Compensation plan management category (MG)

A.5.3 Part I – General provisions

A.5.3.1 Authority

A.5.3.1.1

This plan is authorized by the President, NRC.

A.5.3.2 Application

A.5.3.2.1

This plan applies to all employees, as defined in paragraph A.5.3.3.1 below.

A.5.3.2.2

For employees employed on less than a full-time basis, the benefits under this plan, unless otherwise specified, shall be prorated.

A.5.3.3 Definitions

A.5.3.3.1

For the purpose of this compensation plan:

continuous employment
has the same meaning as defined in Section 5.3, Terms and Conditions of Employment, of the Human Resources Manual;
Council
means the National Research Council Canada (NRC);
daily rate of pay
means the weekly rate of pay divided by five (5);
day of rest
means a day on which an employee, employed on a full-time basis, ordinarily is not required to perform duties other than by reason of being on leave of absence or on a designated paid holiday;
employee
means a person appointed to the NRC Management (MG) Category;
furlough
means the five (5) weeks' leave due an employee after 20 years of continuous employment. It applies only to Public Service Superannuation Act (PSSA) public servants who are subject to an enactment entitling them to furlough leave and who have had continuous employment commencing during the time they were under that enactment;
leave of absence
means authorized absence from duty;
overtime
means authorized work performed in excess of the standard hours of work of a full-time employee but does not include time worked on a holiday;
Public service
means the public service as defined by the Public Service Labour Relations Act (PSLRA) in Schedule I, Parts I and II;
President
means the President of NRC as defined in the National Research Council Act (NRCA);
PSSA public service
means the public service as defined by the Public Service Superannuation Act;
PSLRA
means Public Service Labour Relations Act;
second or subsequent day of rest
means the second or subsequent day in an unbroken series of consecutive and contiguous calendar days of rest;
sick leave
means permission to be absent from duty on account of sickness or injury;
weekly rate of pay
means the annual rate of pay divided by 52.176.

A.5.3.3.2

Except as otherwise provided in this compensation plan, the words used in this plan:

  1. if defined in the PSLRA, have the meaning given to them in the PSLRA; and
  2. if defined in the Interpretation Act, but not defined in the PSLRA, have the meaning given to them in the Interpretation Act.

A.5.3.4 Terms of employment

A.5.3.4.1

Compensation related terms and conditions of employment for employees in the MG category not covered by this compensation plan are included in the Human Resources Manual Section 5.3, Terms and Conditions of Employment. Copies of the Human Resources Manual are maintained in all institute/branch Administrative Offices, in branch libraries and in the Human Resources Branch (HRB).

A.5.3 Part II - Pay

A.5.3.4.2 Pay entitlement, ranges and administration

A.5.3.4.3

An employee shall be paid on a biweekly basis for services rendered at the appropriate rate of pay within the ranges approved by the President and promulgated in the NRC Rates of Pay Manual for the defined level of the employee. Pay ranges shall be administered in accordance with a merit pay plan approved by the President. (Refer to Appendix B)

A.5.3.4.4 Acting pay

A.5.3.4.5

The qualifying period for acting pay is 20 consecutive working days except in cases outlined in A.5.3.4.6. Rates of pay for acting assignments shall be determined in accordance with Appendix B.

A.5.3.4.6

In situations where an employee is acting in a position, in replacement of an employee participating in a language training program that is segmented into two or three week periods, the qualifying period for acting pay may be less than 20 consecutive working days if the total of such acting periods, over a period of 12 consecutive months, is not less than 8 weeks.

A.5.3.4.7

A non-management category employee required to substantially perform the duties of a management category position remains subject to his/her respective collective agreement or compensation plan in terms of determining eligibility for acting pay. During the acting period, the non-management category employee will remain subject to the non-salary terms and conditions of his/her substantive level.

A.5.3.4.8 Overtime

A.5.3.4.9

An employee is not entitled to payment for overtime (including work on a day of rest or on a holiday) or other conditions relating to hours of work, such as travel on a day of rest and travel on a holiday.

A.5.3.4.10 Meal allowance

A.5.3.4.11

An employee who works overtime beyond the normal meal period or who works at least three (3) hours on a day of rest or on a designated paid holiday may be reimbursed in accordance with the NRC Travel Regulations forout-of-pocket expenses for one (1) or more meals, depending upon the number of meal periods occurring in the overtime hours.

A.5.3.4.12

The working day of an employee shall commence and terminate each day at the hours fixed by NRC.

A.5.3.4.13

The standard daily and weekly hours of work for full-time employees shall be seven and one-half (7 1/2) and 37 1/2 respectively. NRC may prescribe for any full-time employee, standard daily and weekly hours of work other than those mentioned above, but the hours so prescribed shall not be less than 37 1/2 hours per week.

A.5.3.4.14 Hours of work in special circumstances

A.5.3.4.15

NRC may prescribe the hours of work of an employee where special circumstances or the nature of the work so require but, in such case, the hours of work prescribed by NRC shall:

  1. over any 52 week period, average not less than the standard weekly hours of work of that employee; or
  2. in any week, not exceed by more than eight (8) hours the standard weekly hours of that employee.

A.5.3.4.16 Remission or recovery of pay for advanced leave credits on termination of employment

A.5.3.4.17

Recovery of salary payments and allowances, from any monies payable to an employee after cessation of employment, shall take place when the employee ceases to be employed for a reason other than death after having been granted some type of leave other than vacation and sick leave but has not fulfilled the conditions under which the leave was granted.

A.5.3.4.18 Transportation to and from work

A.5.3.4.19

Where an employee is required to return to work or remain at work after normal public transportation services have been suspended for the night, the use of a taxi or the payment of mileage allowance shall be authorized from the employee's residence to the workplace and return if necessary.

A.5.3 Part III – Leave provisions

A.5.3.4.20 Vacation leave

A.5.3.4.21

  1. For the purposes of paragraphs A.5.3.4.20 to A.5.3.4.26 inclusive, all service within the public service, whether continuous or discontinuous, shall count toward vacation leave entitlements except where a person has performed duties of a casual nature as defined in the Human Resources Manual and/or who on leaving the public service takes or has taken severance pay, retiring leave or a cash gratuity in lieu of retiring leave. However, the above exception shall not apply to an employee who receives severance pay on lay-off and is re-appointed to the public service or NRC within one (1) year following the date of lay-off.
  2. For the purpose of paragraph A.5.3.4.23, at the President’s discretion, service can also include private sector service, university service or service in other levels of government.

A.5.3.4.22

An employee earns annual vacation leave at a specified rate for each calendar month during which the employee was entitled to 10 days' pay. Employees are encouraged to take their vacation leave in the fiscal year in which it is earned.

