Government of Canada

Vacation leave accrual is based on years of service: 15 days (9.375 hours/month) until 7 years; 20 days (12.5 hours/month) from 7 years; increasing up to 30 days (18.75 hours/month) after 28 years. A one-time allotment of 37.5 hours of vacation leave is granted after 2 years of service. Sick leave accrues at 1.25 days per month, with shift workers earning an additional 1/6 day per month after 15 sick days used. Family-related leave includes up to 37.5 hours paid leave annually for medical appointments, care of sick family members, school functions, and visiting terminally ill relatives. Bereavement leave provides up to 7 consecutive calendar days or two periods totaling 5 working days, plus up to 3 days travel leave, with additional provisions for stillbirth and extended family members. Maternity leave without pay is up to 18 weeks, extendable up to 52 weeks if the newborn is hospitalized, with a maternity allowance under a Supplemental Unemployment Benefit (SUB) Plan providing up to 93% of weekly pay during Employment Insurance waiting and benefit periods, subject to return-to-work commitments. Parental leave without pay is available for up to 37 or 63 weeks (standard or extended options), with a parental allowance under the SUB Plan providing up to 93% (standard) or 55.8% (extended) of weekly pay during Employment Insurance or Québec Parental Insurance Plan benefits, also subject to return-to-work commitments. Leave without pay for family care can be granted up to 5 years total, minimum 3 weeks per leave. Domestic violence leave provides up to 75 hours paid leave annually for related needs. Other leaves include court leave, education leave (up to 1 year without pay, possibly with allowance), injury-on-duty leave, religious observance leave (up to 6 months to make up time), personal leave (15 hours paid annually), and leave for traditional Indigenous practices (15 hours paid and 22.5 hours unpaid annually).

Salaries are specified in Appendix A with annual rates for classifications TR-01 through TR-05, effective April 19 of each year from 2021 to 2025, with step increases within each classification. For example, TR-01 salaries range from $59,457 (Step 1 in 2021) to $74,249 (Step 5 in 2025). Pay increments occur every 6 months for TR-01 and every 12 months for TR-02 to TR-05 employees. Supplements include: 7% for TR-02 employees in combined translator-interpreter roles or parliamentary service; 4% for TR-03 heads of isolated subsections; 4% or 7% for multilingual or terminology positions; $60 per day for official languages interpreters performing foreign language interpretation; $7 per hour for live broadcast interpretation; $5.50 per hour for House of Commons debate interpretation; $7 per hour allowance for employees working outside normal hours (before 8 am or after 6 pm) or special work arrangements. Overtime is paid at 1.5 times the straight-time hourly rate for the first 7.5 hours and double time thereafter during normal workdays. Work on days of rest and designated paid holidays is compensated at 1.5 times for the first 7.5 hours and double time thereafter, with specific provisions for consecutive days. Shift workers receive a $2.25 per hour premium for hours worked between 4 pm and 8 am and an additional $2.25 per hour for regular weekend hours (not overtime). Call-back pay guarantees a minimum of 3 hours at the applicable overtime rate. Standby pay is one half hour at straight time for every 4 hours or portion thereof on standby duty. Meal allowances of $12 are provided for overtime work exceeding 3 or 4 hours. Compensation for interpretation duties includes a $40 daily premium for TR-02 to TR-04 employees temporarily assigned to interpretation (excluding training time).

This collective agreement covers all employees in the Translation Group (Code 313) represented by the Canadian Association of Professional Employees (CAPE) and employed by the Treasury Board of Canada. The agreement aims to maintain harmonious relations between the Employer, employees, and the Association, setting terms for remuneration, hours of work, benefits, and working conditions. It seeks to improve public service quality, maintain professional standards, and promote employee well-being and efficiency. The agreement is effective from the date of signing (June 29, 2023) and expires on April 18, 2026. Key outcomes for employees include defined work hours, protections against discrimination, rights to union representation, structured leave entitlements, and clear grievance procedures.