Collective Agreement between the Canadian Food Inspection Agency and the Professional Institute of the Public Service of Canada regarding the Veterinary Medicine (VM) Group Bargaining Unit
**Appendix A - Annual Rates of Pay
**VM - Veterinary Medicine
|Effective Date||Level 1||Level 2||Level 3||Level 4||Level 5||Level 6|
|$- October 1st, 2013||69011||71697||74399||77374||80349||83324|
|A- October 1st, 2014||69874||72593||75329||78341||81353||84366|
|B- October 1st, 2015||70747||73500||76271||79320||82370||85421|
|X- October 1st, 2016||71454||74235||77034||80113||83194||86275|
|C- October 1st, 2016||72347||75163||77997||81114||84234||87353|
|D- October 1st, 2017||73251||76103||78972||82128||85287||88445|
|Y- September 1st, 2018||76181||79147||82131||85413||88698||91983|
|Effective Date||Level 1||Level 2||Level 3||Level 4||Level 5||Level 6|
|$- October 1st, 2013||80407||83438||86468||89927||93384||96845|
|A- October 1st, 2014||81412||84481||87549||91051||94551||98056|
|B- October 1st, 2015||82430||85537||88643||92189||95733||99282|
|X- October 1st, 2016||83254||86392||89529||93111||96690||100275|
|C- October 1st, 2016||84295||87472||90648||94275||97899||101528|
|D- October 1st, 2017||85349||88565||91781||95453||99123||102797|
|Y- September 1st, 2018||88763||92108||95452||99271||103088||106909|
|Effective Date||Level 1||Level 2||Level 3||Level 4||Level 5||Level 6|
|$- October 1st, 2013||88659||92041||95418||99237||103051||106865|
|A- October 1st, 2014||89767||93192||96611||100477||104339||108201|
|B- October 1st, 2015||90889||94357||97819||101733||105643||109554|
|X- October 1st, 2016||91798||95301||98797||102750||106699||110650|
|C- October 1st, 2016||92945||96492||100032||104034||108033||112033|
|D- October 1st, 2017||94107||97698||101282||105334||109383||113433|
|Effective Date||Level 1||Level 2||Level 3||Level 4||Level 5||Level 6|
|$- October 1st, 2013||98960||102010||104683||108867||113054||117246|
|A- October 1st, 2014||100197||103285||105992||110228||114467||118712|
|B- October 1st, 2015||101449||104576||107317||111606||115898||120196|
|X- October 1st, 2016||102463||105622||108390||112722||117057||121398|
|C- October 1st, 2016||103744||106942||109745||114131||118520||122915|
|D- October 1st, 2017||105041||108279||111117||115558||120002||124451|
|Effective Date||Level 1||Level 2||Level 3||Level 4||Level 5||Level 6|
|$- October 1st, 2013||108093||111122||114150||118718||123285||127854|
|A- October 1st, 2014||109444||112511||115577||120202||124826||129452|
|B- October 1st, 2015||110812||113917||117022||121705||126386||131070|
|X- October 1st, 2016||111920||115056||118192||122922||127650||132381|
|C- October 1st, 2016||113319||116494||119669||124459||129246||134036|
|D- October 1st, 2017||114735||117950||121165||126015||130862||135711|
Veterinary Medicine Group
**(1) An employee shall, on the relevant effective dates of adjustments to rates of pay, be paid in the "A", "B", "C" or "D" scale of rates at the rate immediately below the employee's former rate.
**(2) Effective October 1, 2016, in the "X" scale, prior to moving to the "C" scale, an employee shall move to the rate immediately below their former rate.
**(3) Effective September 1, 2018 in the "Y" scale, 4% increase at all increments for VM-01 and VM-02 with subsequent elimination of the Meat Hygiene Allowance.
*Pay Increments for Full-Time and Part-Time Employees
*(4) 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.
*(5) The pay increment date for an employee, appointed after the date of signing of this Agreement, to a position in the bargaining unit upon promotion, demotion or from outside the Public Service shall be the anniversary date of such appointment.
*(6) The anniversary date for an employee who was appointed to a position in the bargaining unit prior to such date of signing remains unchanged.
