Employment conditions policy for executives (2023)

• I.A.1.1Indeterminate executives appointed for a fixed term, as well as executives hired as casual workers, are compensated in accordance with this amendment and related decisions of the Treasury Board that affect executive salaries.
• A.I.1.2A part-time executive receives a salary commensurate with the number of hours worked per week indicated in his appointment letter.
• A.I.1.3As of April 1, 2018, all salary calculations pursuant to sections of this appendix are rounded to the nearest dollar ($1).
• A.I.1.4An executive is not entitled to overtime pay.
• A.I.1.5An executive may not receive payment from the Consolidated Revenue Fund for a second public service position, unless authorized by or pursuant to an Act of Parliament, or when certified by the Deputy Head of the organization where the executive's original position resides. of the functions of the second position does not affect the effectiveness of the executive in his original position.
• A.I.1.6When an executive with 1 (one) or more years of service dies while in office, his beneficiary or estate will receive the salary for the full month in which the executive died, less salary payments already made in the month of death.

`

• I.A.2.1Executive salary ranges are periodically reviewed as authorized by the Treasury Board.
• A.I.2.2An executive whose performance on commitments has been assessed at Level 1 ("non-compliant") is not eligible for reviews in the performance review period immediately following the review period in which the rating was obtained. This means that the executive salary can fall below the minimum of the executive salary range.
• A.I.2.3Subject to subsection A.I.2.2, an absent executive with or without compensation is eligible for the full percentage increase from the review.
• A.I.2.4The executive's salary on leave without pay is recalculated for the purposes of the record only to maintain the same position relative to the new maximum salary existing in the old salary range.
• A.I.2.5The salary benefit for an executive on unpaid leave is adjusted to reflect the revision.

• A.I.3.1Retroactive compensation is paid in an amount equal to what would have been paid to the executive had the review been approved on the effective date.
• A.I.3.2The retroactive revision of salary ranges applies to executives, eligible actors and former executives or, in the event of death, the beneficiary or estate of former executives employed during the retroactive period.
• A.I.3.3In order for former executive officers or, in the event of death, the former executive's beneficiary or estate to receive payment in accordance with subsection A.I.3.2, the employer notifies such individuals by registered letter to their last known address that they are thirty ( 30) days from the date of receipt of the certified letter requesting payment in writing, after which the employer's obligation to make payment ceases.
• A.I.3.4No payments or notifications are made for one dollar ($1) or less.
• A.I.3.5Unless otherwise specified, non-salary items in Appendix A, Part II are recalculated as if the review had been approved on the effective date.
• A.I.3.6When retroactively reviewed, the revised salary of an executive in one of the situations listed below is calculated in accordance with subparagraph A.I.3.6.1 or subparagraph A.I.3.6.2 (whichever calculation provides the higher revised salary applies):
  1. Promoted, degraded or reclassified during the retroactive period,
  2. Initiated a tentative commitment during the retrospective period or
  3. Started an interim commitment before the start of the lookback period, but continued the interim commitment during the lookback period.
  • A.I.3.6.1Compare the highest revised salary in a) or b) below with the salary calculated in subsection A.I.3.6.2:
    1. Recalculate the executive's substantive salary (and in performance situations, also recalculate the executive's interim salary), based on the revised maximum executive salary applicable to the job, or
    2. Keep the executive's substantive salary (or interim salary) earned before the review.
  • A.I.3.6.2Apply the percentage increase to the executive's substantive salary (and, if applicable, interim salary).

• I.A.4.1Appointment to an executive position outside the civil service
  • A.I.4.1.1Individuals hired to executive positions 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 managing director.
  • A.I.4.1.2In exceptional circumstances, to facilitate the recruitment and retention of non-public service executives, when an individual's previous salary exceeds the maximum salary for the executive position, the Deputy Chief may authorize a one-off payment. This global summary is paid at the start of the second period of review of executive performance in the central public administration, and is based on an evaluation of the results achieved against the established commitments and the demonstration of key leadership skills, as prescribed at thePerformance and Talent Management Guideline for Managers. The lump sum is fixed within the following limits:
    • A.I.4.1.2.1ten percent (10%) of the maximum job salary for EX-01, EX-02, EX-03, DS-7A, DS-7B, LC-01, LC-02, LC-03;
    • A.I.4.1.2.2fifteen percent (15%) of the maximum job salary for EX-04, EX-05, DS-8, LC-04; It is
    • A.I.4.1.2.3The lump sum will be proportional to the number of hours worked for part-time executives.
  • A.I.4.1.3Factors such as the following should be considered when determining the pay rate and percentage of the total amount awarded at the time of appointment:
    • A.I.4.1.3.1internal wage relativities;
    • A.I.4.1.3.2Relocation requirement in Canada only;
    • A.I.4.1.3.3The automatic reviews that have been granted to the executive in the previous position during the remainder of the calendar year in which the appointment occurs;
    • A.I.4.1.3.4The position of the salary in the new range to allow room for future salary movements within the range;
    • A.I.4.1.3.5Cash compensation (salary, pay for performance, salary movement within range) received prior to joining the central civil service; It is
    • A.I.4.1.3.6Shortage of skills.
• A.I.4.2Appointment to an executive position from other occupational groups within the public service (For clarification, this also includes Royal Canadian Mounted Police and Canadian Armed Forces appointees)
  • A.I.4.2.1A salary increase of five percent (5%) of the executive's maximum salary is the norm. The appointment salary is at least the minimum salary for the executive position.
  • A.I.4.2.2In exceptional cases, the deputy director may authorize a salary increase of up to 10% (ten percent) of the maximum salary for the executive position. If the increase causes the new salary to exceed the maximum salary, the amount above the maximum salary is paid in one lump sum at the time of appointment. The amount of the increase is determined by considering factors such as:
    • A.I.4.2.2.1internal wage relativities;
    • A.I.4.2.2.2Relocation requirement only in cases of employer-initiated relocation within Canada;
    • A.I.4.2.2.3The automatic salary revisions that would have been granted to the executive in the previous position during the remainder of the calendar year in which the appointment occurs;
    • A.I.4.2.2.4The position of the salary in the new range to allow room for future salary movements within the range; It is
    • A.I.4.2.2.5Shortage of skills.
  • A.I.4.2.3When a non-executive already receiving bridging pay accepts a permanent appointment to an executive position at or above the level for which he or she was receiving bridging pay, without a significant gap between the two (2) appointments, the executive will pay at the same remuneration paid in the previous interim appointment, if it exceeds the remuneration calculated in subparagraph A.I.4.2.1 or subparagraph A.I.4.2.2.
• A.I.4.3Appointment to a senior executive position
  • A.I.4.3.1A salary increase of five percent (5%) of the maximum senior executive salary is the norm. The appointment salary is at least the minimum salary for the top executive position.
  • A.I.4.3.2In exceptional cases, the deputy director may authorize a salary increase of up to 10% (ten percent) of the maximum salary for the senior executive position. The amount of the increase is determined by considering factors such as:
    • A.I.4.3.2.1internal wage relativities;
    • A.I.4.3.2.2Relocation requirement only in cases of employer-initiated relocation within Canada;
    • A.I.4.3.2.3Salary revisions that have been granted to the executive in the former position during the remainder of the calendar year in which the appointment occurs;
    • A.I.4.3.2.4The position of the salary in the new range to allow room for future salary movements within the range; It is
    • A.I.4.3.2.5Shortage of skills.
  • A.I.4.3.3If the salary increase in subsections A.I.4.3.1 or A.I.4.3.2 causes the new salary to exceed the maximum salary, the amount in excess of the maximum salary is paid in one lump sum at the time of appointment.
  • A.I.4.3.4When an executive already receiving bridging pay accepts a permanent appointment to an executive position equal to or greater than the position for which he or she was receiving bridging pay, without a material difference between the two (2) appointments, the executive is paid at the same rate of compensation earned in the previous interim year, if higher than the remuneration calculated in subparagraphs A.I.4.3.1 or A.I.4.3.2.
• I.A.4.4Appointment or deployment to a peer position
  • A.I.4.4.1There is no salary increase for appointment or assignment to a peer position, except in cases of appointments requested by the employer or assignments involving relocation within Canada, where the Deputy Chief may grant a salary increase of up to five percent .percent ( 5%) of the maximum executive position salary. Geographical factors, such as high cost of living or remoteness, may be taken into account in determining whether this exceptional provision should be invoked. Any increase is paid as salary up to the maximum salary and the balance, if any, is paid as a lump sum upon appointment or secondment.
• I.A.4.5Assigning an EX-04 or EX-05 to a different EXGroup job level
  • A.I.4.5.1When nominating an EX-04 or EX-05 to an EXGroup position at a different level, the Deputy Chief may continue to pay the Executive at his personal rank level.
  • A.I.4.5.2All reasonable efforts will be made to ensure, where possible, a match between the executive's classification level at the EX-04 or EX-05 level and that of the position to which the executive is appointed.
  • A.I.4.5.3Appointment to a post classified at a different level should be the exception, not the rule. These appointments must address contingencies such as special projects, additional executive development, or increased exposure to a different functional area or geographic setting.
• A.I.4.6Demotion or deployment to a lower-level position
  • A.I.4.6.1When the demotion or deployment is to a lower executive position, the executive's salary is the lesser of:
    • A.I.4.6.1.1The maximum salary for the new position, or
    • A.I.4.6.1.2Current executive salary.
  • A.I.4.6.2When the demotion or deployment is to a lower-level non-executive position:
    • A.I.4.6.2.1The rules of descent or implantation under theDirective on terms and conditions of employmentapplies to the executive; It is
    • A.I.4.6.2.2HeExecutive Management Policyand its associated guidelines cease to be effective as of the effective date of appointment or assignment to non-executive office.
  • A.I.4.6.3The executive demoted or forwarded to a lower level position is not entitled to salary protection or salary maintenance, except for the provisions of items A.I.5 and A.I.6.
• A.I.4.7When an executive position is retroactively reclassified to a higher salary cap group and/or level, the salary elements of the new group and/or level are effective from the date of appointment. The non-salary elements applicable to the new group and/or step take effect on the date of authorization of the reclassification decision.
• A.I.4.8In the case of retroactive promotion, salary and non-salary elements are effective from the date of appointment.

