 When a retraining plan has been approved, the proposed lay-off date shall be extended to the end of the retraining period, subject to 4.2.3.

4.2.6 An employee, unsuccessful in retraining, may be laid off at the end of the surplus period, provided that the Employer has been unsuccessful in making the employee a reasonable job offer.

4.3 Laid-off persons

4.3.1 Subject to the President's approval, a laid-off person shall be offered retraining, providing:

  1. retraining is needed to facilitate the appointment of the individual to a specific vacant position;
  2. the individual meets the minimum requirements for appointment to the group concerned;
  3. there are no other available persons with a priority who qualify for the position;
    and
  4. the Agency cannot justify a decision not to retrain the individual.

4.3.2 When an individual is made an offer conditional on the successful completion of retraining, a retraining plan reviewed by the President shall be included in the letter of conditional offer. If the individual accepts the conditional offer, upon successful completion of retraining, he or she will be appointed on an indeterminate basis to that position. When an individual accepts an appointment to a position with a lower maximum rate of pay than the position from which he or she was laid-off, the employee will be salary protected in accordance with Part V.

Part V

Salary protection

5.1 Lower-level position

5.1.1 Surplus employees and laid-off persons appointed to a lower-level position under this Appendix shall have their salary and pay equity equalization payments, if any, protected in accordance with the salary protection provisions of this collective agreement, or, in the absence of such provisions, the appropriate provisions of the Agency's Policy respecting Pay on Reclassification or Conversion.

5.1.2 Employees whose salary is protected pursuant to section 5.1.1 will continue to benefit from salary protection until such time as they are appointed into a position with a maximum rate of pay that is equal to or higher than the maximum rate of pay of the position from which they were declared surplus or laid off.

**Part VI

Options for employees

**6.1 General

6.1.1 The President will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom they know or can predict employment availability. Employees in receipt of this guarantee would not have access to the choice of Options below.

**6.1.2 Employees who are not in receipt of a guarantee of a reasonable job offer from the President have one hundred and twenty (120) days from the date they receive written notice that they are an opting employee to consider and decide among the three Options below; and

The employee may also participate in the alternation process in accordance with section 6.3 of this Appendix within the one hundred and twenty (120) day window before a decision is required of them in 6.1.3.

**6.1.3 The opting employee must choose, in writing, one (1) of the three (3) Options of section 6.4 of this Appendix within the one hundred and twenty (120) day opting period. The employee cannot change Options once having made a written choice. The Agency shall send a copy of the employee’s choice to the President of PIPSC.

6.1.4 If the employee fails to select an Option within the one hundred and twenty (120) day window as specified in paragraph 6.1.2, the employee will be deemed to have selected Option (a), the Twelve (12)-Month Surplus Priority Period in which to secure a reasonable job offer.

6.1.5 If a reasonable job offer which does not require a relocation is made at any time during the one hundred and twenty (120) day opting period and prior to the written acceptance of either the Twelve (12)-Month Surplus Priority Period, the Transition Support Measure or the Education Allowance Option, the employee becomes ineligible for the TSM, the pay in lieu of unfulfilled surplus period or the Education Allowance.

**6.1.6 A copy of any letter issued by the Agency under this part or notice of lay-off pursuant to the Canadian Food Inspection Agency Act shall be sent forthwith to the President of PIPSC.

**6.2 Voluntary Programs

**6.2.1 The Agency shall establish internal voluntary departure programs for employment transition situations involving five (5) or more employees working at the same group and level within the same work unit.

**6.2.2 When such voluntary programs are established, employees who volunteer and who are selected for employment transition will be made opting employees.

**6.2.3 When the number of volunteers is larger than the required number of positions to be eliminated, volunteers will be selected based on seniority (total years of service in the Public Service, whether continuous or discontinuous).

*6.3 Alternation

*6.3.1 The Agency will participate in an alternation process.

