- A.I.1 Salary entitlements
- A.I.2 Revisions
- A.I.3 Payment of retroactive revisions
- A.I.4 Salary on appointment
- A.I.5 Salary protection
- A.I.6 Salary maintenance
- A.I.7 Executives acting in higher‑level executive positions
- A.I.8 Executives acting in non‑executive positions
- A.I.9 Non‑executives acting in executive positions
- A.I.10 Performance pay and in‑range salary movement
- A.II.1 Hours of work
- A.II.2 Statutory holidays
- A.II.3 Personal leave
- A.II.4 Vacation leave
- A.II.5 Sick leave with pay
- A.II.6 Family‑related responsibilities
- A.II.7 Care of family leave (mandatory)
- A.II.8 Caregiving leave without pay
- A.II.9 Domestic violence leave
- A.II.10 Court leave (mandatory)
- A.II.11 Exceptional leave with pay (discretionary)
- A.II.12 Bereavement leave (mandatory)
- A.II.13 Special leave without pay (discretionary)
- A.II.14 Professional development leave without pay (discretionary)
- A.II.15 Relocation of spouse or common‑law partner leave (mandatory)
- A.II.16 Leave for Traditional Indigenous Practices
- A.II.17 Agreement to being deployed
- A.II.18 Severance benefits
- A.II.19 Additional benefits
- A.III.1 Notes
- A.III.2 Statutory holidays
- A.III.3 Vacation leave
- A.III.4 Sick leave
- A.III.5 Court leave
- A.III.6 Bereavement leave
- A.III.7 Non‑applicable elements
Part I: Salary Elements
Contents
- A.I.1 Salary entitlements
- A.I.2 Revisions
- A.I.3 Payment of retroactive revisions
- A.I.4 Salary on appointment
- A.I.5 Salary protection
- A.I.6 Salary maintenance
- A.I.7 Executives acting in higher‑level executive positions
- A.I.8 Executives acting in non‑executive positions
- A.I.9 Non‑executives acting in executive positions
- A.I.10 Performance pay and in‑range salary movement
A.I.1 Salary entitlements
- A.I.1.1 Indeterminate executives and executives appointed for a specified period, as well as executives employed as casual workers, are paid in accordance with this appendix and related Treasury Board decisions that affect executive salaries.
- A.I.1.2 A part‑time executive receives salary pro‑rated to the number of hours of work per week indicated in their letter of appointment.
- A.I.1.3 Effective April 1, 2018, all salary calculations pursuant to sections of this appendix are rounded to the nearest dollar ($1).
- A.I.1.4 An executive is not entitled to payment for overtime.
- A.I.1.5 An executive cannot receive payment from the Consolidated Revenue Fund for a second public service position, unless authorized by or under an act of Parliament, or when the deputy head of the organization where the executive’s original position resides certifies in writing that the performance of the duties of the second position does not impair the executive’s effectiveness in their original position.
- A.I.1.6 When an executive with one (1) or more years of service dies while on strength, their beneficiary or estate will receive their salary for the full month in which the executive dies, minus any salary payments already made in the month of death.
A.I.2 Revisions
- A.I.2.1 Executive salary ranges are revised periodically as authorized by the Treasury Board.
- A.I.2.2 An executive whose performance on commitments was assessed at Level 1 (“did not meet”) is not eligible for revisions in the performance review period immediately following the review period in which the rating was obtained. The above notwithstanding, an executive’s salary must not fall below the minimum of the salary range of the executive position.
- A.I.2.3 Subject to subsection A.I.2.2, an executive absent on leave with or without pay is eligible for the full percentage increase of the revision.
- A.I.2.4 The salary of an executive on leave without pay is recalculated for record purposes only to maintain the same position relative to the new salary maximum that existed within the old salary range.
- A.I.2.5 The salary‑based allowance of an executive on leave without pay is adjusted to reflect the revision.
A.I.3 Payment of retroactive revisions
- A.I.3.1 Retroactive remuneration is paid in an amount equal to what would have been paid to the executive had the revision been approved on the effective date.
- A.I.3.2 A retroactive revision in salary ranges applies to executives, eligible actors and former executives or, in the case of death, the beneficiary or estate of former executives employed during the retroactive period.
- A.I.3.3 In order for former executives or, in the case of death, for the former executive’s beneficiary or estate to receive payment in accordance with subsection A.I.3.2, the employer notifies by registered mail such individuals at their last known address that they have thirty (30) days from the date of receipt of the registered letter to request in writing such payment, after which time any obligation upon the employer to provide payment ceases.
- A.I.3.4 No payment or notification is made for one dollar ($1) or less.
- A.I.3.5 Unless otherwise specified, the non‑salary elements in Appendix A, Part II, are recalculated as though the revision had been approved on the effective date.
- A.I.3.6 When there is a retroactive revision, the revised salary of an executive in one of the situations listed below is calculated according to either subsection A.I.3.6.1 or subsection A.I.3.6.2 (the calculation that provides the higher revised salary is applied):
- Promoted, demoted, or reclassified during the retroactive period,
- Commenced an acting appointment during the retroactive period, or
- Commenced an acting appointment prior to the start of the retroactive period but continued the acting appointment during the retroactive period.
- A.I.3.6.1 Compare the higher of the revised salary under either a) or b) below to the salary calculated in subsection A.I.3.6.2:
- Recalculate the executive’s substantive salary (and in acting situations, also recalculate the executive’s acting salary), based on the revised executive salary maximum applicable to the position, or
- Maintain the executive’s substantive salary (or acting salary) earned prior to the revision.
- A.I.3.6.2 Apply the percentage increase to the executive’s substantive salary (and when applicable, to the acting salary).
A.I.4 Salary on appointment
- A.I.4.1 Appointment to an executive position from outside the public service
- A.I.4.1.1 Persons recruited to executive positions from outside the public service may be appointed at any rate of pay within the applicable salary range of the executive position as determined by the delegated manager.
- A.I.4.1.2 In exceptional circumstances, to facilitate recruitment and retention of executives from outside the public service, where a person’s previous salary exceeds the salary maximum of the executive position, the deputy head may authorize a one‑time lump sum payment. This lump sum is payable at the beginning of the executive’s second performance review period in the core public administration, and is based on an assessment of results achieved against established commitments and demonstration of the key leadership competencies, as prescribed in the Directive on Performance and Talent Management for Executives. The lump sum is established within the following limits:
- A.I.4.1.2.1 ten per cent (10%) of the salary maximum of the position for EX‑01, EX‑02, EX‑03, DS‑7A, DS‑7B, LC‑01, LC‑02, LC‑03;
- A.I.4.1.2.2 fifteen per cent (15%) of the salary maximum of the position for EX‑04, EX‑05, DS‑8, LC‑04; and
- A.I.4.1.2.3 The amount of the lump sum is to be pro‑rated against the number of hours worked for executives hired on a part‑time basis.
- A.I.4.1.3.1 Internal salary relativities;
- A.I.4.1.3.2 Requirement to relocate within Canada only;
- A.I.4.1.3.3 Any automatic revisions that would have been granted to the executive in the former position during the balance of the calendar year in which the appointment occurs;
- A.I.4.1.3.4 The position of the salary in the new range so as to leave room for future in‑range salary movement;
- A.I.4.1.3.5 Cash compensation (salary, performance pay, in‑range salary movement) received prior to joining the core public administration; and
- A.I.4.1.3.6 Shortage of skills.
- A.I.4.2.1 An increase in salary of five per cent (5%) of the salary maximum of the executive position is the norm. The salary on appointment is at least the salary minimum of the executive position.
- A.I.4.2.2 In exceptional circumstances, the deputy head may authorize an increase in salary of up to ten per cent (10%) of the salary maximum of the executive position. If the increase causes the new salary to exceed the salary maximum, the amount above the salary maximum is paid as a one-time lump sum on appointment. The amount of the increase is determined by considering such factors as:
- A.I.4.2.2.1 Internal salary relativities;
- A.I.4.2.2.2 Requirement to relocate in cases of employer‑initiated relocation within Canada only;
- A.I.4.2.2.3 Any automatic salary revisions that would have been granted to the executive in the former position during the balance of the calendar year in which the appointment occurs;
- A.I.4.2.2.4 The position of the salary in the new range so as to leave room for future in‑range salary movement; and
- A.I.4.2.2.5 Shortage of skills.
- A.I.4.3.1 An increase in salary of five per cent (5%) of the salary maximum of the higher executive position is the norm. The salary on appointment is at least the salary minimum of the higher executive position.
- A.I.4.3.2 In exceptional circumstances, the deputy head may authorize an increase in salary of up to ten per cent (10%) of the salary maximum of the higher executive position. The amount of the increase is determined by considering such factors as:
- A.I.4.3.2.1 Internal salary relativities;
- A.I.4.3.2.2 Requirement to relocate in cases of employer‑initiated relocation within Canada only;
- A.I.4.3.2.3 Any salary revisions that would have been granted to the executive in the former position during the balance of the calendar year in which the appointment occurs;
- A.I.4.3.2.4 The position of the salary in the new range so as to leave room for future in‑range salary movement; and
- A.I.4.3.2.5 Shortage of skills.
- A.I.4.4.1 There is no salary increase on appointment or deployment to a position at the same level, except in cases of employer‑requested appointments or deployments involving relocation within Canada, where the deputy head may grant an increase in salary of up to five per cent (5%) of the salary maximum of the executive position. Geographic factors such as high cost of living or remoteness may be taken into account in determining whether to invoke this exceptional provision. Any such increase is paid as salary up to the salary maximum and the balance, if any, is paid as a one‑time lump sum payment on appointment or deployment.
- A.I.4.5.1 When appointing an EX‑04 or EX‑05 to an EX Group position at a different level, the deputy head may continue to pay the executive at their personal classification level.