• A.I.5.1When an executive's position is reclassified to a group and/or level with a lower maximum salary, the executive's salary is protected in accordance with this section and theDirective on terms and conditions of employment.
• A.I.5.2Executive salary is protected:
  • A.I.5.2.1As long as the executive continues to hold the lower-level position, or
  • A.I.5.2.2Until the maximum salary for the lower-level job equals or exceeds the maximum salary for the higher-level job.
• A.I.5.3The non-salary elements of the lower-level position are applied from the effective date of the reclassification. When this lower-level position is a non-executive position, the non-salary elements no longer apply on this date.
• A.I.5.4Executives with protected salary are subject to Appendix A, Part I, including revisions to the executive salary range in subsection A.I.3.1.
• A.I.5.5Executives with protected salary are subject toPerformance and Talent Management Guideline for Managersand are eligible for salary movement within the range prescribed in Appendix B of this guideline.

• A.I.6.1Wage maintenance is ensured when:
  • A.I.6.1.1An executive who is declared surplus for the reasons listed in theAppendix Eis subsequently appointed to a lower-level position while his salary is above the maximum salary for that lower-level position; any
  • A.I.6.1.2The salary of a non-executive appointed to an executive position is greater than the maximum salary for the executive position to which the non-executive is appointed.
• A.I.6.2When an executive is declared surplus and subsequently appointed to a lower-level executive position while his or her salary is greater than the maximum salary for that lower-level position:
  • A.I.6.2.1Executive compensation is maintained at the rate in effect on the date of appointment to the lower-level executive position until the executive is within the salary range for that position.
  • A.I.6.2.2If the executive later moves to a different job with a lower maximum salary, the retained salary continues to apply until the executive's salary falls within the salary range of the lower-level job.
  • A.I.6.2.3Salary elements, pay for performance, salary movement within range, and non-salary elements applicable to lower-level executive position apply.
  • A.I.6.2.4If the salary range of the executive is reviewed, and the salary maintained by the executive is still above the maximum salary of the lower level post, the amount in dollars of the revision of the executive rank is paid to the executive every two weeks. fixed amount for the period that the rating boost is in effect. If there is a later review, the executive will receive the dollar difference between the most recent maximum salary and the newly revised maximum salary in the form of biweekly balloon payments. The two (2) reviews are not composite.
  • A.I.6.2.5If the executive's salary range is revised and the executive's maintained salary is within the revised salary range, salary maintenance ceases; however, the revision does not apply to executive pay. The executive receives this latest review in the form of fortnightly lump sum payments for the duration of this review.
• A.I.6.3When an executive is declared surplus and subsequently appointed to a lower-level non-executive position while his or her salary is greater than the maximum salary for that lower-level position:
  • A.I.6.3.1The former executive's salary is maintained at the level in effect on the date of appointment to the lower-level position up to the salary range for that position;
  • A.I.6.3.2If the former executive later moves to a different position with a lower maximum salary, the retained salary continues to apply until the executive's salary falls into the salary range for that lower-level position;
  • A.I.6.3.3Salary elements, pay for performance, salary movement within range, and non-salary elements applicable to the executive position no longer apply;
  • A.I.6.3.4If the Non-Executive Salary Review is reviewed and the Former Executive's Retained Salary is still above the Non-Executive Maximum, the dollar amount of the Non-Executive Maximum Salary Review is paid to the Former Executive as a lump sum every two weeks during the validity period of the Non-Executive Salary Review. revision. If there is a subsequent review and the former executive's retained salary is still above the revised maximum for the non-executive position, the former executive will receive the difference in dollars between the most recent maximum salary and the newly revised maximum salary in the form of Biweekly Payments flat rate The two (2) reviews are not composite; It is
  • A.I.6.3.5If the non-executive salary range is revised and the former executive's maintained salary is within the revised salary range, salary maintenance ceases; however, the review does not apply to the former executive's salary. The former executive receives this review in the form of fortnightly lump sum payments for the duration of this review.
• A.I.6.4When a non-executive's salary is supported by appointment or assignment to an executive position:
  • A.I.6.4.1The new executive is subject to subitem A.I.4.2;
  • A.I.6.4.2The new executive's salary is maintained at the same level he received immediately before being appointed to the executive position until he is within the salary range for that executive position.
  • A.I.6.4.3Salary elements, pay for performance, salary movement within range, and non-salary elements of the executive position apply;
  • A.I.6.4.4If the executive's salary is revised and the new executive's maintained salary is still above the revised executive's maximum, the dollar amount of the executive's maximum salary revision will be paid to the new executive every two weeks. lump sum over the life of the review. If there is a subsequent review and the executive's maintained salary is still above the executive's revised maximum, the new executive will receive the dollar difference between the most recent maximum salary and the newly revised executive's maximum salary in the form of flat biweekly payments. The two (2) reviews are not composite; It is
  • A.I.6.4.5If the executive position salary range is revised and the new executive's maintained salary is within the revised range, salary maintenance ceases; however, the salary of the new executive is not readjusted according to this latest revision. The new executive receives this last review in the form of fortnightly lump sum payments during the review.
  • A.I.6.4.6If the new executive's previous position salary is retroactively revised and the revision takes effect prior to the date of appointment to the executive position, the retained salary will be recalculated using the revised non-executive position's salary. The dollar amount of the non-executive salary review is paid to the new executive as a lump sum payment for the period the review is in effect, in accordance with the provisions set forth in the applicable collective bargaining agreement. or terms and conditions of employment.
  • A.I.6.4.7If the new executive's previous position salary is retroactively revised and applied from the date of appointment to the executive position, the retained salary will not change. When the maximum of the salary scale of this executive position exceeds the maintained salary, arts. A.I.6.4.2 shall be applied.

• A.I.7.1An executive at the EX-04, EX-05, DS-08, or LC-04 level is not eligible for interim pay.
• A.I.7.2The interim pay is effective on the date the executive begins the interim appointment. An executive is eligible to receive performance pay if:
  • A.I.7.2.1Executive substantive level is EX-01, EX-02, EX-03, DS-7A, DS-7B, LC-01, LC-02 or LC-03;
  • A.I.7.2.2The executive substantially fulfills the duties of the position with a higher maximum salary; It is
  • A.I.7.2.3The executive has been acting for at least 3 (three) consecutive months.
• A.I.7.3In organizations where rotating groups, development programs, or level appointments prevail, deputy directors may choose not to provide interim pay to participating executives.
• A.I.7.4Interim appointments shall not exceed twelve (12) months without the authorization of the Deputy Chief.
• A.I.7.5An executive's interim salary is determined as if the executive were appointed to the top level.
• A.I.7.6Under the terms of item A.I.2, the remunerated executive in the position is eligible for the revisions applicable to the position he currently holds.
• A.I.7.7In accordance with item A.I.3, the retroactive review of compensation applies to executives, former executives or, in the event of death, beneficiary or succession of former executives who held executive positions in the retroactive period.
• A.I.7.8When an executive already earning interim compensation accepts another interim appointment at the same level as the previous interim appointment, with no significant gap between the two (2) interim appointments:
  • A.I.7.8.1You are not required to complete a new three (3) month qualifying period to be eligible for interim pay on this subsequent interim appointment; It is
  • A.I.7.8.2The executive will receive the same amount paid in the previous appointment.
• A.I.7.9When an executive already receiving interim compensation accepts a second lower or higher interim appointment without a significant gap between the two (2) interim appointments:
  • A.I.7.9.1You are not required to complete a new three (3) month qualifying period to be eligible for interim pay on this subsequent interim appointment;
  • A.I.7.9.2To determine the interim salary, the substantive salary of the executive is increased by 5% (five percent) of the maximum salary for the second interim position. The intermediate salary is at least the minimum salary of the second intermediate position.
    • A.I.7.9.2.1The provisional salary for a second lower interim appointment is determined in accordance with A.I.4.3.4. In addition, any job changes received by the executive during the first interim appointment are factored into the determination of the second interim salary.
    • A.I.7.9.2.2The interim salary for a second senior interim appointment must not be less than the interim salary the executive received in the first interim appointment.
• A.I.7.10When returning to the previous interim appointment without a significant gap between interim appointments:
  • A.I.7.10.1It is not necessary to complete a three (3) month qualification period to be eligible for performance pay; It is
  • A.I.7.10.2The executive receives the rate of compensation that would have been paid had the above functions been performed on an ongoing basis. This previous interim salary is adjusted based on revisions and any salary movement within the range granted in the second interim appointment.

• A.I.8.1An executive is eligible for performance pay when appointed temporarily and substantially performing the duties of a non-executive position that has a maximum salary greater than the executive's substantive executive salary. An executive temporarily performing the duties of a non-executive position may be:
  • A.I.8.1.1Assigned these functions without receiving an interim salary, in which case the executive is subject to theExecutive Management Policyand its associated directives; any
  • A.I.8.1.2Appointed with intermediate remuneration, in which case the executive is subject to the applicable collective agreement or hiring conditions of the non-executive position.
• A.I.8.2An executive appointed on an interim basis to a non-executive position (receiving an interim salary) is subject to the collective bargaining agreement or terms and conditions of employment that govern the non-executive position. Salary elements, pay for performance, salary movement within range, and non-salary elements of the substantive job no longer apply during the interim appointment. For more clarity:
  • A.I.8.2.1Instructions to act for remuneration contained in theTerms and Conditions of Employment policy applies;
  • A.I.8.2.2If applicable, the executive will pay the corresponding union dues;
  • A.I.8.2.3Executive is eligible for mid-salary non-executive job reviews;
  • A.I.8.2.4The executive is eligible for revisions to executive salary ranges. Any revision of the executive's substantive salary causes the intermediate salary to be recalculated;
  • A.I.8.2.5The executive is not subject toPerformance and Talent Management Guideline for Managers;
  • A.I.8.2.6Executive may be eligible for overtime; It is
  • A.I.8.2.7As long as Public Service Management Insurance Plan (PSMIP) coverage continues to apply, the employer ceases to pay insurance coverage under this plan and the executive will be responsible for paying the required insurance premiums.
• A.I.8.3The substantive salary of an executive serving in a non-executive position cannot exceed the maximum salary for the non-executive position. Interim pay ceases when the executive's substantive salary exceeds the maximum salary for the non-executive position.