*6.3.2 An alternation occurs when an opting employee who wishes to remain in the Agency exchanges positions with a non-affected employee (the alternate) willing to leave the Agency under the terms of paragraph 6.3.1 (b) or (c) in Part VI of the Appendix.

**6.3.3

  1. **Only opting and surplus employees who are surplus as a result of having chosen Option (a) may alternate into an indeterminate position that remains in the Agency.
  2. **If an alternation is proposed for a surplus employee, as opposed to an opting employee, the Transition Support Measure that is available to the alternate under 6.4.1(b) or 6.4.1(c)(i) shall be reduced by one (1) week for each completed week between the beginning of the employee’s surplus priority period and the date the alternation is proposed.

*6.3.4 An indeterminate employee wishing to leave the Agency may express an interest in alternating with an opting employee. Management will decide, however, whether a proposed alternation will result in retaining the skills required to meet the ongoing needs of the position and the Agency.

*6.3.5 An alternation must permanently eliminate a function or a position.

*6.3.6 The opting employee moving into the unaffected position must be, to the degree determined by the Employer, able to meet the requirements of the position, including language requirements. The alternate moving into the opting position must meet the requirements of the position, except if the alternate will not be performing the duties of the position and the alternate will be struck off strength within five (5) days of the alternation.

*6.3.7 An alternation should normally occur between employees at the same group and level. When the two positions are not the same group and level, alternation can still occur when the positions can be considered equivalent. They are considered equivalent when the maximum rate of pay for the higher paid position is no more than six percent (6%) higher than the maximum rate of pay for the lower paid position.

**6.3.8 An alternation must occur on a given date. The two (2) employees involved directly exchange positions on that given date. There is no provision in alternation for a "domino" effect or for "future considerations".

For clarity, the alternation of positions shall take place on a given date after approval but may take place after the opting one hundred and twenty (120) day period, such as when the processing of the approved alternation is delayed due to administrative requirements.

*6.4 Options

**6.4.1 Only opting employees will have access to the choice of Options below:

    1. Twelve-(12)-Month Surplus Priority Period in which to secure a reasonable job offer is time-limited. Should a reasonable job offer not be made within a period of twelve (12) months, the employee will be laid off. Employees who choose or are deemed to have chosen this Option are surplus employees.
    2. At the request of the employee, this Twelve (12)-Month Surplus Priority Period shall be extended by the unused portion of the one hundred and twenty (120) day opting period referred to in 6.1.2 which remains once the employee has selected in writing Option (a).
    3. When a surplus employee who has chosen, or is deemed to have chosen, Option (a) offers to resign before the end of the twelve-month surplus priority period, the President may authorize a lump-sum payment equal to the surplus employee's regular pay for the balance of the surplus period, up to a maximum of six (6) months. The amount of the lump sum payment for the pay in lieu cannot exceed the maximum of that which he or she would have received had they chosen Option (b) - The Transition Support Measure.
    4. The Agency will make every reasonable effort to market a surplus employee within the employee's surplus period and within his or her preferred area of mobility. or
  1. **Transition Support Measure (TSM) is a lump sum payment based on the employee's years of service (see Annex A) made to an opting employee. Years of service is the combined years of service in the public service, including years of service with the Agency. The TSM shall be paid in one (1) or two (2) lump sum amounts, at the employee’s request over a maximum two (2) year period. Employees choosing this Option must resign but will be considered to be laid-off for purposes of severance pay.
    or
  2. **Education Allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than fifteen thousand dollars ($15,000.00) for reimbursement of receipted expenses of an opting employee for tuition from a learning institution and costs of books and relevant equipment. Employees choosing Option (c) could either:
    1. **resign from the Agency but be considered to be laid-off for severance pay purposes on the date of their departure. The TSM shall be paid in one (1) or two (2) lump sum amounts, at the employee’s request over a maximum two (2) year period;
      or
    2. delay their departure date and go on leave without pay for a maximum period of two years, while attending the learning institution. The TSM shall be paid in one (1) or two (2) lump-sum amounts over a maximum two (2) year period. During this period, employees could continue to be public service benefit plan members and contribute both Employer and employee shares to the benefits plans and the Public Service Superannuation Plan. At the end of the two (2) year leave without pay period, unless the employee has found alternate employment in the Agency, the employee will be laid-off.