- A.I.4.5.2 Every reasonable effort is to be made to ensure coincidence, where possible, between the classification level of the executive at the EX‑04 or EX‑05 level and that of the position to which the executive is appointed.
- A.I.4.5.3 Appointment to a position classified at a different level should be an exception, not the norm. These appointments should address contingencies such as special projects, furthering the development of the executive, or broadening exposure in a different functional area or a different geographical setting.
- A.I.4.6.1 When the demotion or deployment is to a lower‑level executive position, the executive’s salary is the lesser of:
- A.I.4.6.1.1 The salary maximum of the new position, or
- A.I.4.6.1.2 The executive’s current salary.
- A.I.4.6.2.1 The demotion or deployment rules under the Directive on Terms and Conditions of Employment apply to the executive; and
- A.I.4.6.2.2 The Policy on the Management of Executives and its associated directives cease to apply from the effective date of the appointment or deployment to the non‑executive position.
A.I.5 Salary protection
- A.I.5.1 When an executive’s position is reclassified to a group and/or level with a lower salary maximum, the executive’s salary is protected in accordance with this section and the Directive on Terms and Conditions of Employment.
- A.I.5.2 The executive’s salary is protected:
- A.I.5.2.1 As long as the executive continues to occupy the lower‑level position, or
- A.I.5.2.2 Until the salary maximum for the lower‑level position matches or exceeds the salary maximum for the higher‑level position.
A.I.6 Salary maintenance
- A.I.6.1 Salary maintenance is provided when:
- A.I.6.1.1 An executive who is declared surplus for reasons listed under Appendix E is subsequently appointed to a lower‑level position while their salary is above the salary maximum of this lower‑level position; or
- A.I.6.1.2 The salary of a non‑executive appointed to an executive position is greater than the salary maximum of the executive position that the non‑executive is appointed to.
- A.I.6.2.1 The executive’s salary is maintained at the rate in effect on the date of the appointment to the lower‑level executive position until such time as it falls within the salary range of this position.
- A.I.6.2.2 If the executive later moves to a different position with a lower salary maximum, the maintained salary continues to apply until such time as the executive’s salary falls within the salary range of the lower‑level position.
- A.I.6.2.3 The salary elements, performance pay, in‑range salary movement and non‑salary elements applicable to the lower‑level executive position apply.
- A.I.6.2.4 If the executive salary range is revised, and the executive’s maintained salary is still above the salary maximum of the lower‑level position, the dollar amount of the executive range revision to the salary maximum of the new position is paid to the executive as a biweekly lump sum throughout the duration of the period that the range increase is in effect. If there is a subsequent revision, the executive will receive the dollar difference between the most recent salary maximum and the newly revised salary maximum in the form of biweekly lump sum payments. The two (2) revisions are not compounded.
- A.I.6.2.5 If the executive salary range is revised and the executive’s maintained salary is within the revised salary range, salary maintenance ceases; however, the revision is not applied to the executive’s salary. The executive receives this last revision in the form of biweekly lump sum payments throughout the duration of the period that this revision is in effect.
- A.I.6.3.1 The former executive’s salary is maintained at the rate in effect on the date of the appointment to the lower‑level position until such time as it falls within the salary range of this position;
- A.I.6.3.2 If the former executive later moves to a different position with a lower salary maximum, the maintained salary continues to apply until such time as the executive’s salary falls within the salary range of this lower‑level position;
- A.I.6.3.3 The salary elements, performance pay, in‑range salary movement and non‑salary elements applicable to the executive position cease to apply;
- A.I.6.3.4 If the salary of the non‑executive position is revised and the former executive’s maintained salary is still above the maximum of the non-executive position, the dollar amount of the revision to the salary maximum of the non‑executive position is paid to the former executive as a biweekly lump sum throughout the duration of the period that the revision is in effect. If there is a subsequent revision, and the former executive’s maintained salary is still above the revised maximum of the non‑executive position, the former executive will receive the dollar difference between the most recent salary maximum and the newly revised salary maximum in the form of biweekly lump sum payments. The two (2) revisions are not compounded; and
- A.I.6.3.5 If the non‑executive position salary range is revised and the former executive’s maintained salary is within the revised salary range, salary maintenance ceases; however, the revision is not applied to the former executive’s salary. The former executive receives this revision in the form of biweekly lump sum payments throughout the duration of the period that this revision is in effect.
- A.I.6.4.1 The new executive is subject to subsection A.I.4.2;
- A.I.6.4.2 The new executive’s salary is maintained at the rate this person was receiving immediately prior to being appointed to the executive position until such time as it falls within the salary range of this executive position.
- A.I.6.4.3 The salary elements, performance pay, in‑range salary movement and non‑salary elements of the executive position apply;
- A.I.6.4.4 If the salary of the executive position is revised, and the new executive’s maintained salary is still above the revised maximum of the executive position, the dollar amount of the revision to the salary maximum of the executive position is paid to the new executive as a biweekly lump sum throughout the duration of the period that the revision is in effect. If there is a subsequent revision, and the executive’s maintained salary is still above the revised maximum of the executive position, the new executive will receive the dollar difference between the most recent salary maximum and the newly revised salary maximum of the executive position in the form of biweekly lump sum payments. The two (2) revisions are not compounded; and
- A.I.6.4.5 If the salary range of the executive position is revised and the new executive’s maintained salary is within the revised range, salary maintenance ceases; however, the new executive’s salary is not adjusted according to this last revision. The new executive receives this last revision in the form of biweekly lump sum payments throughout the duration of the period that this revision is in effect.
- A.I.6.4.6 If the salary of the new executive’s previous position is retroactively revised and that revision comes into effect before the date of appointment to the executive position, the maintained salary is recalculated using the revised salary of the non-executive position. The dollar amount of the revision to the salary of the non-executive position is paid to the new executive as a lump sum payment for the duration of the period that the revision is in effect in accordance with the provisions set out in the relevant collective agreement or terms and conditions of employment.
- A.I.6.4.7 If the salary of the new executive’s previous position is retroactively revised and applies on or after the date of appointment to the executive position, the maintained salary will not change. When the maximum of the salary range of this executive position surpasses the maintained salary, ss. A.I.6.4.2 must be applied.
A.I.7 Executives acting in higher‑level executive positions
- A.I.7.1 An executive at the EX‑04, EX‑05, DS‑08 or LC‑04 level is not eligible for acting pay.
- A.I.7.2 Acting pay is effective the date the executive begins the acting appointment. An executive is eligible to receive acting pay if:
- A.I.7.2.1 The executive’s substantive level is EX‑01, EX‑02, EX‑03, DS‑7A, DS‑7B, LC‑01, LC‑02 or LC‑03;
- A.I.7.2.2 The executive substantially performs the duties of a position with a higher maximum salary; and
- A.I.7.2.3 The executive has acted for at least three (3) consecutive months.
- A.I.7.8.1 A new three (3) month qualifying period does not have to be served to be eligible for acting pay in this subsequent acting appointment; and
- A.I.7.8.2 The executive will be paid at the same rate of pay that was paid for the previous appointment.
- A.I.7.9.1 A new three (3) month qualifying period does not have to be served to be eligible for acting pay in this subsequent acting appointment;
- A.I.7.9.2 To determine the acting pay, the executive’s substantive salary is increased by five per cent (5%) of the salary maximum of the second acting position. The acting salary is at least the salary minimum of the second acting position.
- A.I.7.9.2.1 The acting salary for a second lower acting appointment is determined according to subsection A.I.4.3.4. Furthermore, any in‑range movement received by the executive during the first acting appointment is taken into consideration when determining the second acting salary.
- A.I.7.9.2.2 The acting salary for a second, higher acting appointment is not to be less than the acting salary that the executive was receiving in the first acting appointment.
- A.I.7.10.1 A three (3) month qualifying period does not have to be served to be eligible for acting pay; and
- A.I.7.10.2 The executive is paid the rate of pay that would have been paid had the previous duties been continuously performed. This previous acting salary is adjusted according to revisions and any in‑range salary movement awarded in the second acting appointment.
A.I.8 Executives acting in non‑executive positions
- A.I.8.1 An executive is eligible to receive acting pay when temporarily appointed to and substantially performing the duties of a non‑executive position that has a higher salary maximum than the executive’s substantive executive salary. An executive who is temporarily performing the duties of a non‑executive position may be:
- A.I.8.1.1 Assigned these duties without receiving acting pay, in which case, the executive remains subject to the Policy on the Management of Executives and its associated directives; or
- A.I.8.1.2 Appointed with acting pay, in which case, the executive is subject to the applicable collective agreement or the terms and conditions of employment of the non‑executive position.
- A.I.8.2.1 The instructions for acting pay that appear in the Directive on Terms and Conditions of Employment apply;
- A.I.8.2.2 Where applicable, the executive will start paying the relevant union dues;
- A.I.8.2.3 The executive is eligible for the non‑executive position revisions to the acting salary;
- A.I.8.2.4 The executive is eligible for executive salary range revisions. Any revision to the executive’s substantive salary causes the acting salary to be recalculated;
- A.I.8.2.5 The executive is not subject to the Directive on Performance and Talent Management for Executives;
- A.I.8.2.6 The executive may be eligible for overtime; and
- A.I.8.2.7 Although Public Service Management Insurance Plan (PSMIP) coverage continues to apply, the employer ceases to pay the insurance coverage under this plan, and the executive will be responsible for paying the requisite insurance premiums.
A.I.9 Non‑executives acting in executive positions
- A.I.9.1 A non‑executive acting in an executive position remains subject to the collective agreement governing their substantive position.