*(7) An employee appointed to a term position shall receive an increment after having reached twelve (12) months of cumulative service. For the purposes of defining when a determinate employee will be entitled to go to the next salary increment, "cumulative" means all service, whether continuous or discontinuous, within the Canadian Food Inspection Agency at the same occupational group and level.
|OCT. 1, 2014||OCT. 1, 2015||OCT. 1, 2016||OCT. 1, 2017||SEPT. 1, 2018|
**Appendix B - Employment Transition Appendix
Canadian Food Inspection Agency
Veterinary Medicine (VM) Group
This Appendix applies to all indeterminate employees within the VM 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.
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.
This Appendix is effective on the date of signing.
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.
Accelerated lay-off (mise en disponibilité) - 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 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 $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 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 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 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 Complaint 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 a priority for an appointment accorded to surplus employees to permit them to be appointed to other positions in the Agency. An appointment of an employee with this priority is excluded from the Agency Staffing Complaint Policy.
Surplus status (statut d'employé excédentaire) - An indeterminate employee is in surplus status from the date he 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 of three 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-month surplus priority period in which to secure a reasonable job offer (Priorité d'employé excédentaire d'une durée de douze mois pour trouver une offre d'emploi raisonnable) - is one of three options provided to an opting employee for whom the President cannot guarantee a reasonable job offer.
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.
Roles and Responsibilities
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.
- **The Agency shall establish joint Union/Management employment transition committees, where appropriate, to advise and consult on employment transition situations within the Agency, and
- **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:
- is being provided a guarantee of a reasonable job offer from the President and that the employee will be in surplus status from that date on;
- 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 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 120th day, the employee will be deemed to have selected Option (a); that is, the Twelve-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:
- there are no available priority persons, who are qualified and interested in the position being filled;
- 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 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 month following the refusal, but not before six 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:
- the employment transition situation and its effect on that individual;
- the employment transition Appendix;
- 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.);
- preparation of a curriculum vitae or resume;
- the employee's rights and obligations;
- the employee's current situation (e.g. pay, benefits such as severance pay and superannuation, classification, language rights, years of service);
- **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);
- the meaning of a guarantee of reasonable job offer, a Twelve-month surplus priority period in which to secure a reasonable job offer, a Transition Support Measure, and Education Allowance;
- repeat counselling as long as the individual is entitled to a staffing priority and has not been appointed;
- **the Human Resource Centres and their services (including a recommendation that the employee register with the nearest office as soon as possible);
- preparation for interviews with prospective Employers;
- advising the employee that refusal of a reasonable job offer will jeopardize both chances for retraining and overall employment continuity;
- **the options for employees not in receipt of a guarantee of a reasonable job offer, the 120 day consideration period that includes access to the alternation process;
- **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,
- **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.
- 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.
- 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 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.
1.2.1 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:
- 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;
- seeking information regarding their entitlements and obligations;
- providing accurate and current information to the Agency, in a timely fashion, to assist in appointment activities (including curriculum vitae or resumes);
- ensuring that they can be easily contacted by the Agency;
- ensuring they attend appointments related to referrals;
- 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:
- considering the Options outlined of Part VI of this Appendix;
- communicating their choice of Options, in writing, to their manager no later than 120 days after being declared opting;
- **submitting the alternation request to management before the close of the 120 day period, if arranging an alternation with an unaffected employee.
2.1 In any employment transition situation which is likely to involve ten 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 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.
Relocation of a work unit
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 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.
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:
- existing vacancies,
- 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 years of retraining.
4.2 Surplus employees
4.2.1 A surplus employee is eligible for retraining providing:
- 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;
- 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:
- retraining is needed to facilitate the appointment of the individual to a specific vacant position;
- the individual meets the minimum requirements for appointment to the group concerned;
- there are no other available persons with a priority who qualify for the position;
- 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.
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.
Options for employees
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 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 of the three Options of section 6.4 of this Appendix within the 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 120-day window as specified in paragraph 6.1.2, the employee will be deemed to have selected Option (a), the Twelve-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 120-day opting period and prior to the written acceptance of either the Twelve-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 Employer 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).
*6.3.1 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 6.4.1 (b) or (c) in Part VI of the Appendix.
- **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.
- **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 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.