*6.4.2 Management will establish the departure date of opting employees who choose Option (b) or Option (c) above.

*6.4.3 The TSM, pay in lieu of unfulfilled surplus period and the Education Allowance cannot be combined with any other payment under the Employment Transition Appendix.

*6.4.4 In the cases of pay in lieu of unfulfilled surplus period, and Option (b) and Option (c) (i), the employee relinquishes any priority rights for appointment upon acceptance of his or her resignation.

*6.4.5 Employees choosing Option (c) (ii) who have not provided the Agency with a proof of registration from a learning institution twelve (12) months after starting their leave without pay period will be deemed to have resigned from the Agency, and be considered to be laid-off for purposes of severance pay.

**6.4.6 Opting employees who choose Option (b) or Option (c) above will be entitled to up to one thousand dollars ($1000.00) for receipted expenses incurred in obtaining financial planning advice.

*6.4.7 An opting employee who has received pay in lieu of unfulfilled surplus period, a TSM or an Education Allowance and is re-appointed to that portion of the Public Service of Canada specified from time to time in Schedule I, IV or V of the Financial Administration Act shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the TSM or Education Allowance was paid.

*6.4.8 The President shall ensure that pay in lieu of unfulfilled surplus period is only authorized where the employee's work can be discontinued on the resignation date and no additional costs will be incurred in having the work done in any other way during the unfulfilled surplus period.

*6.4.9 If a surplus employee who has chosen, or is deemed to have chosen, Option (a) refuses a reasonable job offer at any time during the Twelve (12)-Month Surplus Priority Period, the employee is ineligible for pay in lieu of unfulfilled surplus period.

*6.4.10 Approval of pay in lieu of unfulfilled surplus period is at the discretion of management, but shall not be unreasonably denied.

*6.5 Retention payment

*6.5.1 There are two (2) situations in which an employee may be eligible to receive a retention payment. These are total facility closures and relocation of work units.

*6.5.2 All employees accepting retention payments must agree to leave the Agency without priority rights.

*6.5.3 An individual who has received a retention payment and, as applicable, is either reappointed to that portion of the Public Service of Canada specified from time to time in the Financial Administration Act Schedules I, IV and V, or is hired by the new Employer within the six (6) months immediately following his or her resignation, shall reimburse the Receiver General for Canada by an amount corresponding to the period from the effective date of such re-appointment or hiring, to the end of the original period for which the lump sum was paid.

*6.5.4 The provisions of 6.5.5 shall apply in total facility closures where Agency jobs are to cease, and:

  1. such jobs are in remote areas of the country,
    or
  2. retraining and relocation costs are prohibitive,
    or
  3. prospects of reasonable alternative local employment (whether within or outside the Agency) are poor.

*6.5.5 Subject to 6.5.4, the President shall pay to each employee who is asked to remain until closure of the work unit and offers a resignation from the Agency to take effect on that closure date, a sum equivalent to six (6) months' pay payable upon the day on which the Agency operation ceases, provided the employee has not separated prematurely.

*6.5.6 The provisions of 6.5.7 shall apply in relocation of work units where Agency work units:

  1. are being relocated,
    and
  2. when the President decides that, in comparison to other options, it is preferable that certain employees be encouraged to stay in their jobs until the day of workplace relocation,
    and
  3. where the employee has opted not to relocate with the function.

*6.5.7 Subject to 6.5.6, the President shall pay to each employee who is asked to remain until the relocation of the work unit and offers a resignation from the Agency to take effect on the relocation date, a sum equivalent to six (6) months' pay payable upon the day on which the Agency operation relocates, provided the employee has not separated prematurely.

