Government of Canada

Vacation leave accrual starts at 9.375 hours per month (equivalent to 15 days per year) and increases with years of service up to 18.75 hours per month (equivalent to 30 days per year) after 28 years of service. Employees receive a one-time credit of 37.5 hours (5 days) of vacation leave after their second anniversary. Vacation leave can be carried over up to 262.5 hours (35 days), with excess paid out. Sick leave accrues at 9.375 hours per month, with shift workers earning an additional 1.25 hours per month. Sick leave can be advanced up to 187.5 hours if credits are insufficient. Bereavement leave with pay is granted for up to seven consecutive calendar days or two periods totaling five working days, including travel days, for close family members. Pregnancy/maternity leave without pay is up to 18 weeks, extendable up to 52 weeks if the newborn is hospitalized, with a pregnancy/maternity allowance supplementing Employment Insurance benefits up to 93% of weekly pay. Parental leave without pay is up to 37 weeks (standard) or 63 weeks (extended), with parental allowance supplements under Employment Insurance or Québec Parental Insurance Plan, with similar return-to-work obligations. Leave without pay for family care, personal needs, relocation of spouse, and domestic violence is provided under specified conditions. Employees receive 37.5 hours of paid leave annually for family-related responsibilities and up to 15 hours paid and 22.5 hours unpaid leave annually for traditional Indigenous practices. Education leave without pay up to one year may be granted with up to 100% salary allowance at employer discretion. The agreement includes provisions for injury-on-duty leave, court leave, and other special leaves. Workforce adjustment provisions provide severance pay based on years of service, retraining, relocation, and transition support measures. Union dues are deducted monthly. Professional membership fees for one organization or governing body required for the position are reimbursed. Safety, health, and anti-discrimination provisions are included.

Salaries are specified in Appendix A for the Architecture and Town Planning Group and in the Engineering and Land Survey Group annual rates of pay. For example, for Architecture and Town Planning (AR) group, annual salaries range from approximately $43,400 to $176,475 depending on classification level and step, with scheduled increases effective October 1 of each year from 2021 to 2025. Increases include economic adjustments and wage/pay line adjustments, with retroactive lump-sum payments for prior years. Pay increments generally occur every 12 months, except for some scales with 6-month increments. Overtime is compensated at time and one half (1.5x) for the first 7.5 hours and double time (2x) thereafter on normal workdays; time and one half for the first 7.5 hours and double time thereafter on the first day of rest; and double time on the second or subsequent days of rest. Work on designated paid holidays is compensated at time and one half plus regular pay for 7.5 hours. Shift premiums of $2.25 per hour apply for hours worked between 4:00 pm and 8:00 am, including overtime, and an additional weekend premium of $2.25 per hour applies for scheduled hours worked on Saturdays and Sundays. Call-back pay guarantees a minimum of three hours at applicable overtime rates. Meal allowances of $12 are provided when employees work overtime beyond three hours before or after scheduled hours. Acting pay is granted when employees perform duties of a higher classification for at least three consecutive working days, paid from the start of acting assignment.

This collective agreement covers all employees in the Architecture, Engineering and Land Survey Group of the Canadian federal public service, specifically those classified under codes 203 (Architecture and Town Planning) and 210 (Engineering and Land Survey). The agreement is between the Treasury Board and the Professional Institute of the Public Service of Canada and is effective until September 30, 2026. Its main purpose is to establish harmonious and mutually beneficial employment terms, including remuneration, hours of work, benefits, and working conditions. Key outcomes for employees include structured pay scales with scheduled increases, defined hours of work with provisions for overtime and shift premiums, comprehensive leave entitlements including vacation, sick, parental, and special leaves, and protections related to workforce adjustments and job security.