**6.4.1 Only opting employees will have access to the choice of Options below:
- Twelve-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 months, the employee will be laid off. Employees who choose or are deemed to have chosen this Option are surplus employees.
- At the request of the employee, this twelve (12) month surplus priority period shall be extended by the unused portion of the 120-day opting period referred to in 6.1.2 which remains once the employee has selected in writing option (a).
- 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 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.
- 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.
- **Transition Support Measure (TSM) is a cash 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.
- **Education Allowance is a Transitional Support Measure (see Option (b) above) plus an amount of not more than $15,000.00 for reimbursement of receipted expenses of an opting employee for tuition from a recognized learning institution and costs of books and relevant equipment. Employees choosing Option (c) could either:
- **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;
- 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 or two lump-sum amounts over a maximum two-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 year leave without pay period, unless the employee has found alternate employment in the Agency, the employee will be laid-off.
- **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;
*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 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 $1,000.00 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-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 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 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:
- such jobs are in remote areas of the country,
- retraining and relocation costs are prohibitive,
- 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 month's 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:
- are being relocated,
- 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,
- 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 months' pay payable upon the day on which the Agency operation relocates, provided the employee has not separated prematurely.
|**Years of Service in Public Service||Transition Support Measure (TSM)|
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
|Annual Days||Annual Hours||Days per Month||Monthly Hours|
Appendix D - Memorandum of Understanding On Red-Circling
- 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.
- This Memorandum of Understanding shall remain in effect until amended or cancelled by mutual consent of the parties.
- This Memorandum of Understanding supersedes the Regulations respecting Pay on Reclassification or Conversion where the Regulations are inconsistent with the Memorandum of Understanding.
- 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.
- 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 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.
- 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.
- 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.
- 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.
- 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.
- 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 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.
- 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.
- 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 - Archived Provisions for the Elimination of Severance Pay for Voluntary Separations (Severance Termination)
This Appendix is to reflect the language agreed to by the Employer and the Professional Institute of the Public Service of Canada for the elimination of severance pay for voluntary separations (resignation and retirement) on September 20, 2014. These historical provisions are being reproduced to reflect agreed language in case of deferred payment.
Part F – Severance Pay
Article F1 Severance Pay
F1.01 Under the following circumstances and subject to clause F1.05, an employee shall receive severance benefits calculated on the basis of their weekly rate of pay:
- On the first lay-off, for the first complete year of continuous employment, two (2) weeks' pay, or three (3) weeks' pay for employees with ten (10) or more but less than twenty (20) years of continuous employment, or four (4) weeks' pay for employees with twenty or more years of continuous employment, plus one (1) week's pay for each additional complete year of continuous employment.
- On the second or subsequent lay-off, one (1) week's pay for each complete year of continuous employment, less any period in respect of which he was granted Severance Pay under Article F1.01(a).
If an employee dies, there shall be paid to the employee's estate a severance payment in respect of the employee's complete period of continuous employment, comprised of one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by 365, to a maximum of thirty (30) weeks' pay, regardless of any other benefit payable.
F1.03 Rejection on Probation
On rejection on probation, when an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of rejection during a probationary period, such employee shall be paid severance pay equal to one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-seven (27) weeks.
F1.04 Release for Incapacity or Incompetence
- When an employee has completed more than one (1) year of continuous employment and ceases to be employed by reason of termination for cause for reasons of incapacity pursuant to the provisions of section 12.(2)(d) of the Financial Administration Act, one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.
- When an employee has completed more than ten (10) years of continuous employment and ceases to be employed by reason of termination for cause for reasons of incompetence pursuant to section 12.(2)(d) of the Financial Administration Act, one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks.
F1.05 The period of continuous employment used in the calculation of severance benefits payable to an employee under this Article shall be reduced by any period of continuous employment in respect of which the employee was already granted any type of termination benefit by the Public Service, a Federal Crown Corporation, the Canadian Forces or the Royal Canadian Mounted Police. Under no circumstances shall the maximum severance pay provided under clauses F1.01 to F1.04 be pyramided.
For greater certainty, payments made pursuant to F1.08 to F1.11 or similar provisions in other collective agreements shall be considered as a termination benefit for the administration of this clause.
F1.06 The weekly rate of pay referred to in the above clauses shall be the weekly rate of pay to which the employee is entitled for the classification prescribed in his certificate of appointment, immediately prior to the termination of his employment.
F1.07 Appointment to another Employer Organization
An employee who resigns to accept an appointment with an organization listed in Schedule I, IV or V of the Financial Administration Act shall be paid all severance payments resulting from the application of F1.08 to F1.11.
F1.08 Severance Termination
- Subject to F1.05 above, indeterminate employees on (one month from the date of signing of the agreement) shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks.
- Subject to F1.05 above, term employees on (one month from the date of signing of the agreement) shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks.
Terms of Payment
The amount to which an employee is entitled shall be paid, at the employee's discretion, either:
- as a single payment at the rate of pay of the employee's substantive position as of (one month from date of signing of the agreement), or
- as a single payment at the time of the employee's termination of employment from the Canadian Food Inspection Agency, based on the rate of pay of the employee's substantive position at the date of termination of employment from the Canadian Food Inspection Agency, or
- as a combination of (a) and (b), pursuant to F1.10 (c).
F1.10 Selection of Option
- The Employer will advise the employee of his years of continuous employment no later than three (3) months following the date of signing of the collective agreement.
- The employee shall advise the Employer of the term of payment option selected within six (6) months from the date of signing of the collective agreement.
- The employee who opts for the option described in F1.09 (c) must specify the number of complete weeks to be paid out pursuant to F1.09 (a) and the remainder to be paid out pursuant to F1.09 (b).
- An employee who does not make a selection under F1.10 (b) will be deemed to have chosen option F1.09 (b).
F1.11 Appointment from a Different Bargaining Unit
This clause applies in a situation where an employee is appointed into a position in the VM bargaining unit from a position outside the VM bargaining unit where, at the date of appointment, provisions for severance pay entitlement for reasons of resignation or retirement are still in force, unless the appointment is only on an acting basis.
- Subject to F1.05 above, on the date an indeterminate employee becomes subject to this Agreement after (one month from date of signing of agreement), he shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty-five (365), to a maximum of thirty (30) weeks, based on the employee's rate of pay of his substantive position on the day preceding the appointment.
- Subject to F1.05 above, on the date a term employee becomes subject to this Agreement after (one month from the date of signing of agreement), he shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment to a maximum of thirty (30) weeks, based on the employee's rate of pay of his substantive position on the day preceding the appointment.
- An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in F1.09, however the selection of which option must be made within three (3) months of being appointed to the bargaining unit.
- An employee under this Article who does not make a selection of options under F1.09 will be deemed to have chosen option F1.09 (b).
**Appendix F - Memorandum of Understanding on Scientific Integrity
Memorandum of Agreement (MOA) between the Canadian Food Inspection Agency (CFIA) and the Professional Institute of the Public Service of Canada (PIPSC) 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 policy 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.
**Appendix G - Employee Wellness Support Program (EWSP)
A Memorandum of Agreement (MOA) on Supporting Employee Wellness (see below) was signed by the Professional Institute of the Public Service of Canada (PIPSC) and the Treasury Board of Canada Secretariat (TBS) on December 7, 2016.
Once the TBS and PIPSC reach agreement on tentative EWSP language and program design, that agreement will be provided to the Canadian Food Inspection Agency (CFIA) and PIPSC-VM bargaining table for ratification and inclusion in their collective agreement.
Memorandum of Agreement on Supporting Employee Wellness
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.
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
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. Leave with pay will be granted 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)
- 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
- 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
- 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
- The agreement reached on the EWSP shall not be altered by any bargaining tables
- 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
The parties agree that the following subject areas shall be discussed by the Technical Committee, including but not limited to:
- income support during appeal process
- updates and changes to the Long Term Disability Plan
- medical appointments
- treatment plans
- enhanced treatment coverage
- negative sick leave banks
- utility for sick leave banks
- disability management office
- transitional provisions such as employees on sick leave at date of transition
- additional sick leave days for health care professionals
- allotment of sick leave days (earned vs annual advance)
- services provided by the Centre for Workplace Well-Being
- privacy considerations
- definition of chronic and episodic illnesses
- shift workers
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