**Annex A

Years of Service in the Public Service Transition Support Measure (TSM)
0 10
1 22
2 24
3 26
4 28
5 30
6 32
7 34
8 36
9 38
10 40
11 42
12 44
13 46
14 48
15 50
16 52
17 52
18 52
19 52
20 52
21 52
22 52
23 52
24 52
25 52
26 52
27 52
28 52
29 52
30 49
31 46
32 43
33 40
34 37
35 34
36 31
37 28
38 25
39 22
40 19
41 16
42 13
43 10
44 7
45 4

For indeterminate seasonal and part-time employees, the TSM will be pro-rated in the same manner as severance pay under the terms of the collective agreement.

Severance pay provisions of the collective agreements are in addition to the TSM.

Appendix C - Vacation Conversion Table

Vacation Conversion Table
Annual Days Annual Hours Days per Month Monthly Hours
15 112.5 1 14 9.375
20 150 1 23 12.5
22 165 1 56 13.75
23 172.5 1 1112 14.375
25 187.5 2 112 15.625
27 202.5 2 14 16.875
30 225 2 12 18.75

Appendix D - Memorandum of Understanding

Red-Circling

A General

  1. This Memorandum of Understanding sets out conditions of employment respecting pay upon reclassification for all employees whose Bargaining Agent is the Professional Institute of the Public Service of Canada.
  2. This Memorandum of Understanding shall remain in effect until amended or cancelled by mutual consent of the parties.
  3. This Memorandum of Understanding supersedes the Regulations respecting Pay on Reclassification or Conversion where the Regulations are inconsistent with the Memorandum of Understanding.
  4. Where the provisions of any collective agreement differ from those set out in the Memorandum of Understanding, the conditions set out in the Memorandum of Understanding shall prevail.
  5. This Memorandum of Understanding will form part of all collective agreements to which the Professional Institute of the Public Service of Canada and Treasury Board are parties, with effect from December 13, 1981.

Part I

Part I of this Memorandum of Understanding shall apply to the incumbents of positions which will be reclassified to a group and/or level having a lower attainable maximum rate of pay after the date this Memorandum of Understanding becomes effective.

NOTE: The term "attainable maximum rate of pay" means the rate attainable for fully satisfactory performance in the case of levels covered by a performance pay plan or the maximum salary rate in the case of all other groups and levels.

  1. Prior to a position being reclassified to a group and/or level having a lower attainable maximum rate of pay, the incumbent shall be notified in writing.
  2. Downward reclassification notwithstanding, an encumbered position shall be deemed to have retained for all purposes the former group and level. In respect to the pay of the incumbent, this may be cited as Salary Protection Status and subject to Section 3(b) below shall apply until the position is vacated or the attainable maximum of the reclassified level, as revised from time to time, becomes greater than that applicable, as revised from time to time, to the former classification level. Determination of the attainable maxima rates of pay shall be in accordance with the Retroactive Remuneration Regulations.
    1. The Employer will make a reasonable effort to transfer the incumbent to a position having a level equivalent to that of the former group and/or level of the position.
    2. In the event that an incumbent declines an offer of transfer to a position as in (a) above in the same geographic area, without good and sufficient reason, that incumbent shall be immediately paid at the rate of pay for the reclassified position.
  3. Employees subject to Section 3, will be considered to have transferred (as defined in the Public Service Terms and Conditions of Employment Regulations) for the purpose of determining increment dates and rates of pay.

Part II

Part II of this Memorandum of Understanding shall apply to incumbents of positions who are in holding rates of pay on the date this Memorandum of Understanding becomes effective.