- A.I.9.2 The instructions for acting pay that appear in the Directive on Terms and Conditions of Employment continue to apply to a non‑executive acting in an executive position. Notwithstanding these instructions, the following exceptions and clarifications apply:
- A.I.9.2.1 To determine the acting pay, the non‑executive’s substantive salary is increased by five per cent (5%) of the salary maximum of the executive position. The acting salary is at least the salary minimum of the executive position;
- A.I.9.2.2 In exceptional circumstances, the deputy head may authorize an increase of up to ten per cent (10%) of the salary maximum of the executive position. If the rate of increase causes the acting salary to exceed the salary maximum, the acting salary is limited to the salary maximum. No lump sum is paid for any amount that surpasses the salary maximum. The amount of the increase is determined by considering such factors as listed in subsection A.I.4.2.2;
- A.I.9.2.3 Acting pay ceases when the non‑executive’s substantive salary exceeds the maximum salary of the executive position in which the non‑executive is acting;
- A.I.9.2.4 A non‑executive acting in an executive position is not entitled to overtime pay;
- A.I.9.2.5 A non‑executive who receives acting pay and whose substantive salary is below the salary maximum of their substantive non‑executive position is eligible to receive increments (lockstep structures) or in‑range increases (performance pay ranges), as well as any salary range revisions for the substantive level, in accordance with the applicable collective agreement or the terms and conditions of employment;
- A.I.9.2.6 When an increment or in‑range salary increase to the non‑executive’s substantive salary occurs, the acting salary is recalculated and any resulting increase is paid to the non‑executive; and
- A.I.9.2.7 A non‑executive who is already receiving acting pay in an executive position and who is appointed to a higher acting executive position without first resuming the duties of the substantive position is eligible for acting pay at the higher acting level immediately.
- A.I.9.4.1 The non‑executive is responsible for paying the requisite employee share of the insurance premiums and the employer only pays the employer share; and
- A.I.9.4.2 Eligibility commences on the effective date of the acting appointment, or on the date on which the appointment is authorized, whichever is later.
A.I.10 Performance pay and in‑range salary movement
- A.I.10.1 Executives may be eligible for performance pay and in‑range salary movement pursuant to Appendix B.
Part II: Non‑Salary Elements
Contents
- A.II.1 Hours of work
- A.II.2 Statutory holidays
- A.II.3 Personal leave
- A.II.4 Vacation leave
- A.II.5 Sick leave with pay
- A.II.6 Family‑related responsibilities
- A.II.7 Care of family leave (mandatory)
- A.II.8 Caregiving leave without pay
- A.II.9 Domestic violence leave
- A.II.10 Court leave (mandatory)
- A.II.11 Exceptional leave with pay (discretionary)
- A.II.12 Bereavement leave (mandatory)
- A.II.13 Special leave without pay (discretionary)
- A.II.14 Professional development leave without pay (discretionary)
- A.II.15 Relocation of spouse or common‑law partner leave (mandatory)
- A.II.16 Agreement to being deployed
- A.II.17 Severance benefits
- A.II.18 Additional benefits
A.II.1 Hours of work
- A.II.1.1 The hours of work for full‑time executives are not less than an average of thirty-seven decimal five (37.5) hours per week and are established taking into account the need for work‑life balance.
- A.II.1.2 An executive is not entitled to payment for overtime.
- A.II.1.3 There is no provision for a compressed workweek for executives or for non‑executives acting in executive positions.
- A.II.1.4 Executives who work beyond their normal working hours and through a normal meal period may be reimbursed for meal expenses in accordance with the Travel Directive and Special Travel Authorities.
A.II.2 Statutory holidays
- A.II.2.1 The following days are paid holidays:
- New Year’s Day
- Good Friday
- Easter Monday
- Victoria Day
- Canada Day
- Labour Day
- National Day for Truth and Reconciliation
- Thanksgiving Day
- Remembrance Day
- Christmas Day
- Boxing Day
- One provincial or civic holiday
- A.II.2.2 When a statutory holiday coincides with a day of rest, the holiday is moved to the first scheduled working day following the day of rest.
- A.II.2.3 An executive is not paid for a statutory holiday when that executive is:
- A.II.2.3.1 On leave without pay on both the working day immediately preceding and the working day immediately following the designated holiday; or
- A.II.2.3.2 A part-time employee and the holiday falls on a scheduled day of work.
A.II.3 Personal leave
- A.II.3.1 Upon request, on approval of the delegated manager, and subject to operational requirements, executives are entitled to two (2) days of leave with pay for reasons of a personal nature in each fiscal year. This leave may be taken in periods of seven decimal five (7.5) hours or three decimal seven five (3.75) hours each and cannot be carried over to the next fiscal year.
A.II.4 Vacation leave
- A.II.4.1 Executives are encouraged to use their vacation leave credits during the fiscal year in which they are earned, subject to the delegated manager’s approval and operational requirements.
- A.II.4.2 Entitlement
- A.II.4.2.1 For each calendar month in which an executive has earned at least ten (10) days’ pay, the executive earns:
- A.II.4.2.1.1 One and two‑thirds (1 2/3) days per month (four (4) weeks per year) of vacation leave credits on appointment to an executive position;
- A.II.4.2.1.2 Two and one‑twelfth (2 1/12) days per month (five (5) weeks per year) of vacation leave credits beginning the month of the earliest attainment of:
- A.II.4.2.1.2.1 Ten (10) years of service in an executive position or an excluded LA position that converted to the LC Group on December 9, 2010; and
- A.II.4.2.1.2.2 Fifteen (15) years of service of which five (5) or more are in an executive position;
- A.II.4.2.1.3.1 One and five‑sixths (1 5/6) days per month (four decimal four (4.4) weeks per year) of vacation leave credits, commencing with the month in which the executive’s fifteenth (15th) anniversary of service occurs;
- A.II.4.2.1.3.2 One and eleven‑twelfths (1 11/12) days per month (four decimal six (4.6) weeks per year) of vacation leave credits, commencing with the month in which the executive’s seventeenth (17th) anniversary of service occurs; and
- A.II.4.2.1.3.3 Two and one‑twelfth (2 1/12) days per month (five (5) weeks per year) of vacation leave credits, commencing with the month in which the executive’s eighteenth (18th) anniversary of service occurs;
- A.II.4.2.2.1 Employees who were appointed to an executive position from another group in the core public administration on or after April 1, 2004, and who previously earned vacation leave credits greater than one and two‑thirds (1 2/3) days per month (four (4) weeks per year) continue to earn vacation leave credits at the rate of entitlement on the day prior to appointment, until they qualify to earn the next level of entitlement under the executive provisions.
- A.II.4.2.2.2 Employees appointed to an executive position from outside the core public administration, who are included in the definition of service and who were entitled to vacation leave credits greater than one and two‑thirds (1 2/3) days per month (four (4) weeks per year) while employed outside the core public administration, are entitled to keep earning their vacation leave credits at the same rate as prior to being appointed to an executive position, with deputy head authorization, provided that the vacation entitlement rate does not exceed two and one‑half (2 1/2) days per month (six (6) weeks per year).
- A.II.4.2.2.3 Employees appointed to an executive position from outside the core public administration to whom the definition of service does not apply, who were entitled to vacation leave credits greater than one and two‑thirds (1 2/3) days per month (four (4) weeks per year) while employed outside the core public administration, are eligible, at the discretion of the deputy head, to keep earning their vacation leave credits at the same rate as prior to being appointed to the executive position, provided that:
- A.II.4.2.2.3.1 The executive demonstrates that their vacation entitlement was greater than one and two‑thirds (1 2/3) days per month (four (4) weeks per year) while employed outside the core public administration; and
- A.II.4.2.2.3.2 The vacation entitlement rate does not exceed two and one‑half (2 1/2) days per month (six (6) weeks per year).
- A.II.4.3.1 The maximum carry‑over of vacation leave credits is seven (7) weeks (262.5 hours).
- A.II.4.3.2 In exceptional circumstances:
- A.II.4.3.2.1 If an executive is not able to take all of their vacation leave in the year it is earned, and
- A.II.4.3.2.2 If the executive has already accumulated the maximum vacation leave credits allowed,
- A.II.4.3.2.3 With the approval of the delegated manager, the executive may carry over up to an additional four (4) weeks unused vacation leave credits beyond the individual’s permitted maximum accumulation. Any vacation leave carried over under this exception must be used by March 31st of the following fiscal year or be subject to mandatory cash‑out at the end of the fiscal year.
- A.II.4.4.1 Vacation leave credits over the maximum accumulations are reduced by:
- A.II.4.4.1.1 Scheduling leave over a period of time not exceeding three (3) years, and using leave as scheduled;
- A.II.4.4.1.2 Mandatory cash‑out: On March 31 of each year, any earned but unused leave entitlement over the maximum accumulation will automatically be paid in cash, unless a request for carry‑over has been made and approved in accordance with subsection A.II.4.3.2;
- A.II.4.4.1.3 Voluntary cash‑out: Subject to the delegated manager’s approval, an executive may cash out a portion of or all accumulated vacation leave credits at any time;
- A.II.4.4.1.4 Both mandatory and voluntary cash‑out are based on current base salary (not including performance pay). For mandatory cash‑out, the executive’s current base salary is what the executive was earning on March 31 of the year in which the leave is being cashed out. For voluntary cash‑out, the current base salary is what the executive was earning on the date the request for voluntary cash‑out was made; and
- A.II.4.4.1.5 Termination of employment: Except as provided under the portability provisions in subsection A.II.4.5 below, earned but unused vacation leave credits are automatically paid in cash on termination of employment in the core public administration.
- A.II.4.5.1 Prior accumulated vacation leave credits from employment in organizations under the definition of service are accepted for use in the core public administration.
- A.II.4.6.1 When employment is terminated for any reason other than death or lay‑off, salary paid during any unearned vacation leave taken by the executive is subject to recovery.
- A.II.4.7.1 An executive recalled to duty from vacation leave, or whose vacation leave is cancelled without notice will be reimbursed reasonable expenses incurred by the recall or cancellation subject to the presentation of such documentation as the responsible manager may require.