A.5.3.4.23

The specified rate shall be:

  1. one and two-thirds (1 2/3) days per month;
  2. two and one-twelfth (2 1/12) days per month beginning the first month following the earliest attainment of:
    • 10 years' service in the MG category or equivalent as defined in Appendix A;
    • 15 years' service of which five (5) or more are MG category service or equivalent as defined in Appendix A; or
    • 20 years' service;
       
  3. two and one half (2 1/2) days per calendar month commencing with the month in which the employee's 28th anniversary of service occurs;
  4. notwithstanding b) and c) above, where an employee has completed 20 or more years of service in the MG category or equivalent as defined in Appendix A, the employee shall earn vacation leave at the rate identified in c) above;
  5. should the above rate be lower than the one the employee was entitled to prior to being appointed to the MG category, his former rate will apply.

A.5.3.4.24

An employee's earned vacation leave credits will be reduced by five-twelfths (5/12) of a day per month during the period between the employee's 20th and 25th anniversary of continuous service if the employee is entitled to or is granted furlough leave (see definition).

A.5.3.4.25

Annual vacation leave shall be taken at such time as NRC may specify.

A.5.3.4.26

Where an employee has been granted leave of absence without pay and, during that leave, was appointed to the public service, other than NRC for a fixed term, NRC, when the employee resumes duties, may grant that employee leave of absence with pay for the number of days' vacation leave that employee earned but was not granted during the fixed term of employment.

A.5.3.4.27 Advance pay for vacation

A.5.3.4.28

An employee shall be granted advance payment of estimated net salary for vacation periods of two (2) or more complete weeks if that employee's written request is received at least six (6) weeks prior to the last pay day before that employee's vacation leave commences. Any overpayment in respect of such pay advances shall be a first charge against any subsequent pay entitlements and shall be recovered in full before any further payment of salary.

A.5.3.4.29

An employee who is recalled to duty from vacation or furlough leave, or whose vacation or furlough leave is cancelled without notice, shall be reimbursed for reasonable expenses incurred by such recall or cancellation as follows:

  1. in accordance with provisions of the NRC Travel Regulations for proceeding to the employee's place of duty, and returning to the place whence the employee was recalled provided that the employee immediately resumes vacation upon completing the assignment for which the employee was recalled;
  2. on receipt of vouchers, reasonable charges resulting from cancellation of reservations held by that employee in connection with that employee's interrupted vacation.

A.5.3.4.30 Vacation leave carry-over provisions

A.5.3.4.31

Effective 1 October 2009

A.5.3.4.32

Employees shall be entitled to carry earned but unused vacation credits over into the following fiscal year to a maximum of two hundred sixty-two decimal five (262.5) hours leave. The 262.5 hours limit may only be exceeded where the Council cancels a previously scheduled period of vacation leave and reschedules the excess for use at a later date or where the employee was unable to schedule vacation leave based on a request from the responsible Vice-President (VP).

A.5.3.4.33

Earned but unused vacation leave credits in excess of the 262.5 hours shall be compensated monetarily at the end of the fiscal year and shall be calculated from the employee’s substantive base salary on March 31 (Does not include performance awards and bonuses).

A.5.3.4.34

Notwithstanding paragraphs A.5.3.4.32 and A.5.3.4.33, if on October 1, 2009 or on the date of appointment to an MG position, if after that date, an employee has more than two hundred sixty-two decimal five (262.5) hours of unused vacation leave credits, a minimum of seventy five (75) hours per year shall be granted or paid in cash by March 31st of each year, commencing on March 31, 2010 until all vacation leave credits in excess of two hundred sixty-two decimal five (262.5) hours have been liquidated.

A.5.3.4.35

Payment shall be in one installment per year and shall be calculated from the employee’s substantive base salary on March 31 (Does not include performance awards and bonuses).

A.5.3.4.36 Liquidation of vacation Leave

A.5.3.4.37

Upon application by the employee and at the discretion of the Council, earned but unused vacation leave credits may be liquidated monetarily and shall be calculated from the employee’s substantive base salary.

A.5.3.4.38 Leave records

A.5.3.4.39

Employees should ensure that accurate records of vacation and furlough leave are maintained so that NRC may authorize cash payments for accumulated leave credits on termination of employment or death.

A.5.3.4.40 Sick leave credits

A.5.3.4.41

An employee shall earn sick leave credits at the rate of one and one-quarter (1 1/4) days for each month in which that employee is entitled to 10 days' pay.

A.5.3.4.42

A person on appointment to or return to NRC service who:

  • entered NRC service from another portion of the PSSA public service and the previous employment and employment in NRC service constitute continuous employment; or
  • was an employee on leave without pay for the purpose of undertaking employment in the PSSA public service other than NRC service,

    shall be deemed to have earned in NRC service the sick leave credits earned but not granted during the previous PSSA public service employment. Where in the employment in the PSSA public service there was no provision for the earning of sick leave credits or no record exists of the amount of sick leave credits earned, that person shall be deemed to have earned one-third (1/3) of the sick leave credits that would have been earned had the employment in the PSSA public service been in NRC service.

A.5.3.4.43 Sick leave - discretionary

A.5.3.4.44

Where NRC is satisfied that an employee is unable to perform the assigned duties because of sickness or injury, NRC may grant that employee, for a total period not in excess of three (3) years:

  • sick leave to the extent that such leave has been earned by the employee in accordance with this plan;
  • up to 130 working days' sick leave with pay in the case of illness prior to the accumulation of sufficient sick leave credits or following the exhaustion of sick leave credits. The amount of leave so granted shall not be recovered from future sick leave credits. This benefit should be granted only once during the public service career of an employee but, in exceptional circumstances, it may be in the public interest to grant this benefit in the event of a second prolonged illness;
  • leave of absence without pay where the employee has earned no sick leave or has exhausted all sick leave credits.

A.5.3.4.45 Special leave

A.5.3.4.46

NRC may grant an employee special leave with pay not otherwise provided for in these terms and conditions of employment in whatever amount NRC considers appropriate.

A.5.3.4.47 Medical appointments for pregnant employees

A.5.3.4.48

Up to half a day of reasonable time off with pay will be granted to pregnant employees for the purpose of attending routine medical appointments.

A.5.3.4.49

Where a series of continuing appointments are necessary for the treatment of a particular condition relating to the pregnancy, absences shall be charged to sick leave.

A.5.3.4.50 Maternity leave without pay

A.5.3.4.51

An employee who becomes pregnant shall, upon request, be granted maternity leave without pay for a period beginning before, on or after the termination date of pregnancy and ending not later than seventeen (17) weeks after the termination date of pregnancy.