  1. An employee whose position has been downgraded prior to the implementation of this memorandum and is being paid at a holding rate of pay on the effective date of an economic increase and continues to be paid at that rate on the date immediately prior to the effective date of a further economic increase, shall receive a lump sum payment equal to 100 per cent of the economic increase for the employee's former group and level (or where a performance pay plan applied to the incumbent, the adjustment to the attainable maximum rate of pay) calculated on his annual rate of pay.
  2. An employee who is paid at a holding rate on the effective date of an economic increase, but who is removed from that holding rate prior to the effective date of a further economic increase by an amount less than he would have received by the application of paragraph 1 of Part II, shall receive a lump sum payment equal to the difference between the amount equal to the difference between the amount calculated by the application of paragraph 1 of Part II and any increase in pay resulting from his removal from the holding rate.

**Appendix E - Memorandum of Agreement On Disclosing Information

Memorandum of Agreement (MOA) Between Canadian Food Inspection Agency and Professional Institute of The Public Service of Canada

The parties will:

  1. Request that the FPSLREB endorse this entire MOA providing it with the force of a Board Order, with which the parties shall comply.

The Employer will:

  1. on a quarterly basis, disclose to the Bargaining Agent the home mailing addresses and home telephone numbers of its employees belonging to the S&A bargaining unit that the Employer possesses in its human resources information system. The Employer will endeavour to provide this information to the Bargaining Agent within four months of the FPSLREB Order endorsing this MOA;
  2. subject to the receipt of an express written consent from the Public Service Alliance of Canada (PSAC) granting permission to use the business process and system developed for the PSAC (Public Service Alliance of Canada v. Treasury Board, 2008 FPSLREB 43) for the sole purpose of transmitting employee home contact data to the Bargaining Agent, the Employer agrees to provide the data as outlined in paragraph 1;
  3. provide the data in a flat file comma delimited format specified in Appendix A (field lengths to be confirmed);
  4. prior to the initial disclosure of the information outlined in paragraph 1 above, the Employer and the Bargaining Agent will jointly advise employees that the information will be disclosed. The message will explain the reasons why the information is being disclosed. Attached to the joint message will be the Board Order. Any questions concerning the disclosure will be directed to the Bargaining Agent. The joint message is attached to this agreement as Appendix B;
  5. password protect or encrypt the home contact information transmitted from the Employer to the Bargaining Agent to ensure its safe transmission;
  6. notify an employee, upon his or her initial appointment to a position in the Scientific and Analytical (S&A) Group bargaining unit, that his or her home contact information will be shared with the Bargaining Agent for purposes of collective bargaining.

The Bargaining Agent will:

  1. agree that this is a full and final settlement of all claims they have, or shall have in respect of home contact information for employees in the bargaining unit, against Her Majesty in right of Canada, Her employees, agents and servants arising out of this application and, subject to the provisions of the FPSLRA, agrees not to take any proceeding of any manner with respect to them;
  2. ensure that the disclosed information is used solely for the legitimate purposes of the Bargaining Agent in accordance with the FPSLRA;
  3. ensure that the disclosed information will be securely stored and protected;
  4. respect the privacy rights of the employees in the bargaining units;
  5. acknowledge that the Employer is bound by the Privacy Act with respect to the protection of personal information as defined in that Act. The Bargaining Agent shall manage the personal information disclosed under this Memorandum of Agreement in accordance with the principles of fair information practices embodied in the Privacy Act and the Privacy Regulations. Specifically, it will keep private and confidential any such personal information disclosed by the Employer to the Bargaining Agent under this Memorandum of Agreement;
  6. for the sake of clarity, the Bargaining Agent shall among other things:
    1. not disclose the personal information to anyone other than Bargaining Agent officials that are responsible for fulfilling the Bargaining Agent's legitimate obligations in accordance with the FPSLRA;
    2. not use, copy or compile the personal information for any purposes other than those for which it was provided under this agreement;
    3. respect the principles of the Government Security Policy for the security and disposal of this personal information; and
    4. ensure that all Bargaining Agent officials that have access to the disclosed information comply with all the provisions of this agreement;
  7. recognize the sensitivity of the information being disclosed with respect to personal security of employees, especially where inadvertent mishandling/disclosure of this information could result in serious safety concerns, and accordingly, will ensure vigilant management and monitoring controls on this information at all times in light of these potential risks to employees and their families;
  8. recognize that the information provided from the Employer's databases in place at the time of disclosure was provided by employees and that the Employer will not be held liable should a strike vote be challenged. The Bargaining Agent is responsible for updating its own database;
  9. securely dispose of the home contact information provided by the Employer after it has been replaced by current home contact information.