• A.I.9.1A non-executive serving in an executive position remains subject to the collective agreement that governs his substantive position.
• A.I.9.2The instructions on incumbent pay in the Working Conditions Directive continue to apply to non-executives performing executive functions. Notwithstanding these instructions, the following exceptions and clarifications apply:
  • A.I.9.2.1To determine the intermediate salary, the substantive non-executive salary is increased by five percent (5%) of the maximum salary for the executive position. The intermediate salary is, at a minimum, the minimum salary for the executive position;
  • A.I.9.2.2In exceptional cases, the deputy director may authorize an increase of up to 10% (ten percent) of the maximum salary for the executive position. If the rate of increase causes the intermediate salary to exceed the maximum salary, the intermediate salary is capped at the maximum salary. No lump sums are paid for any amount that exceeds the maximum salary. The amount of the increase is determined considering the factors listed in subsection A.I.4.2.2;
  • A.I.9.2.3Interim pay ceases when the non-executive's substantive salary exceeds the maximum salary for the executive position in which the non-executive is serving;
  • A.I.9.2.4A non-executive serving in an executive position is not entitled to overtime pay;
  • A.I.9.2.5A non-executive who receives interim pay and whose substantial salary is below the maximum salary for his or her substantial non-executive position is eligible to receive increments (lock structures) or in-band increases (performance pay range), as well as any revisions to salary ranges for the substantive level, in accordance with the applicable collective agreement or terms and conditions of employment;
  • A.I.9.2.6When a salary increment or increase occurs within the non-executive's substantive salary range, the intermediate salary is recalculated and any resulting increase is paid to the non-executive; It is
  • A.I.9.2.7A non-executive who is already receiving pay for performance in an executive position and who is appointed to an interim senior executive position without first resuming duties from the substantive position is eligible to receive interim pay at the senior interim level immediately.
• A.I.9.3The retrospective compensation review applies to a non-executive who held an executive position during the retrospective period, as per A.I.3.
• A.I.9.4A non-executive serving in an executive capacity may be eligible to apply for coverage under thePublic Services Management Insurance Plan (PSMIP)during the interim term. At that event:
  • A.I.9.4.1The non-executive is responsible for paying the required employee's share of insurance premiums and the employer pays only the employer's share; It is
  • A.I.9.4.2Eligibility begins on the effective date of the provisional appointment or the date the appointment is authorized, whichever is later.

• A.I.10.1Executives may be eligible for pay for performance and salary movement within the range as per Appendix B.

• A.II.1.1The workload of full-time executives is not less than an average of thirty-seven decimal five (37.5) hours per week and is established taking into account the need to reconcile family and professional life.
• A.II.1.2An executive is not entitled to overtime pay.
• A.II.1.3There is no provision for a compressed workweek for executives or non-executives serving in executive roles.
• A.II.1.4Executives working outside of normal office hours and during normal meal hours may be reimbursed for meal expenses under TravelTravel directive and special authorities.

• A.II.2.1Paid holidays are:
  1. New Year's Day
  2. Good Friday
  3. easter tuesday
  4. victory day
  5. canada day
  6. Labor Day
  7. National Day of Truth and Reconciliation
  8. thanks day
  9. remembrance day
  10. Christmas day
  11. boxing day
  12. A provincial or civic festival
• A.II.2.2When a legal holiday coincides with a day off, the holiday will be transferred to the first business day following the day off.
• A.II.2.3An executive is not paid for a statutory holiday when that executive is:
  • A.II.2.3.1Unpaid absence both on the business day immediately preceding and on the business day immediately following the designated holiday; any
  • A.II.2.3.2A part-time employee and the holiday falls on a scheduled workday.

• A.II.3.1Upon request, prior approval by the managing director and subject to operational requirements, executives are entitled to 2 (two) days of paid leave for personal reasons in each fiscal year. These vacations may be taken in periods of seven tenths of five (7.5) hours or three tenths of seven and five (3.75) hours each, and cannot be carried over to the following fiscal year.

• A.II.4.1Executives are encouraged to use their vacation credits during the fiscal year in which they are earned, subject to delegated manager approval and operational requirements.
• A.II.4.2Right
  • A.II.4.2.1For each calendar month that an executive has earned at least ten (10) salary days, the executive earns:
    • A.II.4.2.1.1One and two-thirds (12/3) days per month (four (4) weeks per year) vacation leave credits on appointment to an executive position;
    • A.II.4.2.1.2Two and one-twelfth (12/21) days per month (five (5) weeks per year) of vacation leave credits beginning in the month of first earning:
      • A.II.4.2.1.2.1Ten (10) years of service in an executive or excluded position in the LA that converted to the LC Group on December 9, 2010; It is
      • A.II.4.2.1.2.215 (fifteen) years of service, of which 5 (five) or more in an executive position;
    • A.II.4.2.1.3For those executives who have not completed 5 (five) years of service in an executive position:
      • A.II.4.2.1.3.1One and five sixths (6/15) days per month (four decimal places four (4.4) weeks per year) of vacation credits, counted from the month in which the executive completes 15 (fifteen) years of service;
      • A.II.4.2.1.3.2One and eleven-twelfths (111/12) days per month (four decimal places six (4.6) weeks per year) of vacation credits, beginning in the month the executive completes seventeen (17) years of service; It is
      • A.II.4.2.1.3.3Two and one-twelfth (2 1/12) days per month (five (5) weeks per year) of vacation leave credits, beginning in the month the officer completes eighteen (18) years of service;
    • A.II.4.2.1.4Two and one-quarter (2 1/4) days per month (five decimal places four (5.4) weeks per year) of vacation leave credits, beginning with the month in which the executive's twenty-fifth (25th) anniversary of service is completed; It is
    • A.II.4.2.1.5Two and one-half (2/21) days per month (six (6) weeks per year) of vacation credits, beginning with the month in which the executive's twenty-eighth (28th) anniversary of service is completed.
  • A.II.4.2.2Exceptions:
    • A.II.4.2.2.1Employees who were appointed to an executive position in another group in the central public administration as of April 1, 2004 and who previously accumulated vacation credits greater than one and 12/3 (two thirds) days per month (four (4) ) ) weeks per year) continue to earn vacation leave credits at the rate they are entitled to on the day before appointment until they qualify for the next level of entitlement pursuant to executive provisions.
    • A.II.4.2.2.2Employees assigned to an executive position outside the core of public administration, who meet the definition of service and who are entitled to vacation credit for more than 12/3 (one and two thirds) days per month (4 (four) weeks) per year ) while employed outside the main civil service, are entitled to continue accumulating their vacation credits at the same rate as before being appointed to an executive position, with the authorization of the deputy chief, provided that the vacation rate to which they are entitled does not exceed two and a half days (2/21) per month (six (6) weeks per year).
    • A.II.4.2.2.3Employees appointed to an executive position outside the core of the public service to which the definition of service does not apply, who are entitled to vacation credits in excess of one and two thirds (12/3) days per month (four (4) days) weeks per year) while employed outside the central civil service, are eligible, at the discretion of the Deputy Chief, to continue to accrue their vacation leave credits at the same rate as they were prior to appointment to executive office, provided that:
      • A.II.4.2.2.3.1The executive demonstrates that his vacation entitlement was greater than one day and two thirds (12/3) per month (four (4) weeks per year) while he was employed outside the main public administration; It is
      • A.II.4.2.2.3.2The vacation entitlement rate does not exceed two and a half days (2/21) per month (six (6) weeks per year).
• A.II.4.3Maximum transfer of vacation credits
  • A.II.4.3.1The maximum transfer of vacation credits is the highest among the Executive:
    • A.II.4.3.1.1current annual entitlement; any
    • A.II.4.3.1.2Accrued but unused vacation leave credits that the executive had at the time of appointment to the executive position, if greater than the one (1) year entitlement. In this case, the executive and delegated manager must administer the settlement of excess vacation credits within three (3) years of their appointment to the executive position.
  • A.II.4.3.2In exceptional circumstances:
    • A.II.4.3.2.1If an executive is unable to take all of his vacation in the year he earns it, and
    • A.II.4.3.2.2If the executive has already accumulated the maximum allowable vacation credits,
    • A.II.4.3.2.3With the approval of the delegated manager, the executive may transfer up to one (1) additional year of accrued but unused vacation leave credits beyond the individual's maximum allowable accrual. Any vacation leave transferred under this exception must be used in the immediate tax year or be subject to mandatory withdrawal at the end of the tax year.
• A.II.4.4Vacation credit settlement
  • A.II.4.4.1Vacation credits on maximum accruals are reduced by:
    • A.II.4.4.1.1Schedule the license for a period of time not to exceed three (3) years and use the license as scheduled;
    • A.II.4.4.1.2Mandatory Withdrawal of Cash: On March 31 of each year, any License Entitlements earned but unused above the maximum accrual will be automatically paid in cash, unless a transfer request has been made and approved in accordance with subsection A. II.4.3.2. ;
    • A.II.4.4.1.3Voluntary Withdrawal: Subject to the approval of the managing director, an executive may withdraw some or all accrued vacation credits at any time;
    • A.II.4.4.1.4Mandatory and voluntary cash withdrawals are based on current base salary (not including performance pay). For compulsory retirement, the executive's current base salary is what he earned on March 31 of the year in which the pension was withdrawn. For voluntary retirement, the current base salary is what the executive was earning on the date of the voluntary retirement request; It is
    • A.II.4.4.1.5Termination of Employment: Except as provided in the portability provisions in subsection A.II.4.5 below, earned but unused vacation leave credits are automatically paid in cash upon termination of employment with the central government .
• A.II.4.5vacation portability
  • A.II.4.5.1Previously accrued vacation credits from employment in organizations under the service definition are accepted for use in central government.
• A.II.4.6Salary recovery for early leave
  • A.II.4.6.1When the employment relationship is terminated for any reason other than death or dismissal, the salary paid during the executive's unearned vacation is subject to recovery.
• A.II.4.7Vacation cancellation or vacation withdrawal
  • A.II.4.7.1The executive summoned on vacation, or whose vacation leave is canceled without prior notice, will be reimbursed for the applicable expenses incurred with the leave or cancellation upon presentation of documentation that the manager in charge may require.