A.5.3.4.52

Notwithstanding sub-clause A.5.3.4.51 above:

A.5.3.4.53

where the employee’s new-born child is hospitalized within the period defined in sub-clause A.5.3.4.51 above;

and

A.5.3.4.54

where the employee has proceeded on maternity leave without pay and then, upon request and with the concurrence of the Council, returns to work for all or part of the period during which her new-born child is hospitalized;

the period of maternity leave without pay defined in sub-clause A.5.3.4.51 above may be extended beyond the date falling seventeen (17) weeks after the date of termination of pregnancy by a period equal to that portion of the period of the child’s hospitalization during which the employee returned to work, to a maximum of seventeen (17) weeks.

A.5.3.4.55

The extension described in sub-clause A.5.3.4.52 above shall end not later than fifty-two (52) weeks after the termination date of pregnancy.

A.5.3.4.56

At its discretion, the Council may require an employee to submit a medical certificate certifying pregnancy.

A.5.3.4.57

An employee who has not commenced maternity leave without pay may elect to:

A.5.3.4.58

use earned vacation and compensatory leave credits up to and beyond the date that her pregnancy terminates;

A.5.3.4.59

use her sick leave credits up to and beyond the date that her pregnancy terminates, subject to the provisions set out in the Sick Leave Article. For purposes of this clause, illness or injury as defined in the Sick Leave Article shall include medical disability related to pregnancy.

A.5.3.4.60

An employee shall inform the Council in writing of her plans for taking leave with and without pay to cover her absence from work due to the pregnancy at least four (4) weeks in advance of the initial date of continuous leave of absence during which termination of pregnancy is expected to occur.

A.5.3.4.61

Leave granted under this clause shall be counted for the calculation of “continuous employment” or “service” as applicable for the purpose of calculating severance pay and vacation leave. Time spent on such leave shall be counted for pay increment purposes.

A.5.3.4.62 Maternity allowance

A.5.3.4.63

An employee who has been granted maternity leave without pay shall be paid a maternity allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraph A.5.3.4.68 to A.5.3.4.79, provided that she:

A.5.3.4.64

has completed six (6) months of continuous employment before the commencement of maternity leave without pay,

A.5.3.4.65

provides the Council with proof that she has applied for and is in receipt of pregnancy benefits pursuant to Section 22 of the Employment Insurance Act in respect of insurable employment with the Council,

and

A.5.3.4.66

has signed an agreement with the Council stating that:

  1. she will return to work on the expiry date of her maternity leave without pay, unless this date is modified with the Council's consent;
  2. within eighteen (18) months of her return to work, as described in section (a), should she claim the full or only a portion of weeks of maternity allowance she is entitled to, she will work a number of hours paid at straight time calculated by multiplying the number of hours in the work week on which her maternity allowance was calculated by the number of weeks for which the allowance was paid;
  3. should she fail to return to work in accordance with section (a) with an Employer described in Schedule 1 of the Public Service Staff Relations Act, for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (b), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Council for the full amount of the maternity allowance she has received;
  4. should she return to work but fail to work the total number of hours as specified in section (b) with an Employer described in Schedule 1 of the Public Service Staff Relations Act, for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (b), or having become disabled as defined in the Public Service Superannuation Act, she will be indebted to the Council for an amount determined as follows:

    (allowance received) x (number of hours not workedfollowing her return to work)
    [total number of hours to beworked as specified in (b)]

    however, an employee whose specified period of employment expired and who is rehired by a Schedule 1 Employer of the Public Service Staff Relations Act within a period of five days or less is not indebted for the amount if her new period of employment is sufficient to meet the obligations specified in section (b).

A.5.3.4.67

For the purpose of sub-clause A.5.3.4.66 (b) and (d) periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but will extend the eighteen (18) month period referred to in sections A.5.3.4.66 (b) and (c).

A.5.3.4.68

Maternity allowance payments made in accordance with the SUB Plan will consist of the following:

A.5.3.4.69

where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance pregnancy benefits, ninety-three percent (93%) of her weekly rate of pay for each week of the waiting period, less any other monies earned during this period,

and

A.5.3.4.70

for each week that the employee receives a pregnancy benefit pursuant to Section 22 of the Employment Insurance Act , the difference between the gross weekly amount of the Employment Insurance pregnancy benefit she is eligible to receive and ninety-three percent (93%) of her weekly rate of pay less any other monies earned during this period which may result in a decrease in Employment Insurance benefits to which she would have been eligible if no extra monies had been earned during this period.

A.5.3.4.71

At the employee’s request, the payment referred to in subparagraph A.5.3.4.66 will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of Employment Insurance pregnancy benefits.

A.5.3.4.72

The maternity allowance to which an employee is entitled is limited to that provided in paragraph A.5.3.4.68 and an employee will not be reimbursed for any amount that she may be required to repay pursuant to the Employment Insurance Act.

A.5.3.4.73

The weekly rate of pay referred to in paragraph A.5.3.4.68 shall be:

A.5.3.4.74

for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of maternity leave without pay,

A.5.3.4.75

for an employee who has been employed on a part-time or on a combined full-time and part-time basis during the six (6) month period preceding the commencement of maternity leave, the rate obtained by multiplying the weekly rate of pay in subparagraph A.5.3.4.74 by the fraction obtained by dividing the employee’s straight time earnings by the straight time earnings the employee would have earned working full-time during such period.

A.5.3.4.76

The weekly rate of pay referred to in paragraph A.5.3.4.73 shall be the rate to which the employee is entitled for her substantive level to which she is appointed.

A.5.3.4.77

Notwithstanding paragraph A.5.3.4.76, and subject to subparagraph A.5.3.4.75, if on the day immediately preceding the commencement of maternity leave without pay an employee has been on an acting assignment for at least four (4) months, the weekly rate shall be the rate she was being paid on that day.

A.5.3.4.78

Where an employee becomes eligible for a pay increment or pay revision while in receipt of the maternity allowance, the allowance shall be adjusted accordingly.

A.5.3.4.79

Maternity allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.

A.5.3.4.80 Special maternity allowance for totally disabled employees

A.5.3.4.81

An employee who:

A.5.3.4.82

fails to satisfy the eligibility requirement specified in sub-clause A.5.3.4.65 solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or the Government Employees Compensation Act prevents her from receiving EI maternity benefits;

and

A.5.3.4.83

has satisfied all of the other eligibility criteria specified in sub-clause A.5.3.4.63 except A.5.3.4.65 and A.5.3.4.66;

shall be paid, in respect of each week of maternity allowance not received for the reason described in sub-clause A.5.3.4.82, the difference between ninety-three percent (93%) of her weekly rate of pay and the gross amount of her weekly disability benefit under the DI Plan, LTD Plan or via the Government Employees Compensation Act.