The terms and conditions of this agreement are made without prejudice or precedent.

Signed at Ottawa this 6th day of March, 2012

Canadian Food Inspection Agency
Pierre Girard

Professional Institute of the Public Service of Canada
Suzelle Brosseau

Appendix A

Union Address File (UAF) Draft (To Be Determined-Under Discussion)
Person: To PWGSC To Union
PRI (9) Num (9) Y N
IAN (9) Num (9) N Y
Union Address File (UAF) Draft (To Be Determined-Under Discussion)
Person Name To PWGSC To Union
Mixed Char (4) Prefix Name Y Y
Mixed Char (30) Person Given Name Y Y
Mixed Char (6) Initials Name Y Y
Mixed Char (30) Person Family Name Y Y
Mixed Char (15) Suffix Name Y Y
Union Address File (UAF) Draft (To Be Determined-Under Discussion)
Person Address To PWGSC To Union
Mixed Char (55) Prefix Address Line (X4) Y Y
Mixed Char (30) Municipality/City Name Y Y
Mixed Char (30) Province / Territory Y Y
Upper Char (30) Country Postal Code Y Y
Upper Char (10)
Person Telephone Y
Num (3) International Country Y Y
Num (3) Area City Code Y Y
Num (7) Subscriber Number Y Y
Example 999999999,mrs,greer,hl,
garson,phd,123 somewhere lane, around the corner,
Ottawa, NS, Canada,
e8n4e6,0116139999999
888888888,mrs,greer,hl,
garson,phd,123 somewhere lane around
the corner,Ottawa, NS,
Canada,
e8n4e6, 0116139999999

**Appendix B

Message to Employees in the Scientific and Analytical (S&A) Bargaining Unit Represented by the Professional Institute of the Public Service of Canada (PIPSC)

With the introduction of the Federal Public Sector Labour Relations Act (PSLRA), Bargaining Agents who conduct strike votes must now permit all employees in the bargaining unit to participate in those votes, not merely members of the union in good standing, as was previously the case.

In order for the PIPSC to comply with its obligations under the FPSLRA to give proper notice of strike votes to all employees, and also to fulfill its other duties in accordance with the FPSLRA, it is necessary that the Employer disclose to the PIPSC the home contact information for all employees in the bargaining unit.

The provision of this information is governed by an order of the Federal Public Sector Labour Relations and Employment Board, which is attached. The information provided to the PIPSC will be used for the legitimate purposes of the union and its security is to be carefully maintained. The FPSLREB order sets out the privacy and security safeguards to which your information will be subject.

To this end, it is in every employee's interest that their contact information be kept up to date with their Bargaining Agent. You are therefore encouraged to submit your current contact information to the PIPSC and to advise your union of any changes to that information that may occur in the future.

You can provide your contact information via the PIPSC website or by communicating with the PIPSC at 1-800-267-0446.

Thank you for your attention and cooperation. Should you have any questions arising from this message, please do not hesitate to communicate with the PIPSC at the above number.

** Appendix F - Memorandum of Agreement On Supporting Employee Wellness

Further to the Memorandum of Agreement on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service of Canada (PIPSC) in the section below:

The Canadian Food Inspection Agency and the Professional Institute of the Public Service of Canada (PIPSC) agree to undertake the necessary steps in order to implement applicable changes that will result once an agreement is reached on the Employee Wellness Support Program (EWSP). The parties agree to continue the current practice of working collaboratively to address concerns with respect to employee wellness and the reintegration of employees into the workplace after periods of leave due to illness or injury.