• A.II.5.1Credits
  • A.II.5.1.1An executive earns sick leave credits at the rate of one and one-quarter (11/4) days (nine decimal places three seven five (9,375) hours) for each month that the executive receives at least 10 days of pay.
• A.II.5.2Granting medical leave
  • A.II.5.2.1An executive receives paid sick leave when unable to perform duties due to illness or injury, provided the necessary sick leave credits are available. Medical certificate is required when requested by the delegated manager.
• A.II.5.3Special sick leave (discretionary)
  • A.II.5.3.1At the Deputy Chief's discretion, executives may receive up to 130 (one hundred and thirty) days of sick leave once in the course of their career. This license:
    • A.II.5.3.1.1May be awarded to an executive who does not have enough sick leave credits to cover the entire duration of an illness;
    • A.II.5.3.1.2Awarded after an executive has used up all accrued sick leave credits;
    • A.II.5.3.1.3It can be granted in several periods as needed, depending on the executive's progress in recovery;
    • A.II.5.3.1.4It will not be recovered from future license credits; It is
    • A.II.5.3.1.5Requires medical certificate.
  • A.II.5.3.2The Deputy Principal may authorize the use of any balance from the previous one hundred and thirty (130) days used for a subsequent critical illness.
• A.II.5.4Portability of sick leave credits
  • A.II.5.4.1Unused sick leave credits earned in organizations included in the definition of service may be transferred upon appointment to an executive position in the central public administration.
• A.II.5.5Sick leave credits at the appointed time
  • A.II.5.5.1With the Deputy Chief's approval, executives recruited from organizations other than those included in the definition of service may receive credit for twenty-five (25) days of sick leave upon appointment to an executive position.
• A.II.5.6Sick leave credit advance
  • A.II.5.6.1When an executive does not have enough credits or does not cover the grant of sick leave, the delegated manager may advance sick leave credits for a period of up to twenty-five (25) days. This early leave is deducted from sick leave credits earned later.

• A.II.6.1Paid leave (discretionary)
  • A.II.6.1.1Subject to the approval of the managing director, an executive may receive up to five (5) days of paid leave during any fiscal year for family-related responsibilities.
• A.II.6.2Maternity leave without pay or subsidy (mandatory)
  • A.II.6.2.1An executive who becomes pregnant will, at her request, receive unpaid maternity leave for a period commencing on or after the date of delivery and ending no later than eighteen (18) weeks after the date of delivery. the expected delivery date, provided the executive has completed six (6) months of continuous employment prior to the start of the executive's maternity leave.
  • A.II.6.2.2An executive who has not commenced unpaid maternity leave may elect to use her sick leave credits up to and beyond her pregnancy termination date, subject to the provisions set forth in subsection A.II.5 regarding sick leave credits.
  • A.II.6.2.3When the executive's newborn child is hospitalized, and when the executive goes on unpaid maternity leave and returns to work during all or part of the period that the executive's newborn child is hospitalized, the immediate manager may extend the period unpaid maternity leave beyond the date that falls eighteen (18) weeks after the date of termination of the pregnancy for a period equal to that part of the child's hospitalization period during which the executive was not on maternity leave, up to a maximum of eighteen (18) ) weeks. The extension will end no later than fifty-two (52) weeks after the termination of the pregnancy.
  • A.II.6.2.4Maternity allowance payments made under the Complementary Unemployment Subsidy Plan (SUB) will be made up as follows:
    • A.II.6.2.4.1When an executive is subject to a waiting period before receiving Employment Insurance maternity benefits, ninety-three percent (93%) of her weekly rate of pay for the waiting period, less any other money earned during that period,
    • A.II.6.2.4.2For each week that the executive receives a maternity benefit under the Quebec Employment Insurance or Parental Insurance Plan, the executive is entitled to receive the difference between ninety-three percent (93%) of his weekly rate and the maternity benefit, less any other money earned during this period that may result in a decrease in your maternity benefit to which the executive would have been entitled if no extra money had been earned during this period, and
    • A.II.6.2.4.3When an executive receives fifteen (15) full weeks of maternity benefits under Employment Insurance and remains on unpaid maternity leave, she is entitled to receive additional maternity allowance for a period of one (1) week to ninety-three percent (93%) of your weekly earnings, minus any other money earned during this period.
  • A.II.6.2.5At the executive's request, the payment referred to in paragraph A.II.6.2.4.1 will be estimated and advanced to the executive. Adjustments will be made once the executive provides proof of receipt of Quebec Employment Insurance or parental insurance benefits.
• A.II.6.3Unpaid parental leave (mandatory)
  • A.II.6.3.1

    An executive who becomes a parent through the birth of a child or the adoption of a child receives unpaid parental leave for any of the following reasons:

    • A.II.6.3.1.1A single period of up to thirty-seven (37) consecutive weeks within the fifty-two (52) week period (default option),

    O

    • A.II.6.3.1.2A single period of up to sixty-three (63) consecutive weeks within the seventy-eight (78) week period (extended option), commencing on the date of birth of the child or the date of acceptance of custody of the child for adoption.
    • A.II.6.3.1.3At the request of the executive and at the discretion of the immediate manager, the leave may be taken in 2 (two) periods.
  • A.II.6.3.2The period of unpaid parental leave ends no later than fifty-two (52) weeks (standard option) or seventy-eight (78) weeks (extended option) following the child's birth or acceptance of custody.
  • A.II.6.3.3When a period of unpaid maternity leave is extended due to the hospitalization of the newborn and is followed by a period of unpaid paternity leave, the period of unpaid paternity leave shall end no later than one hundred and four (104) weeks after the day of the child's birth.
• A.II.6.4parental allowance
  • A.II.6.4.1In the Seguro-Emprego (EI) benefit plan, the parental subsidy is paid in two (2) options:
    • Default option, the
    • Extended option.
  • A.II.6.4.2Once an executive chooses the standard or extended option and the weekly benefit supplement allowance is established, the decision is final and will not change if the executive returns to work earlier than originally planned.
  • A.II.6.4.3Under the Quebec Parental Insurance Plan (QPIP), parental allowance is paid only on Option 1: standard parental benefits.

  default option

  • A.II.6.4.4Parental allowance payments made under the SUB Plan will consist of the following:
    • A.II.6.4.4.1When an executive is subject to a grace period before receiving Employment Insurance parental benefits, ninety-three percent (93%) of his weekly earnings for the grace period, less any other money earned during the grace period.
    • A.II.6.4.4.2For each week that the executive receives paternity, paternity or adoption benefits from Employment Insurance or Plan Québec Parental Insurance, he will be entitled to receive the difference between ninety-three percent (93%) of his salary and the benefit paternity, paternity or adoption benefit, less any other money earned during this period, which may result in a decrease in your paternity, paternity or adoption benefit to which the executive would have been entitled if you had not earned extra money during this period;
    • A.II.6.4.4.3When an officer has received the full eighteen (18) weeks of the maternity benefit and the full thirty-two (32) weeks of the paternity benefit or has shared the full thirty-two (32) weeks of the paternity benefit with another employee who receives five (5) full weeks of paternity benefit under the Québec Parental Insurance Plan for the same child and any of the employees continues on unpaid parental leave, the executive is entitled to receive an additional parental allowance for a period of two (2) years ninety weeks. three percent (93%) of your weekly pay rate for each week, less any other money earned during that period;
    • A.II.6.4.4.4When an executive has received thirty-five (35) full weeks of paternity benefit under Employment Insurance and subsequently remains on unpaid paternity leave, he or she is entitled to receive a paternity benefit for a period of one (1) week of ninety weeks. three percent (93%) of his weekly rate of pay for each week, less any other money earned during that period, unless said officer has already received one (1) weekly allowance in accordance with subsection A.II. 6.2 .4.3 by the same child;
    • A.II.6.4.4.5When an executive has shared the full thirty-seven (37) weeks of adoption benefits with another employee under the Quebec Parental Insurance Plan for the same child and either employee thereafter remains on unpaid parental leave pay, that employee shall be entitled to additional parental leave to leave. allowance for a period of up to two (2) weeks, ninety-three percent (93%) of your weekly rate of pay for each week, less any other money earned during that period;
    • A.II.6.4.4.6When an employee has shared the full forty (40) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and any employee continues on unpaid parental leave, that employee is entitled to receive an additional parental allowance for a period of one (1) week, ninety-three percent (93%) of his weekly rate of pay for each week, less any other money earned during that period, unless such employee has already been assigned one ( 1) week contained in subsections A.II.6.2.4.3 and A.II.6.4.4.4 for the same child; It is,
    • A.II.6.4.4.7The maximum combined maternity and paternity benefits payable under this Directive shall not exceed fifty-seven (57) weeks for each unpaid combined maternity and paternity leave.
  • A.II.6.4.5At the executive's request, the payment referred to in paragraph A.II.6.4.4.1 will be estimated and advanced to the executive. Adjustments will be made once the executive provides proof of receipt of Quebec Employment Insurance or parental insurance benefits.