A.5.3.4.84

An employee shall be paid an allowance under this clause and under the Maternity Allowance clause for a combined period of no more than the number of weeks during which she would have been eligible for pregnancy benefits pursuant to section 22 of the EI Act had she not been disqualified from EI maternity benefits for the reasons described in sub-clause A.5.3.4.82 above.

A.5.3.4.85 Maternity-related reassignment or leave

A.5.3.4.86

An employee who is pregnant or nursing may, during the period from the beginning of pregnancy to the end of the twenty-fourth (24th) week following the birth, request the Council to modify her job functions or reassign her to another job if, by reason of the pregnancy or nursing, continuing any of her current functions may pose a risk to her health or that of the foetus or child.

A.5.3.4.87

An employee’s request under clause A.5.3.4.86 must be accompanied or followed as soon as possible by a medical certificate indicating the expected duration of the potential risk and the activities or conditions to avoid in order to eliminate the risk. Dependent upon the particular circumstances of the request, the Council may obtain an independent medical opinion.

A.5.3.4.88

An employee who has made a request under clause A.5.3.4.86 is entitled to continue in her current job while the Council examines her request, but, if the risk posed by continuing any of her job functions so requires, she is entitled to be immediately assigned alternative duties until such time as the Council:

A.5.3.4.89

modifies her job functions or reassigns her,

or

A.5.3.4.90

informs her in writing that it is not reasonably practicable to modify her job functions or reassign her.

A.5.3.4.91

Where reasonably practicable, the Council shall modify the employee’s job functions or reassign her.

A.5.3.4.92

Where the Council concludes that a modification of job functions or a reassignment that would avoid the activities or conditions indicated in the medical certificate is not reasonably practicable, the Council shall so inform the employee in writing and shall grant leave of absence without pay to the employee for the duration of the risk as indicated in the medical certificate. However, such leave shall end no later than twenty-four (24) weeks after the birth.

A.5.3.4.93

An employee whose job functions have been modified, who has been reassigned or who is on leave of absence shall give at least two (2) weeks notice in writing to the Council of any change in duration of the risk or the inability as indicated in the medical certificate, unless there is a valid reason why that notice cannot be given. Such notice must be accompanied by a new medical certificate.

A.5.3.4.94 Parental leave without pay

A.5.3.4.95

An employee who becomes a parent through the birth of a child (including the new-born child of a common-law spouse) or the adoption of a child below the age of majority shall, upon request, be granted parental leave without pay for a single period of up to thirty-five (35) consecutive weeks, or thirty-seven (37) consecutive weeks where the employee is subject to a waiting period referred to in A.5.3.4.114, in the fifty-two (52) week period beginning on or after the date of the child’s birth or the date of acceptance of custody of the child for adoption.

A.5.3.4.96

Notwithstanding paragraph A.5.3.4.95:

A.5.3.4.97

where the employee’s child is hospitalized within the period defined in the above paragraphs, and the employee has not yet proceeded on parental leave without pay,

or

A.5.3.4.98

where the employee has proceeded on parental leave without pay and then returns to work for all or part of the period during which his or her child is hospitalized,

A.5.3.4.99

the period of parental leave without pay specified in the original leave request may be extended by a period equal to that portion of the period of the child’s hospitalization during which the employee was not on parental leave. However, the extension shall end not later than fifty-two (52) weeks after the day on which the child comes into the employee’s care.

A.5.3.4.100

An employee who intends to request parental leave without pay shall notify the Council at least four (4) weeks in advance of the expected date of the birth of the employee’s child (including the child of a common-law spouse), or the date the child is expected to come into the employee’s care pursuant to paragraph A.5.3.4.95.

A.5.3.4.101

The Council may:

A.5.3.4.102

defer the commencement of parental leave without pay at the request of the employee;

A.5.3.4.103

grant the employee parental leave without pay with less than four (4) weeks’ notice;

A.5.3.4.104

require an employee to submit a birth certificate or proof of adoption of the child.

A.5.3.4.105

Parental leave without pay taken by a couple employed in the Public Service shall not exceed a total of thirty-five (35) weeks, or thirty-seven (37) weeks where they are subject to a waiting period referred to in A.5.3.4.114, for both individuals combined. For the purpose of this paragraph, Public Service means any portion of the Public Service of Canada specified in Schedule I of the Public Service Staff Relations Act.

A.5.3.4.106

Leave granted under this clause shall count for the calculation of "continuous employment" for the purpose of calculating severance pay and "service" for the purpose of calculating vacation leave. Time spent on such leave shall count for pay increment purposes.

A.5.3.4.107 Parental allowance

A.5.3.4.108

An employee who has been granted parental leave without pay shall be paid a parental allowance in accordance with the terms of the Supplemental Unemployment Benefit (SUB) Plan described in paragraphs A.5.3.4.113 to A.5.3.4.124, providing he or she:

A.5.3.4.109

has completed six (6) months of continuous employment before the commencement of parental leave without pay,

A.5.3.4.110

provides the Council with proof that he or she has applied for and is in receipt of parental benefits pursuant to Section 23 of the Employment Insurance Act in respect of insurable employment with the Council,

and

A.5.3.4.111

has signed an agreement with the Council stating that:

  1. the employee will return to work on the expiry date of his/her parental leave without pay, unless this date is modified with the Council's consent;
  2. within eighteen (18) months of his or her return to work, as described in section (a), should the employee claim the full or only a portion of weeks of parental allowance he/she is entitled to, the employee will work a number of hours paid at straight time calculated by multiplying the number of hours in the work week on which the parental allowance was calculated by the number of weeks for which the allowance was paid;
  3. should he or she fail to return to work in accordance with section (a) with an Employer described in Schedule 1 of the Public Service Staff Relations Act, for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (b), or having become disabled as defined in the Public Service Superannuation Act, he or she will be indebted to the Council for the full amount of the parental allowance he or she has received;
  4. should he or she return to work but fail to work the total number of hours as specified in section (b) with an Employer described in Schedule 1 of the Public Service Labour Relations Act, for reasons other than death, lay-off, early termination due to lack of work or discontinuance of a function of a specified period of employment that would have been sufficient to meet the obligations specified in section (b), or having become disabled as defined in the Public Service Superannuation Act, he or she will be indebted to the Council for an amount determined as follows:

    (allowance received) X (number of hours not workedfollowing his/her return to work)
    [total number of hours to beworked as specified in (b)]

    however, an employee whose specified period of employment expired and who is rehired by a Schedule 1 Employer of the Public Service Staff Relations Act within a period of five days or less is not indebted for the amount if his or her new period of employment is sufficient to meet the obligations specified in section (b).