A.II.5 Sick leave with pay
- A.II.5.1 Credits
- A.II.5.1.1 An executive earns sick leave credits at the rate of one and one‑quarter (1 1/4) days (nine decimal three seven five (9.375) hours) for each month the executive receives at least 10 days’ pay.
- A.II.5.2.1 An executive is granted sick leave with pay when unable to perform their duties because of illness or injury, provided that the necessary sick leave credits are available. A medical certificate is required when requested by the delegated manager.
- A.II.5.3.1 At the discretion of the deputy head, executives may be granted up to one hundred and thirty (130) days’ sick leave once during the course of their career. This leave:
- A.II.5.3.1.1 May be granted to an executive who has insufficient sick leave credits to cover the entire period of an illness;
- A.II.5.3.1.2 Is granted after an executive has used all accumulated sick leave credits;
- A.II.5.3.1.3 May be granted in several periods as required, depending on the executive’s progress towards recovery;
- A.II.5.3.1.4 Will not be recovered from future leave credits; and
- A.II.5.3.1.5 Requires a medical certificate.
- A.II.5.4.1 Unused sick leave credits earned in organizations included in the definition of service may be transferred in on appointment to an executive position in the core public administration.
- A.II.5.5.1 With deputy head approval, executives recruited from organizations other than those included in the definition of service may be credited twenty-five (25) days of sick leave on appointment to an executive position.
- A.II.5.6.1 When an executive has insufficient or no credits to cover the granting of sick leave, the delegated manager may advance sick leave credits for a period of up to twenty-five (25) days. Such advanced leave is deducted from any sick leave credits subsequently earned.
A.II.6 Family‑related responsibilities
- A.II.6.1 Leave with pay (discretionary)
- A.II.6.1.1 Subject to approval of the delegated manager, an executive may be granted up to five (5) days’ leave with pay during any fiscal year for family‑related responsibilities.
- A.II.6.2.1 An executive who becomes pregnant will, at their request, be granted maternity leave without pay for a period beginning before, on or after the date of childbirth, and ending no later than eighteen (18) weeks after the date of childbirth or the expected date of childbirth, provided that the executive has completed six (6) months of continuous employment before the commencement of the executive’s maternity leave.
- A.II.6.2.2 An executive who has not commenced maternity leave without pay may elect to use their sick leave credits up to and beyond the date that their pregnancy terminates, subject to the provisions set out in subsection A.II.5 on sick leave credits.
- A.II.6.2.3 Where the executive’s newborn child is hospitalized, and where the executive has proceeded on maternity leave without pay and then returns to work for all or part of the period during which the executive’s newborn child is hospitalized, the immediate manager may extend the period of maternity leave without pay beyond the date falling eighteen (18) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the executive was not on maternity leave, to a maximum of eighteen (18) weeks. The extension will end not later than fifty‑two (52) weeks after the termination of pregnancy.
- A.II.6.2.4 Maternity allowance payments made according to the Supplemental Unemployment Benefit (SUB) Plan will consist of the following:
- A.II.6.2.4.1 Where an executive is subject to a waiting period before receiving Employment Insurance maternity benefits, ninety-three per cent (93%) of their weekly rate of pay for the waiting period, less any other monies earned during this period,
- A.II.6.2.4.2 For each week that the executive receives a maternity benefit under Employment Insurance or the Québec Parental Insurance Plan, the executive is eligible to receive the difference between ninety‑three per cent (93%) of their weekly rate and the maternity benefit, less any other monies earned during this period which may result in a decrease in their maternity benefit to which the executive would have been eligible if no extra monies had been earned during this period, and
- A.II.6.2.4.3 Where an executive has received the full fifteen (15) weeks of maternity benefits under Employment Insurance and thereafter remains on maternity leave without pay, they are eligible to receive a further maternity allowance for a period of one (1) week at ninety-three per cent (93%) of their weekly rate of pay, less any other monies earned during this period.
- A.II.6.3.1 An executive who becomes a parent through the birth of a child or adoption of a child is granted parental leave without pay for either:
- A.II.6.3.1.1 A single period of up to thirty-seven (37) consecutive weeks within the fifty-two (52) week period (standard option),
- A.II.6.3.1.2 A single period of up to sixty-three (63) consecutive weeks in the seventy-eight (78) week period (extended option), beginning on the date of the child’s birth, or the date of acceptance of custody of the child for adoption.
- A.II.6.3.1.3 At the request of the executive and at the discretion of the immediate manager, the leave may be taken in two (2) periods.
- A.II.6.4.1 Under the Employment Insurance (EI) benefits plan, parental allowance is payable under two (2) options, either:
- Standard option, or
- Extended option.
Standard Option
- A.II.6.4.4 Parental allowance payments made according to the SUB Plan will consist of the following:
- A.II.6.4.4.1 Where an executive is subject to a waiting period before receiving Employment Insurance parental benefits, ninety‑three per cent (93%) of their weekly rate of pay for the waiting period, less any other monies earned during this period,
- A.II.6.4.4.2 For each week the executive receives parental, paternity or adoption benefits under Employment Insurance or the Québec Parental Insurance Plan, they are eligible to receive the difference between ninety‑three per cent (93%) of their weekly rate and the parental, paternity or adoption benefit, less any other monies earned during this period, which may result in a decrease in their parental, paternity or adoption benefit to which the executive would have been eligible if no extra monies had been earned during this period;
- A.II.6.4.4.3 Where an executive has received the full eighteen (18) weeks of maternity benefit and the full thirty‑two (32) weeks of parental benefit or has divided the full thirty-two (32) weeks of parental benefits with another employee in receipt of the full five (5) weeks paternity under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, the executive is eligible to receive a further parental allowance for a period of two (2) weeks of ninety‑three per cent (93%) of their weekly rate of pay for each week, less any other monies earned during this period;
- A.II.6.4.4.4 Where an executive has received the full thirty‑five (35) weeks of parental benefit under Employment Insurance and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week of ninety‑three per cent (93%) of their weekly rate of pay for each week, less any other monies earned during this period, unless said executive has already received the one (1) week of allowance under subsection A.II.6.2.4.3 for the same child;
- A.II.6.4.4.5 Where an executive has divided the full thirty-seven (37) weeks of adoption benefits with another employee under the Québec Parental Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of up to two (2) weeks, ninety-three per cent (93%) of their weekly rate of pay for each week, less any other monies earned during this period;
- A.II.6.4.4.6 Where an executive has divided the full forty (40) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, ninety-three per cent (93%) of their weekly rate of pay for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in subparagraphs A.II.6.2.4.3 and A.II.6.4.4.4 for the same child; and,
- A.II.6.4.4.7 The maximum combined, shared maternity and standard parental allowances payable under this directive shall not exceed fifty‑seven (57) weeks for each combined maternity and parental leave without pay.
Extended Option
- A.II.6.4.6 Parental allowance payments made according to the Supplementary Unemployment Benefits Plan will consist of the following:
- A.II.6.4.6.1 Where an executive is subject to a waiting period before receiving Employment Insurance parental benefits, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay for the waiting period, less any other monies earned during this period;
- A.II.6.4.6.2 For each week the executive receives parental, paternity or adoption benefits under Employment Insurance, they are eligible to receive the difference between fifty-five decimal eight per cent (55.8%) of their weekly rate and the parental, paternity or adoption benefit, less any other monies earned during this period, which may result in a decrease in their parental, paternity or adoption benefit to which the executive would have been eligible if no extra monies had been earned during this period;
- A.II.6.4.6.3 Where an executive has received the full sixty-one (61) weeks of parental benefit under Employment Insurance and thereafter remains on parental leave without pay, they are eligible to receive a further parental allowance for a period of one (1) week of fifty-five decimal eight per cent (55.8%) of their weekly rate of pay for each week, less any other monies earned during this period, unless said executive has already received the one (1) week of allowance under subsection A.II.6.2.4.3 for the same child;
- A.II.6.4.6.4 Where an executive has divided the full sixty-nine (69) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and either employee thereafter remains on parental leave without pay, that employee is eligible to receive a further parental allowance for a period of one (1) week, fifty-five decimal eight per cent (55.8%) of their weekly rate of pay for each week, less any other monies earned during this period, unless said employee has already received the one (1) week of allowance contained in subparagraph A.II.6.2.4.3 for the same child; and,
- A.II.6.4.6.5 The maximum combined, shared maternity and extended parental allowances payable shall not exceed eighty-six (86) weeks for each combined maternity and parental leave without pay.
- A.II.6.5.1 An executive who has completed at least six (6) months of continuous employment and who requests maternity and/or parental leave will be paid a maternity and/or parental allowance in accordance with the SUB Plan as described in subsections A.II.6.2.4, A.II.6.4.4 and A.II.6.4.6 on the condition that the executive:
- A.II.6.5.1.1 Agrees to return to work for a period equal to the period of receipt of maternity and/or parental allowance; and
- A.II.6.5.1.2 Where the executive has elected the extended option, upon return to work, the executive will work a period equal to sixty percent (60%) of the period for which the executive received the extended option allowance plus the maternity period, if any; and
- A.II.6.5.1.3 Provides the immediate manager with proof that they have applied for and are eligible to receive maternity, paternity, parental or adoption benefits under Employment Insurance or the Québec Parental Insurance Plan.
A.II.7 Care of family leave (mandatory)
- A.II.7.1 Leave without pay
- A.II.7.1.1 An executive is entitled to leave without pay for the care of a family member, provided that:
- A.II.7.1.1.1 The executive notifies the immediate manager at least four (4) weeks in advance of the commencement date of such leave, unless such notice cannot be given because of an urgent or unforeseeable circumstance;
- A.II.7.1.1.2 The leave is for a period of at least three (3) weeks; and
- A.II.7.1.1.3 The total leave granted under this clause does not exceed five (5) years during an executive’s total period of employment in the core public administration.