  extended option

  • A.II.6.4.6Parental benefit payments made under the Complementary Unemployment Benefit Plan will be as follows:
    • A.II.6.4.6.1When an executive is subject to a grace period before receiving Employment Insurance parental benefits, fifty-five point eight percent (55.8%) of his or her weekly earnings for the grace period, less any other money earned during that period ;
    • A.II.6.4.6.2For each week that the executive receives benefits of parenting, paternity or adoption of the Seguro Emprego, he will be entitled to receive the difference between fifty-five decimal eight percent (55.8%) of his weekly salary and the benefit of parenting, paternity or adoption, minus any other money earned during that period, which could result in a decrease in your paternity, paternity or adoption benefit that the executive would have been entitled to had you not earned extra money during that period;
    • A.II.6.4.6.3When an executive has received sixty-one (61) full weeks of paternity benefit under Employment Insurance and subsequently remains on unpaid paternity leave, he or she is entitled to receive an additional paternity benefit for a period of one (1) fifty percent week. five point eight percent (55.8%) of his weekly pay rate for each week, less any other money earned during that period, unless said officer has already received one (1) week of allowance under subsection A.II .6.2. 4.3 for the same child;
    • A.II.6.4.6.4When an executive has shared the full sixty-nine (69) weeks of parental benefits with another employee under the Employment Insurance Plan for the same child and one of the employees remains on unpaid parental leave, that employee is eligible to receive additional parental allowance for a period of one (1) week, fifty-five decimal eight percent (55.8%) of his weekly rate of pay for each week, less any other money earned during that period, unless said employee has already received one (1) week's allowance as per A.II.6.2.4.3 for the same child; It is,
    • A.II.6.4.6.5The maximum combined maternity and paternity benefits payable shall not exceed eighty-six (86) weeks for each unpaid combined maternity and paternity leave.
  • A.II.6.4.7At the executive's request, the payment referred to in paragraph A.II.6.4.6.1 will be estimated and advanced to the executive. The adjustments will be made as soon as the executive presents proof of receipt of the Unemployment Insurance.
• A.II.6.5Maternity and paternity benefits (mandatory)
  • A.II.6.5.1The executive who has completed at least 6 (six) months of continuous work and who requests maternity and/or paternity leave will be paid a maternity and/or paternity subsidy in accordance with the SUB Plan as described in paragraphs A .II. 6.2 .4. , A.II.6.4.4 and A.II.6.4.6 provided that the executive:
    • A.II.6.5.1.1Undertakes to return to work for a period equal to the period of receipt of the maternity and/or paternity subsidy; It is
    • A.II.6.5.1.2When the executive has opted for the extended option, upon returning to work, he will serve a period equivalent to 60% (sixty percent) of the period in which he received the extended option subsidy plus the maternity period, if any; It is
    • A.II.6.5.1.3Provide your immediate manager with proof that you have applied for and are eligible to receive maternity, paternity, paternity or adoption benefits under Employment Insurance or the Québec Parental Insurance Plan.
  • A.II.6.5.2If the executive does not return to work for reasons other than death, dismissal or disability defined in art.Public Service Retirement Law, on a date determined by the immediate superior and for a period of work equivalent to the period of payment of the maternity and/or paternity subsidy, then all the money received by the executive as maternity and/or paternity subsidy, equivalent to the period that the executive not return to work, will be recovered.
  • A.II.6.5.3However, if an executive is appointed for a specific term of office and if that term of office expires while the executive is on maternity or paternity leave, the executive who is rehired from any part of the central government, as specified in theFinancial Administration Lawin a period equal to or less than 90 (ninety) days, the amount is not due if the new period of work is sufficient to fulfill the obligations to return to work for a period equal to the period of receipt of maternity and/or paternity aid.
  • A.II.6.5.4Periods of paid leave count as time worked to fulfill the obligations of the period equal to the period of receipt of the maternity and/or paternity subsidy. Periods of unpaid leave during the worker's return to work will not count as time worked, but will interrupt the period of labor obligations for a period equal to the period of receipt of maternity and/or paternity aid without triggering the provisions of art. recovery.
  • A.II.6.5.5The maternity and/or paternity subsidy to which an executive is entitled, as specified in subsections A.II.6.2 and A.II.6.3, is limited to that provided for in the SUB Plan, and will not be reimbursed to an executive in amounts that are obliged to repay in accordance with theEmployment Insurance Lawor the Québec Parental Insurance Plan.
  • A.II.6.5.6The weekly remuneration referred to in the SUB Plan is the remuneration to which the executive is entitled due to his substantive level; however, if on the day immediately prior to the beginning of the unpaid maternity or paternity leave, the executive has been working for at least 4 (four) months, the weekly rate is the rate he was charging on that day.
  • A.II.6.5.7An executive who does not meet the eligibility requirements of the Quebec Employment Insurance or Parental Insurance Plan for maternity, paternity, paternity or adoption benefits solely because of a concurrent entitlement to benefits under the disability insurance portion of the Long Term Public Service Administration Insurance (PSMIP) or theGovernment Official Compensation Law, is paid, for each week the executive would have received a maternity or paternity allowance if the executive had met the eligibility requirements, the difference between ninety-three percent (93%) of his weekly salary and the gross amount of the your weekly disability benefit.
  • A.II.6.5.8Unpaid maternity and paternity leave counts towards the calculation of the service for the purpose of calculating compensation for dismissal and holidays.

• A.II.7.1leave without paying
  • A.II.7.1.1The executive is entitled to leave without pay to take care of a family member, provided that:
    • A.II.7.1.1.1The executive notifies the hierarchical superior at least 4 (four) weeks in advance of the start date of said leave, unless such notification cannot be made due to urgency or unforeseeable circumstances;
    • A.II.7.1.1.2Leave is for a period of at least three (3) weeks; It is
    • A.II.7.1.1.3The total leave granted pursuant to this clause does not exceed five (5) years during the total period of employment of an executive in the central public administration.
• A.II.7.2Family leave count for service
  • A.II.7.2.1For purposes of calculating the right to vacation and severance pay, only the first 3 (three) months of leave for family assistance are counted as a service.

• A.II.8.1An executive who provides proof to his employer that he is receiving or expecting employment insurance (EI) benefits for compassionate care benefits, child family caregiver benefits, and/or adult family caregiver benefits may receive unpaid leave while receiving or expecting these benefits.
• A.II.8.2Leave without pay may not exceed twenty-six (26) weeks for compassionate care benefits, thirty-five (35) weeks for child family caregiver benefits and fifteen (15) weeks for child family caregiver benefits. adults, plus any waiting period.
• A.II.8.3When notified, an employee expecting benefits must provide the employer with proof that the claim for EI Compassionate Care benefits, Child Family Caregiver benefits, and/or Adult Family Caregiver benefits has been accepted.
• A.II.8.4When an employee is notified that their claim for EI Compassionate Care Benefits, Child Family Caregiver Benefits and/or Adult Family Caregiver Benefits has been denied, the above no longer applies.
• A.II.8.5Leave granted under the terms of this clause will count towards the calculation of “continued work” for the calculation of severance pay and “service” for the calculation of vacations. The time dedicated to this leave will count towards the salary increase.

• A.II.9.1For purposes of this clause, domestic violence is any form of abuse or neglect that an executive or an executive's child suffers by someone with whom the executive is or has been in an intimate relationship.
• A.II.9.2Upon request, an executive victim of domestic violence or parent of a dependent child victim of domestic violence by someone with whom the executive has or has had an intimate relationship will be issued a domestic violence license to allow the executive, with respect to such violence:
  • A.II.9.2.1seeking care and/or support for yourself or your dependent children in connection with a physical or psychological injury or disability;
  • A.II.9.2.2obtain services from an organization that provides services to people subject to domestic violence;
  • A.II.9.2.3get professional advice;
  • A.II.9.2.4move temporarily or permanently; O
  • A.II.9.2.5to seek legal or law enforcement assistance or to prepare for or participate in any civil or criminal legal proceeding.
• A.II.9.3The total paid leave for domestic violence that may be granted pursuant to this clause shall not exceed seventy-five (75) hours in a fiscal year.
• A.II.9.4The Employer may, in writing and no later than fifteen (15) days after an executive returns to work, request that the executive provide documentation to substantiate the reasons for leave. The executive will provide this documentation only if it is reasonably practicable for them to obtain and provide it.
• A.II.9.5An executive is not entitled to domestic violence leave if he is charged with a crime related to that act or if it is probable, given the circumstances, that the executive committed that act.

• A.II.10.1Executives are entitled to paid leave to:
  • A.II.10.1.1Legal Service; It is
  • A.II.10.1.2Appear before any body authorized by law to oblige the hearing of witnesses, when summoned or subpoenaed to do so.

• A.II.11.1Executives may enjoy exceptional leave with remuneration, as deemed appropriate by the managing director, for a period of up to 5 (five) days in 1 (one) fiscal year.
• A.II.11.2In exceptional cases, the deputy director may grant exceptional leave with maturity for a period longer than 5 (five) days referred to in sub-item A.II.11.1. The request for said license must be substantiated.
• A.II.11.3Leave granted as exceptional paid leave may be carried over to the next fiscal year and must be used within six (6) months of grant.

• A.II.12.1When a member of the executive's family dies, the executive is entitled to paid leave for as long as the delegated manager deems appropriate.
• A.II.12.2An officer shall be entitled to bereavement leave for a person standing in the place of a relative of the officer, whether or not there is a degree of consanguinity between that person and the officer, only once during the officer's total period of employment in public service. .

• A.II.13.1With the approval of the Deputy Chief, an executive is entitled to leave without pay for any purpose not specified in this policy. Examples where such leave may be granted include assignments in an international organization or to accept an appointment in the office of minister.
• A.II.13.2Special leave count without fee for service
  • A.II.13.2.1For the purpose of calculating the right to vacation and severance pay:
    • A.II.13.2.1.1If the leave is primarily in the employee's interest, only the first three (3) months of special leave without pay are counted as service; It is
    • A.II.13.2.1.2If the leave is primarily in the interest of the department, the entire duration of the special leave without pay is counted as service.

• A.II.14.1The Deputy Director may approve professional development leave without pay for a period of up to one (1) year to conduct learning activities. This period may be extended by mutual agreement.
• A.II.14.2An executive on unpaid professional development leave is entitled to a subsidy in lieu of salary. This subsidy is normally up to 50% (fifty percent) of the executive's base salary. In exceptional circumstances, and depending on the degree to which the professional development license is considered directly related to the requirements of the organization, the subsidy may be in excess of fifty percent (50%) and up to one hundred percent (100%) of working hours executive . base salary. At the discretion of the Assistant Director, tuition fees and course material may also be partially or fully refunded.
• A.II.14.3The unpaid leave for professional development with salary bonus cannot exceed 24 (twenty-four) months in the executive's career.
• A.II.14.4The executive's professional development license may be authorized if the executive:
  • A.II.14.4.1He is a full-time indeterminate executive;
  • A.II.14.4.2Have at least 5 (five) years of experience in executive positions;
  • A.II.14.4.3Achieved results and demonstrated key leadership competencies in the two (2) years prior to applying for a professional development license;
  • A.II.14.4.4Demonstrates the value of the learning project; It is
  • A.II.14.4.5In the case of leave for professional development with subsidy in lieu of salary, he undertakes in writing, before the start of the leave, to return to the service of the department that issued the license or to a central public administration body for a period of no less than greater than 1.5 (five) decimals of the license granted.
• A.II.14.5If the executive does not successfully complete the learning activity or resume employment as provided in subsection A.II.14.4 above, other than death or termination, the executive will refund all allowances paid during the professional development leave. or the lowest amount determined by the Deputy Principal.
• A.II.14.6Unpaid professional development leave count for service
  • A.II.14.6.1For the purpose of calculating the right to vacation and severance pay:
    • A.II.14.6.1.1If the leave is primarily in the employee's interest, only the first three (3) months of special leave without pay are counted as service; It is
    • A.II.14.6.1.2If the leave is primarily in the interest of the department, the entire duration of the special leave without pay is counted as service.

• A.II.15.1At the executive's request, the delegated manager approves leave without pay for up to one (1) year if the executive's spouse or partner permanently moves, and for up to five (5) years if the spouse or partner temporarily moves and moves .
• A.II.15.2For the purpose of calculating the right to vacation and severance pay, only the first 3 (three) months of said leave are computed.