A.5.3.4.112

For the purpose of sections A.5.3.4.111 (b) and (d), periods of leave with pay shall count as time worked. Periods of leave without pay during the employee’s return to work will not be counted as time worked but will extend the eighteen (18) month period referred to in section A.5.3.4.111 (b).

A.5.3.4.113

Parental Allowance payments made in accordance with the SUB Plan will consist of the following:

A.5.3.4.114

where an employee is subject to a waiting period of two (2) weeks before receiving Employment Insurance parental benefits, ninety-three per cent (93%) of his/her weekly rate of pay for each week of the waiting period, less any other monies earned during this period;

A.5.3.4.115

other than as provided in subparagraph A.5.3.4.116 below, for each week in respect of which the employee receives parental benefits pursuant to Section 23 of the Employment Insurance Act, the difference between the gross weekly amount of the Employment Insurance parental benefits he or she is eligible to receive and ninety-three per cent (93%) of his or her weekly rate of pay less any other monies earned during this period;

A.5.3.4.116

where the employee becomes entitled to an extension of parental benefits pursuant to Subsection 12(7) of the Employment Insurance Act, the parental allowance payable under the SUB Plan described in subparagraph A.5.3.4.115 will be extended by the number of weeks of extended benefits which the employee receives under Subsection 12(7) of the EI Act.

A.5.3.4.117

At the employee’s request, the payment referred to in subparagraph A.5.3.4.114 will be estimated and advanced to the employee. Adjustments will be made once the employee provides proof of receipt of EI parental benefits.

A.5.3.4.118

The parental allowance to which an employee is entitled is limited to that provided in paragraph A.5.3.4.113 and an employee will not be reimbursed for any amount that he or she is required to repay pursuant to the Employment Insurance Act.

A.5.3.4.119

The weekly rate of pay referred to in paragraph A.5.3.4.113 shall be:

A.5.3.4.120

for a full-time employee, the employee’s weekly rate of pay on the day immediately preceding the commencement of maternity or parental leave without pay;

A.5.3.4.121

for an employee who has been employed on a part-time or on a combined full time and part-time basis during the six (6) month period preceding the commencement of maternity or parental leave without pay, the rate obtained by multiplying the weekly rate of pay in subparagraph A.5.3.4.120 by the fraction obtained by dividing the employee’s straight time earnings by the straight time earnings the employee would have earned working full time during such period.

A.5.3.4.122

The weekly rate of pay referred to in paragraph A.5.3.4.119 shall be the rate to which the employee is entitled for the substantive level to which she or he is appointed.

A.5.3.4.123

Notwithstanding paragraph A.5.3.4.122, and subject to subparagraph A.5.3.4.121, if on the day immediately preceding the commencement of parental leave without pay an employee is performing an acting assignment for at least four (4) months, the weekly rate shall be the rate the employee was being paid on that day.

A.5.3.4.124

Where an employee becomes eligible for a pay increment or pay revision while in receipt of parental allowance, the allowance shall be adjusted accordingly.

A.5.3.4.125

Parental allowance payments made under the SUB Plan will neither reduce nor increase an employee’s deferred remuneration or severance pay.

A.5.3.4.126 Special parental allowance for totally disabled employees

A.5.3.4.127

An employee who:

A.5.3.4.128

fails to satisfy the eligibility requirement specified in sub-clause A.5.3.4.110 solely because a concurrent entitlement to benefits under the Disability Insurance (DI) Plan, the Long-term Disability (LTD) Insurance portion of the Public Service Management Insurance Plan (PSMIP) or via the Government Employees Compensation Act prevents the employee from receiving EI parental benefits;

and

A.5.3.4.129

has satisfied all of the other eligibility criteria specified in sub-clause A.5.3.4.108 except sub-clauses A.5.3.4.110 and A.5.3.4.111 shall be paid, in respect of each week of benefits under the parental allowance not received for the reason described in sub-clause A.5.3.4.128, the difference between ninety-three per cent (93%) of the employee’s rate of pay and the gross amount of his or her weekly disability benefit under the DI Plan, the LTD Plan or via the Government Employees Compensation Act.

A.5.3.4.130

An employee shall be paid an allowance under this clause and under the Parental Allowance for a combined period of no more than the number of weeks during which the employee would have been eligible for parental benefits pursuant to section 23 of the EI Act, had the employee not been disqualified from EI parental benefits for the reasons described in sub-clause A.5.3.4.129 above.

A.5.3.4.131 Leave without pay for the care and nurturing of pre-school age children

A.5.3.4.132

An employee shall be granted leave without pay for the care and nurturing of the employee's pre-school age children (including children of common-law spouse) in accordance with the following conditions:

A.5.3.4.133

an employee shall notify the Council in writing four (4) weeks in advance of the commencement date of such leave, unless because of an urgent or unforeseeable circumstance such notice cannot be given;

A.5.3.4.134

leave granted under this sub-clause shall be for a minimum period of six (6) weeks;

A.5.3.4.135

the total leave granted under this sub-clause shall not exceed (5) years during an employee's total period of employment in the Public Service;

A.5.3.4.136

such leave shall be deducted for the calculation of "continuous employment" or "service" as applicable for the purposes of calculating severance pay and vacation leave;

A.5.3.4.137

time spent on such leave shall not be counted for pay increment purposes.

A.5.3.4.138 Leave with pay for family related responsibilities

A.5.3.4.139

For the purpose of this clause, family is defined as spouse, (or common-law spouse resident with the employee), dependent children (including children of legal or common-law spouse), parents (including step-parents or foster parents). Any relative permanently residing in the employee's household or with whom the employee permanently resides shall also be considered family.

A.5.3.4.140

The Council shall grant leave with pay under the following circumstances:

A.5.3.4.141

an employee is expected to make a reasonable effort to schedule medical or dental appointments for dependent family members to minimize or preclude his/her absence from work. However, when alternate arrangements are not possible an employee shall be granted up to one (1) day for a medical or dental appointment when the dependent family member is incapable of attending the appointment by himself or herself, or for appointments with appropriate authorities in schools or adoption agencies. An employee requesting leave under this provision must notify his/her supervisor of the appointment as far in advance as possible.

A.5.3.4.142

To provide for the immediate and temporary care of a sick member of the employee's family and to provide an employee with time to make alternate care arrangements where the illness is of a longer duration.