- A.II.7.2.1 For the purpose of calculating vacation leave entitlement and severance pay, only the first three (3) months of leave for care of family is counted as service.
A.II.8 Caregiving leave without pay
- A.II.8.1 An executive who provides the Employer with proof that they are in receipt of or awaiting Employment Insurance (EI) benefits for compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults may be granted leave without pay while in receipt of or awaiting these benefits.
- A.II.8.2 The leave without pay shall not exceed twenty-six (26) weeks for compassionate care benefits, thirty-five (35) weeks for family caregiver benefits for children and fifteen (15) weeks for family caregiver benefits for adults, in addition to any applicable waiting period.
- A.II.8.3 When notified, an employee who was awaiting benefits must provide the Employer with proof that the request for EI compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults has been accepted.
- A.II.8.4 When an employee is notified that their request for EI compassionate care benefits, family caregiver benefits for children and/or family caregiver benefits for adults has been denied, the above ceases to apply.
- A.II.8.5 Leave granted under this clause shall count for the calculation of “continuous employment” for the purpose of calculating severance pay and “service” for the purpose of calculating vacation leave. Time spent on such leave shall count for pay increment purposes.
A.II.9 Domestic Violence Leave
- A.II.9.1 For the purposes of this clause, domestic violence is considered to be any form of abuse or neglect that an executive or an executive’s child experiences from someone with whom the executive has or had an intimate relationship.
- A.II.9.2 Upon request, an executive who is subject to domestic violence or who is the parent of a dependent child who is subject to domestic violence from someone with whom the executive has or had an intimate relationship shall be granted domestic violence leave in order to enable the executive, in respect of such violence:
- A.II.9.2.1 to seek care and/or support for themselves or their dependent child in respect of a physical or psychological injury or disability;
- A.II.9.2.2 to obtain services from an organization which provides services for individuals who are subject to domestic violence;
- A.II.9.2.3 to obtain professional counselling;
- A.II.9.2.4 to relocate temporarily or permanently; or
- A.II.9.2.5 to seek legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding.
A.II.10 Court leave (mandatory)
- A.II.10.1 Executives are entitled to leave with pay for:
- A.II.10.1.1 Jury duty; and
- A.II.10.1.2 Appearing before any body authorized by law to compel the attendance of witnesses, when summoned or subpoenaed to do so.
A.II.11 Exceptional leave with pay (discretionary)
- A.II.11.1 Executives are eligible for exceptional leave with pay, as the delegated manager considers appropriate, for a period of up to five (5) days in one (1) fiscal year.
- A.II.11.2 Under exceptional circumstances, the deputy head may approve exceptional leave with pay for a period exceeding the five (5) days referred to in subsection A.II.11.1. The request for such leave needs to be substantiated.
- A.II.11.3 Leave granted as exceptional leave with pay may be carried over into the next fiscal year and should be used within six (6) months of being granted.
A.II.12 Bereavement leave (mandatory)
- A.II.12.1 When a member of an executive’s family dies, the executive is entitled to leave with pay of a duration considered appropriate by the delegated manager.
- A.II.12.2 An executive shall be entitled to bereavement leave for a person who stands in the place of a relative for the executive whether or not there is a degree of consanguinity between such person and the executive only once during the executive’s total period of employment in the public service.
A.II.13 Special leave without pay (discretionary)
- A.II.13.1 With deputy head approval, an executive is eligible for leave without pay for any purpose not otherwise specified in this directive. Examples where such leave might be granted include assignments with an international organization or to accept an appointment in a Minister’s office.
- A.II.13.2 Counting special leave without pay towards service
- A.II.13.2.1 For the purpose of calculating vacation leave entitlement and severance pay:
- A.II.13.2.1.1 If the leave is primarily in the interest of the employee, only the first three (3) months of special leave without pay is counted as service; and
- A.II.13.2.1.2 If the leave is primarily in the interest of the department, the whole duration of the special leave without pay is counted as service.
A.II.14 Professional development leave without pay (discretionary)
- A.II.14.1 The deputy head may approve professional development leave without pay for a period of up to one (1) year to pursue learning activities. This period may be renewed by mutual agreement.
- A.II.14.2 An executive on professional development leave without pay is eligible for an allowance in lieu of salary. This allowance is normally up to fifty per cent (50%) of the executive’s base salary. In exceptional circumstances, and depending on the degree to which the professional development leave is deemed to be directly relevant to organizational requirements, the allowance may be greater than fifty per cent (50%) and up to one hundred per cent (100%) of the executive’s base salary. At the discretion of the deputy head, tuition fees and course material may also be partially or fully reimbursed.
- A.II.14.3 Professional development leave without pay with an allowance in lieu of salary cannot exceed twenty-four (24) months in an executive’s career.
- A.II.14.4 Professional development leave for executives may be authorized if the executive:
- A.II.14.4.1 Is a full‑time indeterminate executive;
- A.II.14.4.2 Has at least five (5) years of experience in executive positions;
- A.II.14.4.3 Has met achieved results and demonstrated the key leadership competencies in the two (2) years prior to requesting professional development leave;
- A.II.14.4.4 Demonstrates the value of the learning project; and
- A.II.14.4.5 In the case of professional development leave with an allowance in lieu of salary, gives a written undertaking prior to the commencement of the leave to return to the service of the department granting the leave or an organization in the core public administration for a period of not less than one decimal five (1.5) times the amount of leave granted.
- A.II.14.6.1 For the purpose of calculating vacation leave entitlement and severance pay:
- A.II.14.6.1.1 If the leave is primarily in the interest of the employee, only the first three (3) months of special leave without pay is counted as service; and
- A.II.14.6.1.2 If the leave is primarily in the interest of the department, the whole duration of the special leave without pay is counted as service.
A.II.15 Relocation of spouse or common‑law partner leave (mandatory)
- A.II.15.1 At the executive’s request, the delegated manager approves leave without pay of up to one (1) year if the executive’s spouse or common‑law partner is permanently relocated, and up to five (5) years if the spouse or common‑law partner is temporarily relocated.
- A.II.15.2 For the purpose of calculating vacation leave entitlement and severance pay, only the first three (3) months of such leave count.
A.II.16 Leave for Traditional Indigenous Practices
- A.II.16.1 Subject to operational requirements as determined by the Employer, fifteen (15) hours of leave with pay and twenty-two decimal five (22.5) hours of leave without pay per fiscal year shall be granted to an executive who self-declares as an Indigenous person and who requests leave to engage in traditional Indigenous practices, including land-based activities such as hunting, fishing, and harvesting. For the purposes of this provision, an Indigenous person means First Nations, Inuit or Métis.
- A.II.16.2 Unless otherwise informed by the Employer, a statement signed by the executive stating that they meet the conditions of this article shall, when delivered to the Employer, be considered as meeting the requirements of this provision.
- A.II.16.3 An executive who intends to request leave under this article must give notice to the Employer as far in advance as possible before the requested period of leave.
- A.II.16.4 Leave under this provision may be taken in one or more periods. Each period of leave shall not be less than seven decimal five (7.5) hours.
A.II.17 Agreement to being deployed
- A.II.17.1 Employees agree to being deployed as a condition of employment upon appointment (with the exception of acting appointments) or deployment to any position in the EX or LC occupational groups or at the DS-07A, DS-07B or DS-08 levels.
- A.II.17.2 Pursuant to subsection 1.5 of this directive, employees whose substantive position is at the EX01, EX02 or EX03 level prior to April 1, 2020, are not subject to subsection A.II.17.1 until they are deployed or appointed (with the exception of acting appointments) to another Executive Group position, or until April 1, 2022, whichever comes first.
- A.II.17.3 Employees whose substantive position is at the EX04, EX05 or LC-04 level agree to being deployed as a condition of employment.
- A.II.17.4 Pursuant to subsection 1.6 of this directive, employees whose substantive position is at the LC-01, LC-02, LC-03, DS-07A, D-07B, or DS-08 level prior to October 1, 2021 are not subject to Appendix A, Part II, section 17, until they are deployed or appointed (with the exception of acting appointments) to another executive-level position within the EX or LC occupational groups, the DS-07A, DS-07B or DS-08 levels, or until October 1, 2023, whichever comes first.
A.II.18 Severance benefits
- A.II.18.1 Entitlement
- A.II.18.1.1 Indeterminate executives and executives appointed for a specified period are entitled to receive severance pay when they cease to be employed by reason of lay‑off, death, termination of employment during probation, or termination for cause for reasons of incapacity or incompetence.
- A.II.18.1.2 Executives earn one (1) week’s pay for each year of service to a maximum entitlement of twenty‑eight (28) weeks.
- A.II.18.1.2.1 In the case of a partial year of service, the payment is one (1) week’s pay multiplied by the number of days of service divided by three hundred and sixty‑five (365) to a maximum of twenty‑eight (28) weeks.
- A.II.18.1.2.2 In the case of part‑time executives, periods of part‑time service are converted to their full‑time equivalent to determine the number of years of service.
- A.II.18.1.2.3 In cases where executives cease to be employed by termination of employment for reasons of incompetence, the executive must have completed more than ten (10) full years of service to receive one (1) week’s pay for each complete year of service, to a maximum of twenty‑eight (28) weeks.
- A.II.18.1.2.4 The maximum entitlement of twenty‑eight (28) weeks’ pay is reduced by the number of weeks of severance pay, retiring leave, or cash gratuity in lieu of retiring leave previously paid out.
- A.II.18.2.1 An executive who resigns or retires from the core public administration shall be paid for all severance benefits the executive accumulated before October 1, 2011, unless these amounts were previously paid out.
A.II.19 Additional benefits
- A.II.19.1 Executives may be entitled to other benefits for which the employer is responsible.