• A.II.16.1Employees agree to be designated as a condition of employment upon appointment (with the exception of interim appointments) or assignment to any position in the EX or LC occupational groups or DS-07A, DS-07B, or DS-08 levels.
• A.II.16.2Pursuant to subsection 1.5 of this guideline, employees whose substantive job title was at the EX-01, EX-02 or EX-03 level prior to April 1, 2020 are not subject to subsection A.II.16.1 until they are designated or appointed (with the exception of interim appointments) to another Executive Group position, or by April 1, 2022, whichever occurs first.
• A.II.16.3Employees whose substantial position is at the EX-04, EX-05 or LC-04 level agree to secondment as a condition of employment.
• A.II.16.4Pursuant to subsection 1.6 of this policy, employees whose substantive job title 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 a Appendix A, Part II, section 16, until seconded or appointed (with the exception of interim appointments) to another executive-level position within occupational groups EX or LC, levels DS-07A, DS-07B or DS-08, or by October January 1, 2023, whichever comes first.

• A.II.17.1Right
  • A.II.17.1.1Indeterminate executives and executives appointed for a fixed term are entitled to receive severance pay when they terminate their employment relationships due to resignation, death, termination of the employment contract during the probationary period or termination due to incapacity or incompetence.
  • A.II.17.1.2Executives earn one (1) week's pay for each year of service up to a maximum entitlement of twenty-eight (28) weeks.
    • A.II.17.1.2.1In the case of a partial year of service, pay is one (1) week's pay multiplied by the number of days of service divided by three hundred sixty-five (365) up to a maximum of twenty-eight (28) weeks.
    • A.II.17.1.2.2For 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.17.1.2.3In cases where executives cease to work due to termination of employment due to incompetence, the executive must have completed more than ten (10) full years of service to receive one (1) week's pay for each full year of service, up to a maximum of twenty-eight (28) weeks.
    • A.II.17.1.2.4The maximum entitlement of twenty-eight (28) weeks of pay is reduced by the number of weeks of severance, retirement leave or cash bonus in lieu of previously paid retirement leave.
• A.II.17.2Voluntary dismissal from the core of public administration
  • A.II.17.2.1An executive who resigns or withdraws from the core public service will receive all benefits for years of service the executive accrued prior to October 1, 2011, unless these amounts were previously paid.

• A.II.18.1Executives may be entitled to other benefits at the employer's expense.

• A.III.1.1Part-time executives are entitled to the elements of this part. Items are prorated for thirty-seven decimal five (37.5) hours.
• A.III.1.2Executives holding non-executive positions are not entitled to the elements of this part.

• A.III.2.1A full-time executive employed as a contingent worker is entitled to be paid for a statutory holiday, provided he or she is not on unpaid leave the business day before and the business day following the holiday.
• A.III.2.2A part-time executive employed as a casual worker receives a bonus of four decimal places, two and five percent (4.25%) of all hours worked in lieu of statutory vacation.

• A.III.3.1An executive employed as a casual worker is not entitled to paid leave. The amount of 4% (four percent) of the salary is paid when the executive stops working as a casual worker.

• A.III.4.1An executive employed as a casual worker earns sick leave credits at the rate of one-quarter (11/4) days for each month the executive is employed as a casual worker and receives at least ten (10) days of pay. However, the executive employed as a casual worker is not entitled to use these sick leave credits earned while employed as a casual worker. If the executive employed as a temporary worker becomes an employee of the central public administration, the executive may transfer the sick leave credits obtained while employed as a temporary worker.

• A.III.5.1An executive employed as a casual worker receives paid leave to:
  • A.III.5.1.1Legal Service; It is
  • A.III.5.1.2Appear before any body authorized by law to oblige the hearing of witnesses, when summoned or subpoenaed to do so.

• A.III.6.1When a family member of an executive employed as a casual worker dies, the executive employed as a casual worker is entitled to bereavement leave for as long as the managing director deems appropriate. Said leave is without pay for the first three (3) months of continuous employment and with pay after the executive employed as a casual worker completes three (3) months of continuous employment.

• A.III.7.1The following executive compensation items that apply to executives covered by Appendix A, Part II do not apply to executives employed as casual workers:
  • A.II.3 Personal license
  • A.II.6 Exceedance due to family responsibilities
  • A.II.7 Care with family leave
  • A.II.11 Exceptional leave with pay
  • A.II.13 Special leave without pay (discretionary)
  • A.II.14 Leave for professional development without pay (discretionary)
  • A.II.15 Leave due to transfer of spouse or common-law marriage (mandatory)
  • A.II.17 Compensation
• A.III.7.2Executives employed as casual workers are not subject to Appendix B.

• B.1.1The performance review determines executives' access to pay-for-performance and salary movement within range. Information on performance appraisals can be found atPerformance and Talent Management Guideline for Managers.
• B.1.2The Deputy Chief cannot authorize pay for performance and salary movement within range in the absence of a full performance review.
• B.1.3Pay for performance and salary movement within the band are paid against the previous performance review period.

• B.2.1Departmental reference levels are set to include a value for moving wages within the range. In addition, baseline levels include a budget for pay-for-performance as a percentage of executive payroll as of March 31, as published periodically by the Office of the Chief Human Resources Officer (OCHRO).
• B.2.2The budget for pay-for-performance cannot be exceeded, except in exceptional circumstances, such as when an exceptional result or achievement by the organization justifies increased spending and when overruns can be found at existing baseline levels. When these exceptional circumstances indicate the need to exceed the budget, the reason will be stated in the letter of certification signed by the Assistant Principal.

• B.3.1To be eligible for pay for performance and pay movement within the range, executive and non-executive appointees to executive roles must:
  • B.3.1.1Have a complete performance review as prescribed in thePerformance and Talent Management Guideline for Managers; y
  • B.3.1.2Have worked in a position subject toPerformance and Talent Management Guideline for Managersfor a period of 3 (three) consecutive months.

• B.4.1The salary progression of an executive within the salary range established for the position, up to the maximum, is influenced by how much the results were achieved, as well as by the way in which the main competences and values ​​of leadership and ethics were demonstrated.
• B.4.2Normal progression in the salary range would be five percent (5%) per annum, so a salary starting at the bottom of the range would reach the top of the range in three (3) years. Salary changes in the range of more than 5% (five percent) per year may be justified when the executive's performance has exceeded expectations.
• B.4.3An executive who has received a Level 0 (“failure to assess”) or Level 1 (“failure to deliver”) assessment on commitments is not eligible for in-band salary movement.
• B.4.4Salary movement within the range cannot result in a salary that exceeds the salary range maximum or the payment of a lump sum.

• B.5.1In addition to base pay, executives can earn performance pay each year. The Performance Pay consists of two (2) components, At Risk and Bonus, which must be earned again each year based on the eligibility requirements prescribed in Section B.3 and the requirements prescribed in this Section. The amount of pay-for-performance depends on the extent to which results were achieved, as well as how core competencies and values ​​of leadership and ethics were demonstrated.
• B.5.2An executive who has received an in-band salary change is also eligible for performance pay. Executive salaries do not need to be in the maximum salary range for executives to receive performance pay.
• B.5.3A prerequisite for accessing pay-for-performance is that the executive has received at least one "least successful" performance rating (Level 2 and above). Pay for performance cannot be provided when the executive has received a performance rating of “cannot be evaluated” or “not met” (Level 0 or 1).
• B.5.4Performance pay, from zero to maximum, may be provided when an executive's performance is at least "negative success" (Level 2 or higher). If deemed appropriate, departments may not provide pay for performance for any classification level.
• B.5.5The bonus is granted only to executives who obtained an "exceeded" (Level 5) performance rating.
• B.5.6The individual maximum percentages of pay for performance established by OCHRO cannot be exceeded.

• B.6.1As of April 1, 2018, increases within the base salary range are rounded to the nearest dollar ($1).
• B.6.2Performance pay for meeting commitments is rounded to the nearest dollar ($1).

• B.7.1Salary movement within the range of fulfillment of commitments on receipt of advance:
  • B.7.1.1If the executive received at least a performance rating of "least successful" (Level 2 or higher), the executive is eligible for in-band salary movement when paid for performance;
  • B.7.1.2If the substantive executive job salary is below the maximum range for the substantive executive job, the substantive executive job salary is increased by the assigned percentage, and a new intermediate salary is calculated based on the new substantive job salary;
  • B.7.1.3If the executive's substantive salary is within his/her maximum salary range, or if the recalculation of the substantive salary in subsection B.7.1.2 does not result in a revised intermediate salary, the percentage awarded for meeting the Executive's Commitment shall be based on and applied to the intermediate salary to determine the new intermediate salary.
• B.7.2Pay-for-performance when receiving pay-for-performance:
  • B.7.2.1If the executive's performance rating is at least "Negative Success" (Level 2 or higher), the executive is eligible for performance pay while receiving performance pay;
  • B.7.2.2Pay for performance is based on the executive's interim job salary, before any increases are applied to the substantive job's base salary.