A.5.3.4.143

One (1) day's leave with pay for needs directly related to the birth or to the adoption of the employee's child. This leave may be divided into two (2) periods and granted on separate days.

A.5.3.4.144

The total leave with pay which may be granted under A.5.3.4.141, A.5.3.4.142 and A.5.3.4.143 shall not exceed five (5) days in a fiscal year.

A.5.3.4.145 Personal leave

A.5.3.4.146

Subject to operational requirements as determined by the Council and with an advance notice of at least five (5) working days, the employee shall be granted, in each fiscal year, one (1) day of leave with pay for reasons of a personal nature.

A.5.3.4.147

The leave shall be scheduled at a time convenient both to the employee and the Council. Nevertheless, the Council shall make every reasonable effort to grant the leave at such time as the employee may request.

A.5.3.4.148 Other leave with or without pay

A.5.3.4.149

At NRC's discretion, an employee may be granted leave with or without pay for purposes other than those specified in this plan.

A.5.3 Part IV - Benefits

A.5.3.4.150 Additional death benefit

A.5.3.4.151

Where an employee who is not a participant within the meaning of Part II of the Public Service Superannuation Act dies, after having been an employee for at least two (2) years, an amount equal to the employee's salary for two (2) months shall be paid:

  • to the surviving spouse; or
  • if there is no surviving spouse or NRC is of the opinion that the amount should not be paid to the surviving spouse, to such person as the Treasury Board determines.

A.5.3.4.152 Public service management insurance

A.5.3.4.153

NRC shall pay the full premium for:

  • Basic Life Insurance coverage equivalent to two (2) times the annual salary;
  • Accidental Death and Dismemberment Insurance coverage in the amount of $250,000;
  • Dependant’s Insurance in amounts specified in the plan; and
  • Post-retirement life insurance equal to final salary in the first year, 75% of final salary in the second year, 50% of final salary in the third year, and 25% of final salary thereafter for life.

A.5.3.4.154

An employee may apply to obtain at the employee's expense Supplementary Life Insurance equal to one (1) times the annual salary.

A.5.3.4.155 Long term disability insurance and group surgical-medical insurance plan

A.5.3.4.156

NRC shall pay full premium for:

  • Long Term Disability Insurance; and
  • supplementary coverage under the Group Surgical-Medical Insurance plan for employees and their families.

Part V – Penalties

A.5.3.4.157 Discipline

A.5.3.4.158

NRC may:

  • establish standards of discipline for employees;
  • prescribe, impose and vary or rescind, in whole or in part, the financial and other penalties, including suspension and discharge, that may be applied for breaches of discipline or misconduct by employees.

A.5.3 Part VI - Separation

A.5.3.4.159 Severance pay

A.5.3.4.160 General

A.5.3.4.161

For the purpose of determining the amount of severance pay to which an employee is entitled under A.5.3.4.159, the employee's years of continuous employment shall be reduced by any period of continuous employment in respect of which was granted severance pay, retiring leave, rehabilitation leave or a cash gratuity in lieu thereof by the Public Service, a federal crown corporation, the Canadian Armed Forces or the Royal Canadian Mounted Police.

A.5.3.4.162

Under no circumstances shall the maximum severance pay provided under A.5.3.4.159 be pyramided.

For greater certainty, payments made pursuant to A.5.3.4.182 to A.5.3.4.186 or similar provisions in other collective agreements and/or compensation plans shall be considered as a termination benefit for the administration of this clause. Effective 14 May 2012, these payments shall also be included in Workforce Adjustment (WFA) calculations with respect to the maximum total lay-off benefits to which a surplus employee is entitled under the NRC WFA Policy.

A.5.3.4.163

The weekly rate of pay referred to in A.5.3.4.159 shall be the weekly rate of pay to which the employee is entitled for his substantive classification on the date of the termination of his employment.

A.5.3.4.164 Lay-off

A.5.3.4.165

An employee who has one (1) year or more of continuous employment and who is laid off is entitled to be paid severance pay at the time of lay-off.

A.5.3.4.166

Subject to A.5.3.4.161, in the case of an employee who is laid-off for the first time, the amount of severance pay shall be two (2) weeks' pay for the first and one (1) week's pay for each succeeding complete year of continuous employment.

A.5.3.4.167

Subject to A.5.3.4.161, in the case of an employee who is laid-off for a second or subsequent time, the amount of severance pay shall be one (1) week's pay for each completed year of continuous employment less any period in respect of which the employee was granted severance pay under A.5.3.4.166 above.

Effective 2 October 2011, paragraphs A.5.3.4.168 through A.5.3.4.174 are deleted from the Compensation Plan.

A.5.3.4.168 Resignation

A.5.3.4.169

Subject to A.5.3.4.161 and A.5.3.4.170, an employee who has ten (10) or more years of continuous employment is entitled to be paid on resignation from the Council severance pay equal to the amount obtained by multiplying half of the employee's weekly rate of pay on the effective date of resignation by the number of completed years of continuous employment to a maximum of twenty-six (26), except that A.5.3.4.169 shall not apply to an employee who resigns to accept employment in the Public Service or a federal crown corporation that accepts the transfer of leave credits.

A.5.3.4.170 Retirement

A.5.3.4.171

Subject to A.5.3.4.161, on termination of employment,

A.5.3.4.172

  1. an employee who is entitled to an immediate annuity under the Public Service Superannuation Act , or when the employee is entitled to an immediate annual allowance under the Public Service Superannuation Act ,   or

A.5.3.4.173

  1. a part-time employee who regularly works twelve (12) or more hours per week but less than thirty (30) hours a week and who if the employee were a contributor under the Public Service Superannuation Act , would be entitled to an immediate annuity thereunder, or who would have been entitled to an immediate annual allowance if the employee were a contributor under the Public Service Superannuation Act ,

A.5.3.4.174

shall be paid a severance payment in respect of the employee's complete period of continuous employment, comprised of one (1) week's pay for each complete year of continuous employment and in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by 365, to a maximum of thirty (30) weeks' pay.

A.5.3.4.175 Death

A.5.3.4.176

Subject to A.5.3.4.161, regardless of any other benefit payable, if an employee dies, there shall be paid to the employee's estate a severance payment in respect of the employee's complete period of continuous employment, comprised of (1) week's pay for each complete year of continuous employment and in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by 365, to a maximum of thirty (30) weeks' pay.

A.5.3.4.177 Termination for cause non-disciplinary

A.5.3.4.178

  1. Subject to A.5.3.4.161, when an employee is released for incapacity, the amount of severance pay shall be one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks' pay;

A.5.3.4.179

  1. Subject to A.5.3.4.161, when an employee who has completed more than ten (10) years of continuous employment, is released for incompetence, the amount of severance pay shall be one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-eight (28) weeks' pay.