Part III: Elements of Compensation for Executives Employed as Casual Workers
Contents
- A.III.1 Notes
- A.III.2 Statutory holidays
- A.III.3 Vacation leave
- A.III.4 Sick leave
- A.III.5 Court leave
- A.III.6 Bereavement leave
- A.III.7 Non‑applicable elements
A.III.1 Notes
- A.III.1.1 Part‑time executives are entitled to the elements of this part. Elements are pro‑rated against thirty-seven decimal five (37.5) hours.
- A.III.1.2 Executives acting in non‑executive positions are not entitled to the elements of this part.
A.III.2 Statutory holidays
- A.III.2.1 A full‑time executive employed as a casual worker is entitled to be paid for a statutory holiday provided they are not on leave without pay on the working day preceding and the working day following that holiday.
- A.III.2.2 A part‑time executive employed as a casual worker is paid a premium of four decimal two five per cent (4.25%) of all hours worked in lieu of statutory holidays.
A.III.3 Vacation leave
- A.III.3.1 An executive employed as a casual worker is not entitled to vacation leave with pay. An amount of four per cent (4%) of salary is payable when the executive ceases to be employed as a casual worker.
A.III.4 Sick leave
- A.III.4.1 An executive employed as a casual worker earns sick leave credits at the rate of one and one‑quarter (1 1/4) days for each month the executive is employed as a casual worker and receives at least ten (10) days’ pay. However, the executive employed as a casual worker is not entitled to use these earned sick leave credits while employed as a casual worker. Should the executive employed as a casual worker become an employee of the core public administration, the executive may carry forward the sick leave credits earned while employed as a casual worker.
A.III.5 Court leave
- A.III.5.1 An executive employed as a casual worker is granted leave with pay for:
- A.III.5.1.1 Jury duty; and
- A.III.5.1.2 Appearing before any body authorized by law to compel the attendance of witnesses, when summoned or subpoenaed to do so.
A.III.6 Bereavement leave
- A.III.6.1 When a member of the family of an executive employed as a casual worker dies, the executive employed as a casual worker is entitled to bereavement leave for a period considered appropriate by the delegated manager. Such leave is without pay in the first three (3) months of continuous employment, and with pay after the executive employed as a casual worker has completed three (3) months of continuous employment.
A.III.7 Non‑applicable elements
- A.III.7.1 The following elements of executive compensation that apply to executives covered under Appendix A, Part II, do not apply to executives employed as casual workers:
- A.II.3 Personal leave
- A.II.6 Family‑related responsibilities leave
- A.II.7 Care of family leave
- A.II.11 Exceptional leave with pay
- A.II.13 Special leave without pay (discretionary)
- A.II.14 Professional development leave without pay (discretionary)
- A.II.15 Relocation of spouse or common‑law partner leave (mandatory)
- A.II.17 Severance benefits
Appendix B: Performance Pay and In‑Range Salary Movement
B.1 Context
- B.1.1 Performance assessment determines executives’ access to performance pay and in‑range salary movement. Information on performance assessments may be found in the Directive on the Performance and Talent Management for Executives.
- B.1.2 Performance pay and in‑range salary movement cannot be authorized by the deputy head in the absence of a completed performance assessment.
- B.1.3 Performance pay and in‑range salary movement are paid in respect of the previous performance review period.
B.2 Budgets
- B.2.1 Departmental reference levels are established to include an amount for in‑range salary movement. In addition, the reference levels include a budget for performance pay as a percentage of the March 31 payroll for executives, as published from time to time by the Office of the Chief Human Resources Officer (OCHRO).
- B.2.2 The budget for performance pay cannot be exceeded except in exceptional circumstances, such as where an outstanding result or outcome achieved by the organization warrants a larger expenditure, and when the excess may be found in existing reference levels. When these exceptional circumstances indicate a need to exceed the budget, the reason is to be substantiated in the letter of attestation signed by the deputy head.
B.3 Eligibility for performance pay and in‑range salary movement
- B.3.1 To be eligible for performance pay and in‑range salary movement, executives and non‑executives appointed to executive positions must:
- B.3.1.1 Have a completed performance assessment as prescribed in the Directive on Performance and Talent Management for Executives; and
- B.3.1.2 Have worked in a position subject to the Directive on Performance and Talent Management for Executives for a period of three (3) consecutive months.
B.4 In‑range salary movement
- B.4.1 Progress of an executive’s salary within the salary range established for the position, up to the maximum, is affected by the extent to which results were achieved, as well as how the key leadership competencies and values and ethics were demonstrated.
- B.4.2 Normal progression through the salary range would be five per cent (5%) per year, so that a salary that begins at the bottom of the range would reach the top of the range within three (3) years. In‑range salary movement that exceeds five per cent (5%) per year may be warranted when the executive’s performance has exceeded expectations.
- B.4.3 An executive who has received an assessment of Level 0 (“unable to assess”) or Level 1 (“did not meet”) in relation to commitments is not eligible for in‑range salary movement.
- B.4.4 In‑range salary movement cannot result in either a salary in excess of the salary range maximum or a lump sum payment.
B.5 Performance pay: at risk and bonus
- B.5.1 In addition to the base salary, executives may earn performance pay each year. Performance pay comprises two (2) components, at‑risk and bonus, which must be re‑earned each year, based on the eligibility requirements prescribed in section B.3, and the requirements prescribed in this section. The amount of the performance pay depends on the extent to which results were achieved, as well as how the key leadership competencies and values and ethics were demonstrated.
- B.5.2 An executive who has received in‑range salary movement is also eligible for performance pay. Executive salaries need not be at the salary range maximum in order for executives to receive performance pay.
- B.5.3 A prerequisite for access to performance pay is that the executive received at least a “succeeded minus” performance rating (Level 2 and up). No performance pay may be provided when the executive received a performance rating of “unable to assess” or “did not meet” (Level 0 or 1).
- B.5.4 Performance pay, from zero up to the maximum, may be provided when an executive’s performance is at least “succeeded minus” (Level 2 or higher). If deemed appropriate, departments may provide no performance pay for any rating level.
- B.5.5 A bonus is provided only to executives who have received a performance rating of “surpassed” (Level 5).
- B.5.6 The individual maximum performance pay percentages as established by OCHRO cannot be exceeded.
B.6 Rounding
- B.6.1 Effective April 1, 2018, in‑range increases to base salary are rounded to the nearest dollar ($1).
- B.6.2 Performance pay for the achievement of commitments are rounded to the nearest dollar ($1).
B.7 Requirements for the administration of performance pay and in‑range salary movement for executives acting in higher‑level executive positions
- B.7.1 In‑range salary movement for the achievement of commitments when receiving acting pay:
- B.7.1.1 If the executive received at least a “succeeded minus” performance rating (Level 2 or better), the executive is eligible for in‑range salary movement when receiving acting pay;
- B.7.1.2 If the salary for the executive’s substantive position is below the range maximum for the executive’s substantive position, the executive’s substantive position salary is increased by the percentage awarded, and a new acting salary is calculated based on the new substantive position salary;
- B.7.1.3 If the executive’s substantive position salary is at its own salary range maximum, or if the recalculation of the substantive position salary in subsection B.7.1.2 does not result in a revised acting salary, the percentage awarded for the achievement of commitments should be based on and applied to the acting salary to determine the new acting salary.
- B.7.2.1 If the performance rating for the executive is at least “succeeded minus” (Level 2 or better), the executive is eligible for performance pay while receiving acting pay;
- B.7.2.2 Performance pay is based on the executive’s acting position salary, prior to the application of any increase to the substantive position base salary.
B.8 Administration of performance pay and in‑range salary movement for executives in special circumstances
- B.8.1 Retirement or death
- B.8.1.1 Performance pay and in‑range salary movement may be given, provided that the executive meets the eligibility requirements under section B.3, and provided that such pay or movement is pro‑rated according to time spent performing the duties of the executive position.
- B.8.1.2 If an executive dies during the performance review period and was eligible for performance pay and in‑range salary movement, they are to be paid to the executive’s named beneficiary or estate.
- B.8.2.1 An executive who is on full‑time language training for nine (9) months or more of the performance review period and who receives a Level 3 (“succeeded”) performance rating for diligent participation is eligible for in‑range salary movement but is not eligible for performance pay.
- B.8.2.2 An executive on full‑time language training for less than three (3) consecutive months during the performance review period may be eligible for in‑range salary movement and performance pay for the entire performance review period, provided the executive has met the requirements under section B.3.
- B.8.2.3 An executive on full‑time language training for at least three (3) consecutive months and no more than nine (9) consecutive months during the performance review period may be eligible for:
- B.8.2.3.1 In‑range salary movement, taking into account the executive’s performance while on language training (that is, the executive receives a Level 3 performance rating for diligent participation) and while working in the position (that is, executive meets the requirements under section B.3) and
- B.8.2.3.2 Performance pay pro‑rated based on the time spent performing the duties of the position, provided the executive has met the requirements under section B.3. For greater certainty, an executive on full‑time language training for three (3) consecutive months or more during the performance review period is not eligible for performance pay for the time spent on full‑time language training.
- B.8.6.1 An executive who was on leave with or without pay for less than three (3) consecutive months during the performance review period is eligible for performance pay and in‑range salary movement, provided that the executive has met the requirements under section B.3.
- B.8.6.2 An executive who was on leave with or without pay for three (3) consecutive months or more during the performance review period may be eligible for performance pay and in‑range salary movement for the period of time worked, provided the executive has met the requirements under section B.3. Performance pay and in‑range salary movement are pro‑rated so that the leave period is not counted because the executive did not perform the duties of the position while on leave.