• B.8.1retirement or death
  • B.8.1.1Payment may be awarded for performance and salary movement within the range, provided the executive meets the eligibility requirements of section B.3 and provided that such payment or movement is prorated according to time spent performing the duties of the executive position.
  • B.8.1.2If an executive dies during the performance review period and is eligible for pay for performance and salary movement within the range, they must be paid to the designated beneficiary or estate of the executive.
• B.8.2language training
  • B.8.2.1An executive who is in full-time language training for nine (9) months or more of the performance review period and who receives a Level 3 (“success”) performance rating for diligent participation is eligible for salary movement within of the post, but not eligible for performance pay.
  • B.8.2.2An executive with full-time language training for less than three (3) consecutive months during the performance review period may be eligible for in-band salary movement and pay-for-performance during the performance review period, provided the executive has fulfilled the requirements of section B .3.
  • B.8.2.3An executive with 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.8.2.3.1Salary movement within range, taking into account the executive's performance while receiving language training (i.e., the executive receives a Level 3 performance rating for diligent participation) and while working in the role (i.e., the executive meets the requirements of section B.3) and
    • B.8.2.3.2Compensation prorated according to performance based on the time dedicated to carrying out the functions of the position, provided that the executive has fulfilled the requirements of item B.3. For greater certainty, an executive who receives full-time language training for three (3) or more consecutive months during the performance review period is not eligible for performance pay for time spent in full-time language training.
• B.8.3Executives assigned by Interchange Canada to organizations outside the central civil service are eligible for pay-for-performance and salary movement within the range.
• B.8.4Executives assigned to Interchange Canada outside the central civil service are not eligible for performance pay. Their compensation, pay for performance and salary movement within the range, if any, are determined by their home organizations.
• B.8.5Executives on leave with or without compensation throughout the performance review period are not entitled to within-band salary movement or performance compensation.
• B.8.6Paid or unpaid leave for part of the performance review period
  • B.8.6.1An executive who has been on leave with or without pay for less than three (3) consecutive months during the performance review period is eligible for pay for performance and salary movement within the range, provided the executive has met the requirements of section B .3.
  • B.8.6.2An executive who has been away with or without pay for three (3) or more consecutive months during the performance review period may be eligible for performance pay and salary movement within the time period worked, provided the executive has fulfilled the requirements requirements in section B.3. Compensation for performance and salary changes within the range are apportioned so that the period of leave is not taken into account because the executive did not carry out the functions of the position during the leave.
• B.8.7Salary Support Status
  • B.8.7.1The surplus of executives who are on salary maintenance after being appointed to executive positions with a maximum salary lower than the salary they received in their previous position and of non-executives appointed to executive positions with a maximum salary lower than the salary they received in their previous position:
    • B.8.7.1.1Demand performance agreements;
    • B.8.7.1.2Are not eligible to receive in-band salary movements; It is
    • B.8.7.1.3They are entitled to receive performance pay provided they have met the requirements of section B.3. Performance pay is calculated as a percentage of the maximum salary for the new role.
  • B.8.7.2When the executive's salary is within the new position's salary range and salary maintenance ends, within-range salary movement and performance pay may be granted, which will be paid as a percentage of the executive's salary rather than the executive's maximum salary. new charge.
  • B.8.7.3Executives on salary maintenance after being declared in surplus for the reasons listed in art.Appendix E, and who are subsequently appointed to a lower-level non-executive position while their salary is greater than the maximum salary for that lower-level position, are not subject to thePerformance and Talent Management Guideline for Managers.
• B.8.8Wage Protection Status
  • B.8.8.1Executives with salary protection status require a thorough performance review as prescribed in thePerformance and Talent Management Guideline for Managers.
  • B.8.8.2A salary-protected executive is eligible for salary movement within the range.
  • B.8.8.3A salary-protected executive in a non-executive position is not eligible to receive performance pay.
  • B.8.8.4A salary-protected executive in an executive position is eligible to receive performance pay. This award will be calculated as the lesser of:
    • B.8.8.4.1Percentage of the maximum salary range applicable to the level of the position held; any
    • B.8.8.4.2A percentage of protected earnings.
• B.8.9Seconded executives within the central public administration are eligible for pay for performance and salary movement within the range, provided they have met the requirements set out in section B.3.
• B.8.10Executives on special secondments are eligible for pay for performance and salary movement within the band, provided they have met the requirements of section B.3.
• B.8.11With the approval of the Deputy Director, executives who are declared surplus and who leave the core of public administration may be entitled to performance compensation, provided that the requirements set forth in item B.3 are met. Performance pay is prorated according to length of service.
• B.8.12Executives appointed for a specific term are eligible for pay for performance and salary movement in the rank, provided they have met the requirements set forth in Section B.3.
• B.8.13Promotion or reclassification during the performance review period
  • B.8.13.1promotion
    • B.8.13.1.1In cases where an executive is promoted to a new executive position in the middle of the performance review period, his performance in the previous position is considered for purposes of salary movement within range and compensation for performance in the new position.
  • B.8.13.2reclassification
    • B.8.13.2.1In cases where an executive was appointed to his or her reclassified executive position (at a higher or lower level) during the performance review period, performance at both levels is considered for purposes of within-band salary movement and pay-for-performance at end of period period. the performance review period.
    • B.8.13.2.2When the effective date is determined to be before the start of the performance review period, departments may provide pay movement within the retroactive range and pay for performance for up to one (1) year, provided there is a complete performance review as prescribed in thePerformance and Talent Management Guideline for Managers.
    • B.8.13.2.3When the executive has a performance contract (while in a position not subject to thePerformance and Talent Management Guideline for Managers), an assessment is made to determine whether trade-offs that reflect the reclassified executive role can be identified. Based on achieving results and demonstrating key leadership competencies, both in-band salary movement and pay-for-performance can be provided.
    • B.8.13.2.4The source of funds for delayed pay for performance and in-band salary movement are departmental reference levels.
• B.8.14Indefinite part-time executives are eligible for pay-for-performance and salary movement in rank, provided they have met the requirements set forth in Section B.3.
  • B.8.14.1Pay for performance and salary movement within the band are prorated according to the amount of time on the job.

• C.1.1The intent of a special deployment is to provide deputy chiefs with the flexibility to accommodate temporary operational requirements by quickly shifting executives to perform tasks that have not been classified. This addendum applies to executives at the following levels:
  • EX-01 a EX-05
  • LC-01 a LC-04
  • DS-07A, DS-07B e DS-08

• C.2.1Executive agreement for special secondment is not required if the executive agrees to secondment as a condition of employment in his current position under this directive.

• C.3.1Special deployments can be used to transfer executives to meet the following specific interim operational requirements:
  • C.3.1.1Carry out or participate in a specific temporary project that does not fit into the regular and continuous functions of the department;
  • C.3.1.2Increase the knowledge and skills of executives for the future benefit of both the executive and the central public administration;
  • C.3.1.3Facilitate sharing of program context, history, and direction; any
  • C.3.1.4Enable executives approaching retirement to apply their knowledge of department goals, programs, and procedures in a managerial or advisory role, and share their knowledge and experience to assist new or replacement executives.

• C.4.1A special deployment is initially for a period of up to two (2) years. In exceptional cases, deputy chiefs may extend the special secondment for up to one (1) additional year for a maximum of three (3) years in total.
• C.4.2Although a special exhibition can be modified, its total duration must not exceed the maximum duration of subsection C.4.1.

• C.5.1Except in cases of early retirement, special secondment cannot terminate the executive's employment relationship. Due to the temporary nature of special assignments, the intention (except in cases of early retirement) is the continuity of the executive's position.
• C.5.2The executive's indeterminate condition is safeguarded during the period in which he is on special secondment. Departments will not be able to declare surplus employees at the end of the special deployment.

• C.6.1An executive holding a position classified with an ADM title or other assistant director title prior to the special deployment may continue to use the ADM title during the special deployment.

• C.7.1All special deployments must be performed in accordance with the Finance CouncilOfficial Languages ​​Directive for Personnel Management and Official Languages ​​Law.

• C.8.1Departments establish individual records for each special deployment and provide these records to the Office of the Director of Human Resources upon request. Records must include the following information:
  • C.8.1.1Identification of the executive, including his substantive level;
  • C.8.1.2The reason for the special deployment;
  • C.8.1.3The start and end date of the special deployment and any extensions; It is
  • C.8.1.4Evidence that the executive was appointed or assigned to a classified position at the end of deployment or retired.

• D.1.1This rule comes into effect on April 1, 2020
• D.1.2This pattern replaces parts of theExecutive Compensation Guideline, dated July 16, 2007.

• D.2.1This standard provides details on the requirements set out in section 4 of theDirective on the terms and conditions of employment of executives.
• D.2.2The norms are as follows:
  • D.2.2.1The department provides the employee with an offer letter detailing:
    • D.2.2.1.1The job requirements, location, duration and conditions of the special deployment;
    • D.2.2.1.2That the executive's indeterminate condition will be safeguarded for the duration of the special secondment;
    • D.2.2.1.3The department's commitment to deploy or refer the executive to another position within the executive's group and level at the end of the special secondment, except when the executive is retiring;
    • D.2.2.1.4The executive's agreement to be seconded or appointed to a position classified in his substantive group and level at the end of the special secondment if that option is presented; It is
    • D.2.2.1.5The executive's eligibility for pay for performance and salary movement within the range as per Appendix B, Section B.3.
  • D.2.2.2The executive who accepts the special pre-retirement secondment must submit, together with the signed offer letter, a signed resignation letter effective immediately after the special secondment.

• E.1.1This appendix outlines the options available, as well as the actions taken by departments and executives, to facilitate an executive's career transition in situations of out-of-work, job interruption, or job or role transfer outside of these situations. the federal public administration indicated in Annexes I, IV or V of theFinancial Administration Law.
• E.1.2This addendum shall not be used in situations of demotion or termination of employment for unsatisfactory performance, discipline or demotion, or termination of employment for reasons other than disciplinary reasons (eg, medical incapacity).
• E.1.3This addendum is not intended for use in situations where an executive voluntarily terminates employment due to resignation or planned retirement.
• E.1.4All career transition agreements must be developed in accordance with theStandard on Career Transition Agreements.
• E.1.5Executives must be notified in writing when their executive position is declared redundant in accordance with theMandatory Procedures for Notification of Executives in a Career Transition Situation.

• E.2.1When an executive position is declared surplus, the executive has two (2) options:
  • E.2.1.1Option 1: leave the central public administration and look for a job elsewhere; any
  • E.2.1.2Option 2: Seek continued employment in the central public administration.
• E.2.2Option 1: Leave the central civil service and seek employment elsewhere
  • E.2.2.1The head of human resources develops a career transition agreement in accordance with Annex G of this guideline and in consultation with the Office of the Director of Human Resources.
  • E.2.2.2The deputy director must negotiate the departure date with the executive. The departure date should normally be adapted to the operational requirements of the department. A minimum period of 1 (one) month is recommended.
  • E.2.2.3An interim arrangement to accommodate an additional service or to facilitate permanent employment outside the main civil service can be negotiated as follows:
    • E.2.2.3.1A period of unpaid leave may be authorized to allow an executive who does not meet the age and service criteria under thePublic Service Retirement Lawaccrue additional service towards qualifying retirement. The executive can only contribute to the pension plan for a total of 5 (five) years of his career, while he is away without pay for personal reasons.
    • E.2.2.3.2Assignment to another job sector is made in accordance with theCanadian Foreign Exchange Directiveand authorized by the deputy chief.
      • E.2.2.3.2.1Prior to the commencement of Interchange Canada assignment, redundant executives must agree in writing to resign as of the date of termination from their primary government job and will only be eligible for their right of termination and payment of unused accrued vacation credits . . They will not be eligible for any of the monetary or non-monetary items that may be provided as part of a Career Transition Agreement.
      • E.2.2.3.2.2Executives terminated during Interchange Canada assignments are not eligible for priority rights for reintegration into the central civil service.
      • E.2.2.3.2.3Executives terminated during Interchange Canada assignments may be eligible, at the Deputy Chief's discretion, for performance pay during the last year of employment, as prescribed in Appendix B.
    • E.2.2.3.3Executives on unpaid leave (LWOP):
      • E.2.2.3.3.1You must inform the Deputy Chief in writing that you will no longer seek employment in the main civil service upon your return from LWOP;
      • E.2.2.3.3.2Those who choose this option are eligible for a career transition agreement designed in accordance with Appendix G, except that they are not eligible to negotiate a lump sum payment in lieu of a notice period;
      • E.2.2.3.3.3They are not eligible for this lump sum as they do not receive a salary. It is an inappropriate use of this addendum to terminate the license of executives and reappoint them expressly for the purpose of providing this lump sum payment in lieu of the notice period;
      • E.2.2.3.3.4You may waive and waive priority rights, if any; It is
      • E.2.2.3.3.5They are eligible to receive earned termination rights and a cash payment from accrued but unused vacation credits.
• E.2.3Option 2: Seek continued employment in the central public administration
  • E.2.3.1The deputy chief declares the executive surplus and gives formal written notice to the executive in accordance with theMandatory Procedures for Notification of Executives in a Career Transition Situation.
  • E.2.3.2The head of human resources must notify the Public Service Commission of Canada (PSC) of the executive surplus status as soon as possible.
  • E.2.3.3If the executive accepts the appointment to a position with a lower maximum salary, he will be subject to salary maintenance and other remuneration treatments described in Annex A, Part I.
  • E.2.3.4If the executive changes his mind and decides to leave the central civil service during the surplus period, the deputy head can negotiate a career transition agreement, taking into account the time already spent in the surplus situation. In such cases, the executive must resign (is not dismissed) and is not entitled to a 1 (one) year priority for appointment.
  • E.2.3.5Executives who wish to continue in their primary public administration job but are unable to find a new position will be terminated on the termination date indicated in the notice letter.
  • E.2.3.6Terminated executives are eligible to receive only severance and a cash payment from accrued but unused vacation credits. They may also be eligible for performance pay, provided they have met the requirements of Appendix B, section B.3.
  • E.2.3.7The dismissed executives will have 1 (one) year of preemptive right for their reintegration in the core of the public administration, under the terms of art.Public Service Employment Law.
  • E.2.3.8Executives on unpaid leave (LWOP):
    • E.2.3.8.1Inform the Assistant Director in writing that you will seek another job in Basic Public Administration upon your return from LWOP.
    • E.2.3.8.2If priority entitlement exists, the HR manager notifies the PSC of the executive's top priority status as soon as possible.
    • E.2.3.8.3The PSC manages 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.2.3.8.4If you are unable to find another job after a period of one (1) year from the date the executive returns from unpaid leave and notifies the department that you are available for work, the executive will be dismissed and may only receive your right to compensation and cash payment of accrued but unused vacation credits.
    • E.2.3.8.5The dismissed executives will have 1 (one) year of preemptive right for their reintegration in the core of the public administration, under the terms of art.Public Service Employment Law.
    • E.2.3.8.6Note on Executives on Temporary Leave:
      • E.2.3.8.6.1It may be appropriate to provide pay in lieu of a notice period for an executive who becomes redundant at the end of the unpaid leave period when the executive has left the LTOP with guaranteed return to the same role (for example, after returning from leave -maternity, or when the approved leave period is short and the executive position is not filled).
    • E.2.3.8.7Note on executives in LWOP to work for international organizations:
      • E.2.3.8.7.1Executives who accept assignments to further Canada's foreign policy objectives and/or represent Canada in international organizations must be assured of support for their reintegration into the central public service upon their return to Canada. Good human resource planning should ensure the reintegration of these executives at the end of these LWOP periods.
      • E.2.3.8.7.2If the procedure described in subsection E.2.3.8.7.1 is impossible, the Deputy Chief may offer the Executive a lump sum in lieu of the formal notice period up to a maximum of twenty-six (26) weeks from the Executive's return to Canada in exchange for his resignation from core public service. This fixed amount can only be awarded when there is a formal written agreement documenting the purpose of the license and the administration's endorsement of the international allocation.
      • E.2.3.8.7.3When an executive who is on LWOP to work with an international organization becomes redundant and voluntarily decides not to return to a position within the central public service at the end of the approved leave period, but to remain with that organization permanently, the executive will not be eligible for any paid notice period or paid in lieu of notice at the end of the approved license period. In these circumstances, the employee would resign in accordance with thePublic Service Employment Law, section 63, and the normal rights applicable to a voluntary waiver apply.
      • E.2.3.8.7.4Executives who wish to return to Canada and seek employment in the central civil service are covered under Option 2.

• F.1.1These procedures are effective April 1, 2020.
• F.1.2These procedures supersede Section 1 of Appendix B of theExecutive Career Transition Guideline, dated July 16, 2007.

• F.2.1These procedures provide details on the requirements set out inAppendix E(sections E.1.5 and E.2.3.1).
• F.2.2Mandatory procedures are as follows:
  • F.2.2.1The deputy holder must communicate in writing to the executive that his position has been declared superfluous;
  • F.2.2.2The letter of notice must inform the executive:
    • F.2.2.2.1The start and end dates of the overrun period;
    • F.2.2.2.2HeDirective on terms and conditions of employment for executivesand the options available to executives as described in Appendix E;
    • F.2.2.2.3Monetary and non-monetary items that can be offered to assist in the transition to employment within or outside the central government; It is
    • F.2.2.2.4The amount of time the executive has to respond to the department with his or her choice of option.
  • F.2.2.3The executive must have sufficient time to consider his personal circumstances and seek the necessary information to make a decision (economic and/or social security considerations, employment prospects, etc.) about the options described in Annex E.
  • F.2.2.4Executives on leave without pay (LWOP) must also be notified in writing if their position is declared redundant during the LWOP period. Procedures for executives whose position is declared surplus while in LWOP are described in Appendix E.

• G.1.1This rule takes effect on April 1, 2020.
• G.1.2This standard replaces Appendix C of theExecutive Career Transition Guideline, dated July 16, 2007.

• G.2.1This standard provides details on the requirements set out in subsection 4.1.2.2 of theDirective on terms and conditions of employment for executives.
• G.2.2The norms are as follows:
  • G.2.2.1Career transition agreements will only be negotiated in the following situations:
    • G.2.2.1.1For executives who opted to leave the core of public administration after removal from office due to lack of work or termination of function; any
    • G.2.2.1.2For executives who are included in the transfer of position or function outside the federal public administration entities mentioned in Annexes I, IV or V of theFinancial Administration Law.
  • G.2.2.2There are two (2) possible settlement packages:
    • G.2.2.2.1Monetary and non-cash settlements for those seeking employment outside the central public administration; any
    • G.2.2.2.2Cash arrangements only for those who will not seek employment outside the central public administration.
  • G.2.2.3Career transition agreements will not be negotiated in the following situations:
    • G.2.2.3.1Demotion or termination of employment for unsatisfactory performance or discipline, or demotion or termination of employment for reasons other than discipline (for example, due to illness, accident or disability);
    • G.2.2.3.2When an executive voluntarily leaves office due to resignation (other than the reasons described in subsection G.2.2.3.1) or planned retirement; any
    • G.2.2.3.3Where executives terminate their employment during or after completion of special deployments.
  • G.2.2.4Monetary and non-monetary arrangements (for those interested in seeking employment outside the central civil service) should be developed using one or all of the elements listed below:

    element number	item description	Considerations
    1.	A fixed pay typically between twenty-six (26) and thirty-two (32) weeks of the executive's weekly salary. The Deputy Chief may authorize payment of a lump sum up to a maximum of fifty-two (52) weeks of the Executive's weekly salary. Emexceptionalcircumstances, lump sum pay in excess of fifty-two (52) weeks of weekly pay may be offered to executives being terminated.	This is a payment in lieu of the executive continuing to work during a formal notice period. The following can be considered when determining the lump sum: personal or family circumstances; age; experience; Duration of service; eligibility for an unreduced pension entitlement; It is out of job prospects.
    2.	A lump sum payment in lieu of forfeited benefits of up to ten percent (10%) of annual salaryto allow the executive to purchase comparable private insurance coverage for medical and dental expenses.	It is determined based on the executive's individual circumstances. An executive who elects an immediate annuity upon termination and is therefore eligible for continued coverage under the retiree's medical and dental plans should receive a lower benefit than an executive who does not have this option.
    3.	One-off payment of up to thirty percent (30%) of annual salaryto compensate for the reduction in pensions.	Only available to executives who are eligible for an annual subsidy under thePublic Service Retirement Law(PSSA) and is not eligible for a pension exemption under the PSSA. Departments must take into account the size of pension reductions. An executive who would be subject to a five percent (5%) reduction should not receive a fixed thirty percent (30%) pay, while an executive subject to a greater reduction could receive a larger benefit.
    4.	One-time payment of up to fifteen percent (15%) of the executive's annual salary.	This amount is available when the executive forgoes financial advice, job search benefits, relocation advice, training, travel, relocation benefits, and all other non-cash items. This amount cannot be provided in combination with a lump sum payment in lieu of forfeited benefits or a waiver of actuarial pension reductions.
    5.	A waiver of actuarial pension reductions for age and service.	Only available to executives who may be eligible for pension exemptions under the PSSA and who meet the Treasury Board's additional requirements for pension exemptions. Service under pension transfer agreements or periods of prior service other than the public service that the executive is repurchasing will not be included in the service-based eligibility determination.
    6.	relocation advicefor executives seeking additional employment outside the central public administration, it shall not exceed twenty percent (20%) of the executive's salary. That twenty percent (20%) includes a training benefit of up to $7,000 to improve skills and increase placement opportunities.	The executive must participate in the selection of the company. The contract must be concluded between the department and the company and must be in accordance with theRecruitment Policy.
    7.	financial adviceto review the potential tax implications of settlement amounts.	This is for personal tax planning purposes in connection with contract arrangement, not to provide comprehensive investment advice and long-term estate planning. The executive must participate in the selection of the company. The contract must be concluded between the department and the company and must be in accordance with theRecruitment Policy.
    8.	Reasonable travel expenseswithin the provisions of the National Joint Council (NJC) Travel Directive.	It can be traded under the following conditions: The trip is pre-authorized and within the agreed deadlines; Travel is for interviews with non-essential utility employers who will not pay for travel expenses; It is Travel is incurred within one (1) year from the date of termination.
    9.	Reasonable relocation and billed real estate expenseswithin the provisions of the NJCrelocation policy.	It can be traded under the following conditions: Accept a firm offer with a non-central government employer if the costs are not borne by the new employer; The reallocation takes place within 1 (one) year; It is The threshold and deadlines are specified in the transition agreement.