A.5.3.4.180 Rejection on probation

A.5.3.4.181

Subject to A.5.3.4.161, when an employee appointed to the continuing staff of NRC has completed more than one (1) year of continuous employment and ceases to be employed by reason of rejection during the probationary period, the employee shall be paid one (1) week's pay for each complete year of continuous employment with a maximum benefit of twenty-seven (27) weeks.

A.5.3.4.182 Severance termination

A.5.3.4.183

Subject to A.5.3.4.161 above, indeterminate employees on 2 October 2011 shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty five (365), to a maximum of thirty (30) weeks.

A.5.3.4.184

Subject to A.5.3.4.161 above, on October 2, 2011 term employees shall be entitled to a severance payment equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks.

A.5.3.4.185 Terms of payment for severance termination

Options

The amount to which an employee is entitled shall be paid, at the employee's discretion, either:

  1. as a single payment at the rate of pay of the employee's substantive position as of 2 October 2011, or
  2. as a single payment at the time of the employee's termination of employment from the Council, based on the rate of pay of the employee's substantive position at the date of termination of employment from the Council, or,
  3. as a combination of (a) and (b), pursuant to A.5.3.4.186(c).

A.5.3.4.186 Selection of option

  1. The Employer will advise the employee of his years of continuous employment no later than three (3) months following the date of 2 October 2011.
  2. The employee shall advise the Employer of the term of payment option selected within six (6) months from the date of 2 October 2011.
  3. The employee who opts for the option described in A.5.3.4.185(c) must specify the number of complete weeks to be paid out pursuant to A.5.3.4.185(a) and the remainder to be paid out pursuant to A.5.3.4.185(b).
  4. An employee who does not make a selection under A.5.3.4.186(b) will be deemed to have chosen option A.5.3.4.185(b).

A.5.3.4.187 Appointment from a different group

A.5.3.4.188

This clause applies in a situation where an employee is appointed into a position in the MG Compensation Plan from a position outside the MG Compensation Plan where, at the date of appointment, provisions similar to those in A.5.3.4.168 through A.5.3.4.174 are still in force, unless the appointment is only on an acting basis.

  1. Subject to A.5.3.4.160 through A.5.3.4.163 above, on the date an indeterminate employee becomes subject to this Compensation Plan after 2 October 2011, he shall be entitled to severance payment equal to one (1) week's pay for each complete year of continuous employment and, in the case of a partial year of continuous employment, one (1) week's pay multiplied by the number of days of continuous employment divided by three hundred and sixty five (365), to a maximum of thirty (30) weeks, based on the employee's rate of pay of his substantive position on the day preceding the appointment.
  2. Subject to A.5.3.4.160 through A.5.3.4.163 above, on the date a term employee becomes subject to this Compensation Plan after 2 October 2011, he shall be entitled to severance payment payable under A.5.3.4.185(b), equal to one (1) week's pay for each complete year of continuous employment, to a maximum of thirty (30) weeks, based on the employee's rate of pay of his substantive position on the day preceding the appointment.
  3. An employee entitled to a severance payment under sub-paragraph (a) or (b) shall have the same choice of options outlined in A.5.3.4.185, however the selection of which option must be made within three (3) months of being appointed to the MG Compensation Plan.

A.5.3.5 Appendix A

A.5.3.5.1 Equivalent groups and levels to nrc management category for vacation entitlements

Group Levels (s)
Deputy Minister (DM) 1,2,3
General Executive (GX)
Executive (EX) 1,2,3,4,5
Senior Management (SM)
Governor in Council (GIC) 1-11
Administrative Services (AS) 8
Commerce (CO) 4
Computer Systems Administration (CS) 5
Financial Administration (FI) 4
Foreign Service (FS) 3,4,5
Information Services (IS) 7
Organization and Methods (OM) 6
Personnel Administration (PE) 6,7
Program Administration (PM) 7
Purchasing and Supply (PG) 7
Translation (TR) 6
Welfare Programs (WP) 7
Actuarial Science (AC) 3
Agriculture (AG) 5,6
Architecture and Town Planning (AR) 7,8,9
Auditing (AU) 6,7
Biological (BI) 5,6
Chemistry (CH) 5,6
Defence Scientific Service (DS) 6,7,7A,7B,8
Dentistry (DE) 3,4
Education - Education Services (ED-EDS) 6,7
Engineering and Land Survey - Engineering (ENG-ENG) 6,7,8
Engineering and Land Survey - Survey (ENG-SUR) 6,7,8
Economics, Sociology and Statistics (ES) 7,8
Forestry (FO) 4,5
Historical Research (HR) 5
Law (LA) 2B,3A,3B,3C
Library Science (LS) 6
Mathematics - Chief Statistician (MA-CST) 1,2
Mathematics - Statistician (MA-STA) 5
Mathematics - Senior Statistician (MA-SRS) 1
Medicine - Medical Officer (MD-MOF) 4,5
Medicine - Medical Specialist (MD-MSP) 3
Meteorology (MT) 8,9
Nursing - Community Health Nursing (NU-CHN) 8
Nursing - Hospital Nursing (NU-HOS) 8
Physical Sciences (PC) 5,6
Pharmacy - Advisory and Regulatory (PH-ADR) 4
Psychology (PS) 5
Scientific Research - Research Manager (SE-REM) 2,3
Scientific Regulation (SG) 9,10
University Teaching (UT) 5,6,7
Veterinary Medicine (VM) 5,6
Air Traffic Control (AI) 8
Social Science Support (SI) 8
Technical Inspection (TI) 9
Research Officer (SRO-PRO)
Research Council Officer (RCO) 4,5
Note : At the President’s discretion, MG Category service or equivalent as defined in Appendix A can also include private sector service, university service or service in other levels of government, at the executive level.

A.5.3.6 Appendix B

A.5.3.6.1 Salary administration policy – management category

A.5.3.6.2 Rate on appointment to NRC

A.5.3.6.3

The starting salary for a person appointed from outside NRC normally shall be the minimum of the salary range for the level to which that person is appointed.

A.5.3.6.4

In certain instances, to compete with going rates in the private sector or to recognize experience and qualifications, NRC may recruit at a rate up to the maximum of the range for the particular level. A recruiting rate at or close to the maximum shall be offered only in exceptional circumstances.

A.5.3.6.5

On appointment, a one-time lump sum payment up to 10% of the maximum of the range for the level to which the person is appointed may be granted.

A.5.3.6.6

The lump sum payment is not considered salary for any purpose. It will not be used in calculating salary-related benefits such as insurances and superannuation, or for salary calculations on subsequent appointments.