- B.8.7.1 Surplus executives who are on salary maintenance after being appointed to an executive position with a lower maximum salary than the salary they were receiving in their previous position, and non‑executives appointed to an executive position with a maximum salary lower than the salary they were receiving in their previous position:
- B.8.7.1.1 Require performance agreements;
- B.8.7.1.2 Are not eligible to receive in‑range salary movement; and
- B.8.7.1.3 Are eligible to receive performance pay, provided they have met the requirements under section B.3. Performance pay is calculated as a percentage of the salary maximum of the new position.
- B.8.8.1 Executives in salary protection status need a completed performance assessment as prescribed in the Directive on Performance and Talent Management for Executives.
- B.8.8.2 A salary‑protected executive is eligible for in‑range salary movement.
- B.8.8.3 An executive who is salary‑protected in a non‑executive position is not eligible to receive performance pay.
- B.8.8.4 An executive who is salary‑protected in an executive position is eligible to receive performance pay. This award will be calculated as the lower of:
- B.8.8.4.1 A percentage of the salary range maximum applicable to the level of the position occupied; or
- B.8.8.4.2 A percentage of the protected salary.
- B.8.13.1 Promotion
- B.8.13.1.1 In cases where an executive is promoted to a new executive position part way through the performance review period, their performance in the former position is considered for the purposes of in‑range salary movement and performance pay in the new position.
- B.8.13.2.1 In cases where an executive has been appointed to their reclassified executive position (at either a higher or lower level) during the performance review period, performance at both levels is considered for the purposes of in‑range salary movement and performance pay at the end of the performance review period.
- B.8.13.2.2 When the effective date is determined to have occurred prior to the start of the performance review period, departments may provide retroactive in‑range salary movement and performance pay for a maximum of one (1) year, provided there was a completed performance assessment as prescribed in the Directive on Performance and Talent Management for Executives.
- B.8.13.2.3 Where the executive had a performance agreement (while in a position not subject to the Directive on Performance and Talent Management for Executives), an evaluation is made to determine whether commitments may be identified that reflect the reclassified executive position. On the basis of achievement of results and demonstration of the key leadership competencies, both in‑range salary movement and performance pay may be provided.
- B.8.13.2.4 The source of funds for retroactive performance pay and in‑range salary movement is the departmental reference levels.
- B.8.14.1 Performance pay and in‑range salary movement are pro‑rated according to the amount of time on the job.
Appendix C: Special Deployments for Executives
C.1 Context
- C.1.1 The intent of a special deployment is to provide deputy heads with the flexibility to accommodate temporary operational requirements by quickly transferring executives to perform duties that have not been classified. This appendix applies to executives at the following levels:
- EX-01 to EX-05
- LC-01 to LC-04
- DS-07A, DS-07B and DS-08
C.2 Agreement to special deployment
- C.2.1 The executive’s agreement to the special deployment is not required if the executive has agreed to being deployed as a condition of employment in their current position, in accordance with this directive.
C.3 Special deployment situations
- C.3.1 Special deployments may be used to transfer executives to meet the following specific temporary operational requirements:
- C.3.1.1 To conduct or participate in a specific temporary project not forming part of the usual and continuing functions of the department;
- C.3.1.2 To increase the knowledge and skill of executives for the future advantage of both the executive and the core public administration;
- C.3.1.3 To facilitate the sharing of program context, history and guidance; or
- C.3.1.4 To permit executives who are approaching retirement to apply their knowledge of the department’s objectives, programs and procedures in a managerial or advisory role, and to share their knowledge and experience to assist new executives or their replacement.
C.4 Special deployment duration
- C.4.1 A special deployment is initially for a period of up to two (2) years. In exceptional cases, deputy heads may extend the special deployment up to one (1) additional year for a maximum of three (3) years in total.
- C.4.2 While a special deployment may be modified, its total duration must not exceed the maximum duration under subsection C.4.1.
C.5 Conclusion of special deployment
- C.5.1 Except in cases of pre‑retirement, a special deployment may not terminate the executive’s employment. Due to the temporary nature of special deployments, the intent (except in the cases of pre‑retirement) is that the executive’s employment will continue.
- C.5.2 The executive’s indeterminate status is protected during the period of time they are on special deployment. Departments may not declare the employee surplus at the end of the special deployment.
C.6 Use of assistant deputy head (ADM) titles
- C.6.1 An executive who occupies a classified position with an assistant deputy minister (ADM) title, or other assistant deputy head title, prior to a special deployment may continue to use the ADM title while on a special deployment.
C.7 Language requirements
- C.7.1 All special deployments must be made in accordance with the Treasury Board Directive on Official Languages for People Management and the Official Languages Act.
C.8 Monitoring and reporting
- C.8.1 Departments establish individual records for each special deployment and provide these records to the Office of the Chief Human Resources Officer upon request. The records must include the following information:
- C.8.1.1 Identification of the executive, including their substantive level;
- C.8.1.2 The reason for the special deployment;
- C.8.1.3 The start and end date of the special deployment and any extensions; and
- C.8.1.4 Evidence that the executive was appointed or deployed to a classified position at the end of the deployment, or retired.
Appendix D: Standard on Special Deployment Letters of Offer
D.1 Effective date
- D.1.1 This standard takes effect on April 1, 2020
- D.1.2 This standard replaces parts of the Directive on Executive Compensation, dated July 16, 2007.
D.2 Standards
- D.2.1 This standard provides details on the requirements set out in section 4 of the Directive on the Terms and Conditions of Employment for Executives.
- D.2.2 Standards are as follows:
- D.2.2.1 The department provides the employee with a letter of offer detailing:
- D.2.2.1.1 The work requirements, location, duration and conditions of the special deployment;
- D.2.2.1.2 That the executive’s indeterminate status will be protected for the duration of the special deployment;
- D.2.2.1.3 The department’s commitment to deploy or appoint the executive to another position at the executive’s group and level at the end of the special deployment, except where the executive is to retire;
- D.2.2.1.4 The executive’s agreement to being deployed or appointed to a classified position at their substantive group and level at the end of the special deployment if that option is presented; and
- D.2.2.1.5 The executive’s eligibility for performance pay and in‑range salary movement under Appendix B, section B.3.
Appendix E: Career Transition
E.1 Context
- E.1.1 This appendix describes the available options, as well as actions that departments and executives take, to facilitate the career transition of an executive in situations of lack of work, discontinuance of a function, or the transfer of work or a function outside those portions of the federal public administration named in Schedule I, IV or V to the Financial Administration Act.
- E.1.2 This appendix is not to be used in situations of demotion or termination of employment for unsatisfactory performance, discipline, or demotion or termination of employment for reasons other than discipline (for example, medical incapacity).
- E.1.3 This appendix is not to be used in situations where an executive voluntarily ceases their employment by reason of resignation or planned retirement.
- E.1.4 All career transition agreements must be developed in accordance with the Standard on Career Transition Agreements.
- E.1.5 Executives must be notified in writing when their executive position will be declared surplus, consistent with the Mandatory Procedures for Notifying Executives in a Career Transition Situation.
E.2 Options for executives in surplus situations
- E.2.1 When an executive position has been declared surplus, an executive has two (2) options:
- E.2.1.1 Option 1: leave the core public administration and seek employment elsewhere; or
- E.2.1.2 Option 2: seek continuing employment in the core public administration.
- E.2.2.1 The head of human resources develops a career transition agreement in accordance with Appendix G of this directive and in consultation with the Office of the Chief Human Resources Officer.
- E.2.2.2 The deputy head must negotiate the date of departure with the executive. The departure date should normally accommodate departmental operational requirements. A period of one (1) month is recommended as a minimum.
- E.2.2.3 A bridging agreement to accommodate additional service or to facilitate permanent employment outside the core public administration may be negotiated as follows:
- E.2.2.3.1 A period of leave without pay can be authorized to allow an executive who does not meet the age and service criteria under the Public Service Superannuation Act to accumulate additional service for pension qualification. An executive can only contribute to the pension plan for a total of five (5) years in a career, while on leave without pay for personal reasons.
- E.2.2.3.2 An assignment to another employment sector is made in accordance with the Directive on Interchange Canada and authorized by the deputy head.
- E.2.2.3.2.1 Prior to the commencement of the Interchange Canada assignment, surplus executives must agree, in writing, to resign as of the lay‑off date of their core public administration employment and will be eligible only for their severance entitlement and payout of unused accumulated vacation leave credits. They will not be eligible for any of the cash or non‑cash elements that could be provided as part of a career transition agreement.
- E.2.2.3.2.2 Executives laid off while on Interchange Canada assignments are not eligible for priority entitlements for reintegration into the core public administration.
- E.2.2.3.2.3 Executives laid off while on Interchange Canada assignments may be eligible, at the deputy head’s discretion, for performance pay during their last year of employment, as prescribed in Appendix B.
- E.2.2.3.3.1 Must inform the deputy head in writing that they will not seek further core public administration employment upon return from LWOP;
- E.2.2.3.3.2 Who choose this option are eligible for a career transition agreement developed in accordance with Appendix G, with the exception that they are not eligible to negotiate a lump sum payment in lieu of a notice period;
- E.2.2.3.3.3 Are not eligible for this lump sum since they are not drawing a salary. It is an inappropriate use of this appendix to terminate the leave of executives and reappoint them expressly for the purpose of providing this lump sum payment in lieu of the notice period;
- E.2.2.3.3.4 Can resign and waive priority rights, if any; and
- E.2.2.3.3.5 Are eligible to receive any earned severance entitlements and a cash payout of any accumulated but unused vacation leave credits.
- E.2.3.1 The deputy head declares the executive surplus and gives the executive formal written notice in accordance with the Mandatory Procedures for Notifying Executives in a Career Transition Situation.
- E.2.3.2 The head of human resources must notify the Public Service Commission of Canada (PSC) of the executive’s surplus status as soon as practicable.
- E.2.3.3 If the executive accepts an appointment to a position with a lower maximum salary, they will become subject to salary maintenance and other compensation treatments as outlined in Appendix A, Part I.