Memorandum of Agreement on Supporting Employee Wellness between Treasury Board and the Professional Institute of the Public Service

This Memorandum of Agreement is to give effect to the agreement reached between the Employer and the Professional Institute of the Public Service of Canada (hereinafter referred to as "the parties") regarding issues of employee wellness.

The parties will create an Employee Wellness Support Program (EWSP) which will focus on improving employee wellness and the reintegration of employees into the workplace after periods of leave due to illness or injury.

Key features

The EWSP will incorporate the following key features:

  • contained in collective agreements
  • benefits for up to 26 weeks (130 working days) with income support replacement at 100%
  • the annual allotment shall be 9 days of paid sick leave for illness or injury that falls outside of the parameters of the EWSP
  • 100% income replacement during the 3 day (working) qualification period when the employee's claim is approved
  • qualifying chronic or episodic illnesses will be exempt of the waiting period
  • the qualification period will be waived in cases of hospitalization or recurrence of a prior illness or injury approved under EWSP within 30 days
  • employees are entitled to carry over a maximum of 3 days of unused sick leave credits remaining at the end of the fiscal year, for use in the following fiscal year
  • the accumulation of current sick leave credits will cease once the EWSP is implemented. Employees with banked sick leave in excess of 26 weeks, will be entitled to carry over those excess days to provide extended coverage at 100% income replacement prior to accessing LTD
  • travel time for diagnosis and treatment
  • internal case management and return to work services focused on supporting employees when ill or injured
  • an employee on EWSP will be considered to be on leave with pay
  • full costs of administering the EWSP to be borne by Employer and
  • increase the quantum of family related leave by one (1) day

Process

The parties agree to create a technical committee and a steering committee, with a long-term focus and commitment from senior leadership of the parties.

The steering committee and technical committee will be established within 60 days of signing. The committees will be comprised of an equal number of Employer representatives and Union representatives. The steering committee is responsible for determining the composition of the technical committee.

All time spent by employees in support of the Technical Committee shall be deemed to be leave with pay for union activities. The Employer will grant leave with pay for employees engaged in these activities, including preparation and travel time.

The technical committee will develop all agreements and documents needed to support the implementation of an EWSP during the next round of collective bargaining. This work shall be completed within one year of signing. The technical committee shall provide interim recommendations for review by the steering committee on the following matters through a series of regular meetings:

  • consequential changes to existing leave provisions within the collective agreements, and the Long Term Disability Plan (LTD)
  • definitions
  • eligibility conditions for a new EWSP
  • assessment and adjudication processes
  • internal case management and return to work services
  • workplace accommodations
  • creation of a Centre for Workplace Well-Being
  • governance of the EWSP, including dispute resolution mechanisms
  • coverage of operational stress injuries and other injuries sustained by employees deployed in military operations
  • harassment
  • domestic violence and
  • other measures that would support an integrated approach to the management of health for federal public service employees

The technical committee shall review practices from other Canadian jurisdictions and Employers that might be instructive for the public service, recognizing that not all workplaces are the same. Federal public service health and safety committees will be consulted as required by the steering committee, as well as leading Canadian experts in the health and disability management field.

The steering committee is to approve a work plan for the technical committee and timelines for interim reports within 4 months of signing. The technical committee work plan may be amended from time to time by mutual consent of the steering committee members.

Dates may be extended by mutual agreement of the steering committee members. The technical committee terms of reference may be amended from time to time by mutual consent of the steering committee members.

The parties agree if an agreement is not reached within 18 months from the establishment of the Technical Committee, or at any time before that time, to jointly appoint a mediator within 30 days.

Integration into collective agreements

  1. Once the parties reach agreement on tentative EWSP language and program design, that agreement will be provided to individual PIPSC bargaining tables for ratification and inclusion in their collective agreements
  2. The agreement reached on the EWSP shall not be altered by any bargaining tables
  3. Future amendments to the EWSP shall require the agreement of the Institute and the Employer. Future amendments shall be negotiated between the parties at a central table made up of an Institute bargaining team and an Employer bargaining team

Annex

The parties agree that the following subject areas shall be discussed by the Technical Committee, including but not limited to:

  1. income support during appeal process
  2. updates and changes to the Long Term Disability Plan
  3. medical appointments
  4. treatment plans
  5. enhanced treatment coverage
  6. negative sick leave banks
  7. utility for sick leave banks
  8. disability management office
  9. transitional provisions such as employees on sick leave at date of transition
  10. additional sick leave days for health care professionals
  11. allotment of sick leave days (earned vs annual advance)
  12. services provided by the Centre for Workplace Well-Being
  13. privacy considerations
  14. definition of chronic and episodic illnesses
  15. shift workers

** Appendix G - Memorandum of Agreement on Scientific Integrity

Memorandum of Agreement between the Canadian Food Inspection Agency and the Professional Institute of the Public Service of Canada with respect to Scientific Integrity

The purpose of this MOA is to establish a framework for the joint development of a Scientific Integrity policy and guidelines between PIPSC and the CFIA

The parties to this Agreement recognize that scientific integrity constitutes an integral part of the Agency's and employee's work. Ensuring and enhancing scientific integrity is vital to the decision making process in the public administration and is the responsibility of all employees. It enables decision makers to draw upon high quality, wide-ranging and robust scientific and social scientific evidence for informed decision making. Scientific integrity involves the application of concepts of transparency, openness, high quality work, avoidance of conflict of interest and ensuring high standards of impartiality and research ethics. In this context, the parties recognize the need to promote a culture of scientific integrity within government science and research.

The Government of Canada firmly believes that government science should be publicly available and is an important part of an evidence-based decision-making process.

The Directive on the Management of Communications stipulates that spokespersons and subject matter experts may speak publicly about their own area of expertise and research, while respecting the Values and Ethics Code for the Public Sector. Along with other Deputy Heads, the CFIA's President has been asked to provide their ongoing attention to the implementation of the policy requirements within the CFIA that allow government scientists to speak publicly about their work. As part of the implementation, the President of CFIA should communicate directly with the employees of the Agency to ensure they are aware of the communications policy and how it applies to them.

The parties recognize the importance of balancing the requirements of scientific integrity and those of the Values and Ethics Code for the Public Sector as adopted April 2, 2012.

The principles and guidelines of scientific integrity include the release of scientific information and data to the public in a timely manner and in keeping with the Government of Canada's Directive on Open Government; the attribution and acknowledgement of the contributions of Government of Canada science/scientists; where appropriate, acknowledgement in official publications or communications where a significant (meaningful) contribution to programs, policy or regulations has been made, including the names and roles of those who made significant contributions to the research.

Further, principles and guidelines on scientific integrity ensure that science is of high quality, free from political, commercial, and client interference; and ensure the education of employees of the Agency on the role of science in evidence-based decision making. The Government of Canada recognizes the importance of professional development, and the employee's role in the development of government policy or advice.

Implementation and Governance:

The CFIA shall be required to develop its own Scientific Integrity Policy and Procedures in consultation with PIPSC Representatives. Such policies shall address the principles/guidelines outlined above, including the right to speak publicly as identified in the Collective Agreement. This shall be completed within eighteen (18) months of the signing of this MOA. The parties note that departments in the core public administration, in consultation with PIPSC, will endeavour to create a common policy that can be used as a model by the CFIA when developing their own Scientific Integrity Policy.

The CFIA shall report annually at the National Union-Management Consultation Committee (NUMCC) on the progress toward implementing this MOA and a CFIA policy. In addition, the Secretary of the Treasury Board, the Chief Science Advisor, once appointed and the President of PIPSC, will meet annually to take stock of progress and decide on course correction.

The Parties agree that the deadlines in this MOU can only be extended by mutual agreement in writing.

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