A.5.3.6.7 Rate on appointment from another NRC group or on promotion within the MG category

A.5.3.6.8

On appointment to the MG group from within NRC, or on promotion from one level to a higher level within the MG Category, whether on a continuing or acting basis, an employee will normally receive a salary increase of at least 5 %, but not more than 15% of the maximum rate of pay for the level to which the employee is being appointed. Such percentage may be provided as a salary increase, or one time lump sum payment, or a combination thereof. Salary increases must be sufficient that at least the minimum of the applicable salary range is achieved and are capped by the maximum of the applicable salary range. The lump sum payment does not form part of the employee’s salary for any purpose.

A.5.3.6.9 Assignment at the samelevel within the management category

A.5.3.6.10

On an NRC requested deployment from one MG position to another at the same level, an employee may be provided with between 0% and 10% of the maximum rate of pay for the level. Such percentage may be provided as a salary increase, or one-time lump sum payment, or a combination thereof. Salary increases are capped by the maximum of the applicable salary range. The lump sum payment does not form part of the employee’s salary for any purpose.

A.5.3.6.11 Salary rate subsequent to downward reclassification of position

A.5.3.6.12

Where the position to which an MG is appointed is reclassified to a level having a lower maximum rate of pay, if the MG’s salary in the former level exceeds the maximum rate for the new (lower) level, the individual's salary will remain unchanged until such time as it is overtaken by the maximum rate of the new (lower) level. In the meantime, management may authorize an annual salary adjustment for the employee which will be paid in the form of a lump sum payment.

A.5.3.6.13

The lump sum payment is deemed to be part of the employee’s effective rate of pay for pension purposes only.

A.5.3.6.14 Salary on appointment to a lower level position

A.5.3.6.15

Subject to paragraph A.5.3.6.16, where the appointment is to a lower level for a temporary period of up to three (3) years, the individual will continue to be paid in his former level for that temporary period.

A.5.3.6.16

Where the appointment is to a lower level in the MG category and is either voluntary or the result of a demotion, the individual's salary will be set at the lesser of: the maximum rate of the new level, or the individual's present salary.

A.5.3.6.17 Merit review process

A.5.3.6.18

A merit review will be conducted once annually with an effective date of 1 April. It will result in an overall performance rating for each MG which will be used to guide the amount of the employee's in-range salary increase and/or performance bonus payment. Employees paid at the maximum of the pay range may receive a performance bonus and employees paid below the maximum of the pay range may receive both an in-range increase and a performance bonus.

A.5.3.6.19

The performance ratings in use are: Significantly Exceeded Expectations, Exceeded Expectations, Met Expectations, Met Some Expectations and Did Not Meet Expectations. There is no quota or predetermined percentage of the population for any of the performance ratings. The objective of the merit review process is to arrive at fair and consistent performance ratings across the population of those employed in the management categories. Therefore the results may involve changes in the ratings following review by the Merit Review Committee (MRC).

A.5.3.6.20 Pay revisions

A.5.3.6.21

Pay ranges may be revised in response to general increases in wage rates both inside and outside NRC. Employees having a performance rating of Met Some Expectations or Did Not Meet Expectations will not receive the benefit of the pay revision.

A.5.3.6.22 The in-range Increase

A.5.3.6.23

As a general rule, in-range adjustments will be as follows:

Overall performance rating Increase as a % of current salary
Significantly Exceeded Expectations up to 10%
Exceeded Expectations up to 7.5%
Met Expectations up to 5%
Met Some Expectations 0%
Did not Meet Expectations 0%

A.5.3.6.24

The intent is that a Met Expectations rating will result in salary progression from the bottom to the top of the pay range at the end of the third year.

A.5.3.6.25 The Performance bonus payment

A.5.3.6.26

The amounts for the performance bonus payments are determined by the President in consultation with Treasury Board guidelines. They may vary on an annual basis.

A.5.3.6.27

Performance bonus payments are a lump sum and are deemed to be part of the employee's effective rate of pay for pension purposes only.

A.5.3.6.28

Employees promoted to or within the MG Category during the review period will have their in-range increase and/or performance bonus prorated on the basis of the time spent in the position for which the increase or bonus is being granted. For example, an employee promoted to a higher level during the review period may receive a prorated in-range increase and/or performance award on the basis of an assessment for the time the employee performed at each level.

A.5.3.6.29

To be eligible for a performance award, an employee must have occupied a management position for no less than 3 consecutive months. In addition, an employee must either:

  • be on strength on both March 31 and April 1 of the calendar year in which the performance award is paid; or
  • be on leave without pay on March 31 and/or April 1 of the calendar year in which the performance award is paid, but have been on strength for a sufficient period of time during the performance cycle prior to the leave period to allow for the achievement of performance commitments.
  • Note: If an employee became deceased prior to March 31 and/or April 1 of the calendar year in which the performance award is paid, but has been on strength for a sufficient period of time during the performance cycle to allow for the achievement of performance commitments, s/he will be eligible for a performance award.

A.5.3.6.30

Normally, the merit review will be complete and the results announced to employees by 30 June.

A.5.3.6.31 Performance agreements

A.5.3.6.32

Performance expectations of management employees are captured in their performance agreement. The format of this document is contained at Annex 3.2 C.

A.5.3.6.33 Input to the merit review

A.5.3.6.34

The performance agreement, complete with performance ratings, will serve as input to the merit review. Employees will be provided with a copy of that which is submitted for purpose of the merit review.

A.5.3.6.35 Results of the merit review

A.5.3.6.36

The results of the review will be provided to local managers for distribution to their employees. Employees will have access to information from the committee as to the reasons for any change in the performance rating from that proposed by their manager.

A.5.3.6.37 Payment of retroactive remuneration

A.5.3.6.38

At the discretion of NRC, a retroactive upward revision in remuneration may apply to employees, former employees or, in the case of death, the estates of former employees who were employed in NRC during the retroactive period.

A.5.3.6.39

Remuneration may be paid in an amount equal to what would have been paid had the revision been implemented on the effective date.

A.5.3.6.40

For former employees or, in the case of death, for the former employees' representatives, NRC may make payment in accordance with A.5.3.6.39 to such individuals at their last known address by registered mail. If the payment is undeliverable and returned to NRC it will be held for 90 days after which time any obligation upon NRC to provide payment ceases.

A.5.3.6.41

No payment shall be made for $1.00 or less.

A.5.3.7 Delegation of authority for promotion and appointment in the management category

A.5.3.7.1 The President may delegate authority for appointments, promotions, salary actions, and reclassifications for all levels in the MG category.

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