- E.2.3.4 If the executive changes their decision and decides to leave the core public administration during the surplus period, the deputy head can negotiate a career transition agreement, taking into account the time already spent in surplus status. In such cases, the executive must resign (is not laid off) and is not entitled to one (1) year of priority for appointment.
- E.2.3.5 Executives who wish to continue their core public administration employment but are unsuccessful at finding a new position are laid off on the date of lay-off indicated in the notification letter.
- E.2.3.6 Laid‑off executives are eligible to receive only their severance entitlement and a cash payoff of any accumulated but unused vacation leave credits. They may also be eligible for performance pay, provided that they have met the requirements under Appendix B, section B.3.
- E.2.3.7 Executives who are laid off may have one (1) year of priority entitlement for reintegration to the core public administration in accordance with the Public Service Employment Act.
- E.2.3.8 Executives on leave without pay (LWOP):
- E.2.3.8.1 Inform the deputy head in writing that they will seek further core public administration employment upon returning from LWOP.
- E.2.3.8.2 If there is an entitlement to a priority, the head of human resources notifies the PSC of the executive’s status as a surplus priority as soon as practicable.
- E.2.3.8.3 The PSC administers the matching and referral of priority executives to positions for which the executive may be qualified. The PSC and the head of human resources try to place the executive.
- E.2.3.8.4 If unsuccessful in finding further employment after a one (1) year period, commencing on the date the executive returns from leave without pay and notifies the department that they are available for work, the executive will be laid off and will be eligible to receive only their earned severance entitlement and a cash payout of any accumulated but unused vacation leave credits.
- E.2.3.8.5 Executives who are laid off may have one (1) year of priority entitlement for reintegration to the core public administration in accordance with the Public Service Employment Act.
- E.2.3.8.6 Note regarding executives on short‑term leave:
- E.2.3.8.6.1 It may be appropriate to provide pay in lieu of a notice period to an executive who becomes surplus at the end of the period of unpaid leave when the executive has departed on LWOP with a guarantee of return to the same position (for example, on return from maternity leave, or when the approved period of leave is short and the executive’s position was not staffed).
- E.2.3.8.7.1 Executives who accept assignments to further Canada’s foreign policy objectives and/or to represent Canada at international organizations should be assured of support for reintegration into the core public administration upon their return to Canada. Good human resources planning should ensure reintegration of these executives at the end of such periods of LWOP.
- E.2.3.8.7.2 If the procedure described under subsection E.2.3.8.7.1 is impossible, the deputy head may offer the executive a lump sum in lieu of the formal notice period to a maximum of twenty six (26) weeks upon the executive’s return to Canada in return for their resignation from the core public administration. This lump sum may be given only where there was a formal written agreement documenting the purpose of the leave and management’s endorsement of the international assignment.
- E.2.3.8.7.3 When an executive who is on LWOP to work with an international organization becomes surplus and voluntarily decides not to return to a position within the core public administration at the end of the period of approved leave but to remain with that organization permanently, the executive will not be eligible for any period of paid notice or pay in lieu of notice at the end of the period of approved leave. Under these circumstances, the employee would resign in accordance with the Public Service Employment Act, section 63, and the normal entitlements applicable to a voluntary resignation apply.
- E.2.3.8.7.4 Executives who wish to return to Canada and seek further employment in the core public administration are treated in accordance with Option 2.
Appendix F: Mandatory Procedures for Notifying Executives in a Career Transition Situation
F.1 Effective date
- F.1.1 These procedures take effect on April 1, 2020.
- F.1.2 These procedures replace section 1 of Appendix B of the Directive on Career Transition for Executives, dated July 16, 2007.
F.2 Procedures
- F.2.1 These procedures provide details on the requirements set out in Appendix E (subsections E.1.5 and E.2.3.1).
- F.2.2 Mandatory procedures are as follows:
- F.2.2.1 The deputy head must notify the executive in writing that their position has been declared surplus;
- F.2.2.2 The letter of notification must make the executive aware of:
- F.2.2.2.1 The dates of the beginning and end of the surplus period;
- F.2.2.2.2 The Directive on Terms and Conditions of Employment for Executives and the options available to executives as described in Appendix E;
- F.2.2.2.3 The cash and non‑cash elements that can be offered to assist in transitioning to employment inside or outside the core public administration; and
- F.2.2.2.4 The time frame the executive has to respond to the department with their choice of option.
Appendix G: Standard on Career Transition Agreements
G.1 Effective date
- G.1.1 This standard takes effect on April 1, 2020.
- G.1.2 This standard replaces Appendix C of the Directive on Career Transition for Executives, dated July 16, 2007.
G.2 Standards
- G.2.1 This standard provides details on the requirements set out in subsection 4.1.2.2 of the Directive on Terms and Conditions of Employment for Executives.
- G.2.2 Standards are as follows:
- G.2.2.1 Career transition agreements are to be negotiated only in the following situations:
- G.2.2.1.1 For executives who have chosen to leave the core public administration after their position has been declared surplus due to lack of work or discontinuance of a function; or
- G.2.2.1.2 For executives who are included in the transfer of work or a function outside those portions of the federal public administration named in Schedule I, IV or V to the Financial Administration Act.
- G.2.2.2.1 Cash and non‑cash settlements for those who will be seeking employment outside the core public administration; or
- G.2.2.2.2 Cash‑only settlements for those who will not be seeking employment outside the core public administration.
- G.2.2.3.1 Demotion or termination of employment for unsatisfactory performance or discipline, or for demotion and or termination of employment for reasons other than discipline (for example, owing to illness, accident or disability);
- G.2.2.3.2 Where an executive voluntarily ceases their employment by reason of resignation (other than for reasons described in the subsection G.2.2.3.1) or planned retirement; or
- G.2.2.3.3 Where executives cease their employment while on or at the conclusion of special deployments.
- personal or family circumstances;
- age;
- experience;
- length of service;
- eligibility for an unreduced pension entitlement; and
- outside employment prospects.
Determined based on the executive’s individual circumstances.
An executive who will be opting for an immediate annuity upon resignation and is therefore eligible for continuation of coverage under the retiree’s medical and dental plans should receive a lesser benefit than an executive who does not have this option.
Available only to executives who are eligible for an annual allowance under the Public Service Superannuation Act (PSSA) and not eligible for a pension waiver under the PSSA.
Departments should take into consideration the size of the pension reductions. An executive who would be subject to a reduction of five per cent (5%) should not receive a thirty per cent (30%) lump sum payment, whereas an executive subject to a greater reduction might receive a larger benefit.
This amount is available when the executive foregoes financial counselling, job search benefits, outplacement counselling, training, travel, relocation benefits and all other non‑cash elements.
This amount cannot be provided in combination with a lump sum payment in lieu of lost benefits or a waiver of actuarial pension reductions.
Available only to executives who may be eligible for pension waivers under the PSSA and who meet the Treasury Board additional requirements for pension waivers.
Service under pension transfer agreements or periods of prior service other than public service that the executive is buying back are not to be included in the determination of eligibility based on service.
The executive should be involved in the selection of the firm.
The contract is to be between the department and the firm and is to be in accordance with the Contracting Policy.
This is for the purpose of personal tax planning concerning the disposition of the settlement, not to provide extensive long-term investment and estate planning counselling.
The executive should be involved in selection of the firm.
The contract is to be between the department and the firm and is to be in accordance with the Contracting Policy.
- Travel is pre‑authorized and within agreed‑to time limits;
- Travel is for interviews with non‑core public administration employers who will not pay travel expense; and
- Travel is incurred within one (1) year of the termination date.
- To accept a firm offer with a non‑core public administration employer if costs are not borne by the new employer;
- Relocation is undertaken within one (1) year; and
- The limit and time frames are specified in the transition agreement.
Appendix H: Definitions
Definitions to be used in the interpretation of this directive can be found in this appendix, and Appendix D of the Policy on People Management and Appendix C of the Policy on the Management of Executives.
- For the purpose of care of family leave:
- spouse or common-law partner resident with the executive;
- children (including foster children or children of spouse or common-law partner, or ward of the executive);
- son-in-law, daughter-in-law;
- parents (including step-parents and foster-parents); and,
- any relative residing in the executive’s household or with whom the executive permanently resides; and
- a person who stands in the place of a relative for the eligible executive whether or not there is any degree of consanguinity between such person and the executive.
- For the purpose of leave with pay for family-related responsibilities:
- spouse or common-law partner resident with the executive;
- children (including foster children or children of spouse or common-law partner, or ward of the executive);
- parents (including step-parents and foster-parents);
- any relative residing in the executive’s household or with whom the executive permanently resides; and,
- a person who stands in the place of a relative for the eligible executive whether or not there is any degree of consanguinity between such person and the executive.
- For the purpose of bereavement leave:
- spouse or common-law partner resident with the executive;
- children (including foster children or children of spouse or common-law partner), stepchildren, son-in-law, daughter-in-law and grandchildren;
- parents (including step-parents and foster-parents), father-in-law, mother-in-law and grandparents (including grandparents of spouse or common-law partner);
- brothers and sisters, brothers-in-law and sisters-in-law;
- aunts or uncles;
- any relative residing in the executive’s household or with whom the executive permanently resides; and
- a person who stands in the place of a relative for the eligible executive whether or not there is any degree of consanguinity between such person and the executive.
© Her Majesty the Queen in Right of Canada, represented by the President of the Treasury Board, 2020,
ISBN:
- G.2.2.1 Career transition agreements are to be negotiated only in the following situations:
- D.2.2.1 The department provides the employee with a letter of offer detailing:
- A.II.13.2.1 For the purpose of calculating vacation leave entitlement and severance pay:
- A.II.7.1.1 An executive is entitled to leave without pay for the care of a family member, provided that:
- A.II.4.2.1 For each calendar month in which an executive has earned at least ten (10) days’ pay, the executive earns: