# Directive on Terms and Conditions of Employment – Unrepresented and Excluded Employees (REG1 to REG8, including Students)

## 1. Effective Date

This directive takes effect on April 1, 2013 and has been updated as of June 1, 2018.

## 2. Application

This directive applies to all indeterminate employees (full-time or part-time) and term employees who are classified as REG1 to REG8 who are either unrepresented or excluded from the bargaining unit, or those classified as REGS (students).

## 3. Context

This directive supports the Human Resources Policies and Procedures by providing direction to management and staff that will ensure the equitable, accurate, consistent, transparent and timely application of terms and conditions of employment across the organization.

The Appendices to this directive provide direction to the organization on the administration of terms and conditions of employment. It identifies mandatory requirements for the application and administration of all terms and conditions of employment that are in place for those employees covered by this directive.

This directive is to be read in conjunction with CNSC policies and related directives and procedures as stipulated under Section 8.

## 4. Definitions

Definitions to be used in the interpretation of this directive are provided in Appendix A.

## 5. Directive Statement

5.1      Objective

The objective of this directive is to ensure sound, consistent and effective practices with respect to the administration of terms and conditions of employment for unrepresented and excluded employees across the CNSC.

5.2      Expected Results

The expected results of this directive are:

• Persons appointed to the CNSC receive appropriate monetary and non-monetary compensation; and
• Terms and conditions of employment for unrepresented and excluded employees are administered in an equitable, accurate, consistent, transparent and timely manner.

## 6. Roles and Responsibilities

6.1      Human Resources Directorate is responsible for:

• Providing advice and guidance to managers and employees on the application and interpretation of this directive; and
• Ensuring that the resources, systems, service standards and controls are in place for the application and timely administration of the terms and conditions of employment set out in the Appendices of this directive.

6.2      Managers are responsible for:

• Providing employees with information regarding their terms and conditions of employment in this directive and the associated policies;
• Ensuring that the approval of compensation requests is consistent with this directive; and
• Ensuring that appropriate documented authorities are provided to the Human Resources Division in a timely manner.

6.3    Employees are responsible for:

• Ensuring that they are aware of this directive and associated policies; and
• Ensuring that their compensation requests under this directive are submitted in advance to their manager for approval.

## 7. Monitoring

The application of this directive will be monitored by the Labour Relations, Classification and Compensation Division of the Human Resources Directorate. In addition, the directive will be subject to periodic review to ensure that it meets the needs and requirements of the CNSC.

## 8. References

8.1    Relevant Legislation

8.2    Relevant CNSC Policy Instruments/Publications

• Directive on Membership Fees
• Pre-retirement Transition Leave Policy
• Travel Directive
• Relocation Directive

## Appendix A – Definitions

Acting Assignment means a situation where an employee is required to perform temporarily the duties of a higher classification level for at least the qualifying period specified in the terms and conditions of employment applicable to the employee’s substantive level.

Continuous employment has the same meaning as defined in the Directive on Terms and Conditions of Employment applicable to employees in the core public administration.

Daily rate of pay means an employee’s annual rate of pay divided by 260.88.

Day of rest means a day other than a designated paid holiday on which the employee is not ordinarily required to perform the duties of his position other than by reason of his being on leave.

Designated paid holiday means the 24 hour period commencing at 00:01 hour of a day designated as a holiday in this document.

Economic Adjustment means a change in the rates of pay applicable to a group and level.

Employee means a person so defined by the Public Service Labour Relations Act.

Employer means the Canadian Nuclear Safety Commission.

Hourly rate of pay means a full-time employee’s annual rate of pay divided by 1956.6.

Leave means authorized absence from duty.

Part-time is the situation whereby a person is ordinarily required to work more than one third of but less than the normal scheduled weekly hours of work established for persons doing similar work.

Service is an unbroken period of public service employment. Continuous service is broken when employment ceases between two periods of public service employment for at least one compensation day.

Spouse means the person married to the employee or a person living in a conjugal relationship with an employee for a continuous period of at least one year as common-law partner.

Weekly rate of pay means an employee’s annual rate of pay divided by 52.176.

## Appendix B – Non-Salary Elements of Compensation

Notes:

Term Employees over 3 Months

Term employees are entitled to leave with pay provisions outlined below in each of the sections as applicable. Where there are no individual references made to term employees, it is deemed that the term employee receives the same entitlements as an indeterminate employee.

Part-time Employees

Unless otherwise stated in the provision below, all part-time employees earn leave with pay in the same proportion as their normal weekly hours compared with the normal weekly hours of work of a full-time employee (pro-rated).

### 1.         Hours of Work

1.1    General

a.   The normal work week shall consist of 37.5 hours over a five-day period, exclusive of a meal period. All employees, unless the employee is taking authorized leave or is otherwise advised by the Employer, are expected to be at work from at least 9:00 to 15:15 from Monday to Friday inclusive.

b.   For the purposes of this Article, a week shall consist of seven consecutive days beginning at 00:01 hours Monday and ending at 24:00 Sunday. A day is a 24 hour period commencing at 00:01 hours.

1.2    Days of Rest

An employee will be granted two consecutive days of rest during each seven day period unless operational requirements do not so permit.

1.3    Time Accounting Report

All employees must complete a Time Accounting Report accurately detailing the time worked based on the Time Accounting Code guide relevant for the period in question.

To enable the CNSC to meet its cost-recovery obligations, all employees must submit the Time Accounting Report as soon as possible following the period in question as prescribed by the Employer.

1.4    Premium for Hours of Work Required beyond Flexible Time Bands

a.   Notwithstanding section 1.1.a. the Employer may vary the normal weekly and daily hours of work to meet operational needs. In these circumstances, the Employer will make every reasonable effort to notify the employee of the change to working hours at least seven (7) days in advance.

b.   An employee whose hours are changed to extend before or beyond 07:00 and 18:00 and has not received at lease seven (7) calendar days’ advance notice of a change in the employee’s hours of work, the employee will receive compensation at the rate of time and one-half (1 ½) for work performed for the first seven decimal five (7.5) hours of the changed schedule. Subsequent days with altered hours of work shall be paid for at straight time and every effort shall be made by the Employer to ensure that the normal scheduled days of rest are maintained.

c.   An employee working hours that were changed to extend before or beyond 07:00 and 18:00 will receive a premium of two dollars ($2) per hour for each hour worked, including overtime hours, between 18:00 and 07:00. Such premium shall not form part of the basic wage rate or be used in calculating overtime pay. Where the hours of work have been changed, there shall be a two dollar ($2) premium for each hour worked on Saturday and Sunday exclusive of overtime hours worked.

If the employee works overtime continuously extending three (3) hours or more beyond the first four hours, the employee shall be reimbursed for one additional meal in the amount of $10.50, except where free meals are provided. 3.6 Transportation At the discretion of their manager, employees required to work overtime may be reimbursed for transportation from the place of work to home and/or return by taxi, public transit or private vehicle at the higher kilometric rate. Parking charges will also be reimbursed when applicable. ### 4. Travelling Time When the Employer requires an employee to travel for the purpose of performing duties the employee shall be compensated as follows: 1. On a normal working day on which an employee travels but does not work, the employee shall receive regular pay for the day; 2. On a normal working day on which an employee travels and works, the employee shall be paid: 1. regular pay for the day for a combined period of travel and work not exceeding 7.5 hours; and 2. at the applicable overtime rate for additional travel time in excess of a 7.5 hour period of work and travel, not to exceed a maximum payment for such additional travel time not to exceed 12 hours pay in any day, calculated at the straight-time rate. 3. On a day of rest or on a designated paid holiday, the employee shall be paid at the applicable overtime rate for hours travelled to a maximum payment of 12 hours pay, calculated at the straight-time rate. 4. Travelling time shall include time necessarily spent at each stop-over en route provided that such stop-over does not include an overnight stay. ### 5. Compensation for Overtime and Travelling Time Overtime (with the exception of overtime meal allowances) may be compensated in the form of compensatory leave or pay with the approval of the Employer. Compensatory leave earned under Sections 3.2, 3.3, 3.4 or 4 which is carried over from a previous fiscal year and outstanding on September 30th of the next fiscal year shall be paid out at the rate of pay in effect on March 31st of the fiscal year in which the leave was earned. Where, in respect of any period of compensatory leave, an employee is granted leave with pay for illness in the family on production of a medical certificate, the period of compensatory leave so displaced shall either be added to the compensatory leave period, if requested by the employee and approved by the employee’s manager, or reinstated for use at a later date. There shall be no pyramiding of premium rates. ## Appendix D: Non-Salary and Salary Elements of Compensation for Students 9. Benefits ### 1. Objective The CNSC recognizes that hiring students is an effective means of meeting legitimate operational requirements while providing meaningful career development opportunities to the young people of Canada. This also fosters an approach to compensation that will result in students wishing to return to the CNSC for repetitive work term assignments and that will reward returning students for experience acquired in past assignments at CNSC. The compensation framework allows the CNSC the flexibility to recognize broad academic levels and attained experience in previous CNSC employment assignments. ### 2. Application The following terms and conditions of employment outlined in this appendix apply to all students employed at the CNSC hired through established student recruitment programs as outlined in the CNSC Staffing Policy. ### 3. Definition “Student” refers to a full- or part-time student enrolled in an accredited university, community college or secondary program (who may also be a participant in a post-secondary co-operative education program), who is returning to studies in the upcoming academic term. “Term” refers to a term of employment with a start and end date that is typically four months but may be longer depending on the program (i.e. six, eight, twelve or eighteen). The term can be either full-time or part-time. ### 4. Hours of Work Students follow the same terms and conditions of employment with respect to hours of work and banked time as described in Appendix B (Sections 1 and 2). ### 5. Leave Provisions Students employed for a work term greater than three months are entitled to annual leave and sick leave as described in Appendix B (Sections 4 and 5). Students employed for a work term less than three months are entitled to receive vacation pay in lieu of leave credits equal to 4% of the amount of all hours worked as well as overtime, but students are not entitled to sick leave. ### 6. Performance Evaluation A student’s performance will be reviewed by the line manager at the end of the work term assignments (unless otherwise required under an institution’s cooperative program) to provide the student with insight into future career development and to review the success of the tasks assigned the student. ### 7. Compensation Upon hire, the HR Advisor will determine the rate of pay based on the number of academic semesters completed at the student's highest academic level achieved. Step increase progression for current and returning students occurs on the anniversary of the student’s original start date. Students step in the salary range of their highest academic level, based on completed academic semesters and completed CNSC work terms (1 per calendar year). Post-graduate students are to be remunerated at the Master's or Doctorate rate upon commencement in, or completion of, the post-graduate program. Students are not entitled to acting pay. ### 8. Overtime and Travel Time Students will be paid overtime and travel time compensation according to the provisions set out in Appendix C (Sections 3 and 4). ### 9. Benefits Students are not entitled to the benefits programs as provided in Appendix B, Section 19. ## Appendix E: Non-Salary and Salary Elements of Compensation for Terms Less Than Three (3) Months 6. Benefits ### 1. Objective The CNSC recognizes that hiring employees for a term of less than three months is an effective means of meeting legitimate operational requirements. There are valid reasons for using short term employment, such as backfilling temporary vacancies resulting from indeterminate employees on leave or assignment, short-term projects or fluctuating workloads. The CNSC also recognizes that this option should only be used in situations where a need clearly exists for a limited time and is not anticipated to become a permanent or ongoing need. ### 2. Application The following terms and conditions of employment outlined in this appendix apply to all employees appointed for a term of less than three months. ### 3. Hours of Work Terms of less than three months follow the same terms and conditions of employment with respect to hours of work and banked time as described in Appendix B (sections 1 and 2). ### 4. Leave Provisions 4.1 Annual Leave Terms of less than three months are not entitled to annual leave with pay. They are to be paid vacation pay equal to 4% of the amount of all hours worked as well as overtime. If the terms are extended beyond three months, annual leave will be calculated from the date of continuous employment and the vacation pay will not be paid for the period of employment of less than three months. 4.2 Sick Leave Terms of less than three months are not entitled to paid sick leave but they are entitled to earn sick leave credits for each month in which they are paid for at least 10 days. This leave will be credited to their leave account only if the employee becomes employed as an indeterminate or term employee of more than three months without a break in service of more than five working days. 4.3 Other leave Terms of less than three months are not entitled to leave with pay but may be granted other leave without pay at the discretion of the delegated manager for any purpose. Such leave is not to be extended beyond the expiry date of the specified period for which the employee was employed. ### 5. Compensation 5.1 Acting pay Acting pay is to be paid to a term of less than three months who is assigned the duties of a higher classification level on an acting basis for at least the qualifying period specified in Appendix C, section 2.3. 5.2 Overtime and travel time Terms of less than three months will be paid overtime and travel time compensation in accordance with the provisions set out in Appendix C, sections 3 and 4. ### 6. Benefits Terms of less than three months are not entitled to the benefits programs as provided in Appendix B, section 19. ## Appendix F: Grievance Procedure ### 1. Informal Resolution Process The Employer recognizes the value of informal discussions between employees and their supervisors to the end that problems might be resolved without recourse to a formal grievance. When an employee, within the time limits prescribed gives notice that he or she wishes to take advantage of this process, it is agreed that the period between the initial discussion and the final response shall not count as elapsed time for the purpose of grievance time limits. ### 2. Grievance Presentation Subject to and as provided in Section 208 of the Public Service Labour Relations Act, an employee who feels treated unjustly or aggrieved by an action or lack of action by the Employer in matters other than those arising from the classification process is entitled to present a grievance. A grievance shall be processed by recourse to the following levels: (a) level 1: first level management (b) level 2: intermediate level where such level is established within the Employer (c) final level: Authorized representative at the vice-president level Where it appears that the nature of the grievance is such that a decision cannot be given below a particular level of authority, any or all the levels, except the final level may be eliminated by agreement of the Employer and the employee. Where the Employer terminates an employee, the grievance shall be presented at the Final Level only. Where a grievance relates to an allegation of sexual harassment and the person designated to hear the grievance is the subject of the complaint, the grievance shall be heard by another person, as designated by the Employer. ### 3. Filing a Grievance (a) An employee who wishes to present a grievance at a prescribed level of the grievance procedure shall transmit the grievance to the immediate supervisor who shall forthwith provide the employee with a receipt stating the date on which the grievance was received and submit the grievance to the representative of the Employer authorized to deal with grievances at the appropriate level. (b) A grievance of an employee shall not be deemed to be invalid by reason only of the fact that it is not in accordance with the form supplied by the Employer. (c) The Employer recognizes that employees have a right to present a grievance or to use the problem-solving processes and shall not seek by intimidation or threat to cause an employee to abandon a grievance or to refrain from exercising their rights. ### 4. Representation An employee may be assisted and/or represented by a person of his or her choice when using the grievance procedure described herein. ### 5. Time Limits An employee may present a grievance at the First Level no later than thirty-five (35) days after the day on which he or she first becomes aware of the action or circumstances giving rise to the grievance. Except at the final level, the Employer shall reply to an employee's grievance within twenty (20) days after the date the grievance is presented. Where such decision or settlement is not satisfactory to the employee, or the Employer does not reply within the time frame, he or she may, within fifteen (15) days, submit a grievance at the next higher level. The Employer shall reply to an employee’s grievance at the Final Level within thirty (30) days after the date the grievance is presented at that level. Where a grievance or a reply is presented by mail, it shall be deemed to have been presented on the day on which it is postmarked and to have been received on the date it is delivered or five (5) business days after it is postmarked, whichever is the earlier. With the exception of the section above (mail) for the calculation of time limits as prescribed herein, the number of days are reflective of calendar days, and for greater certainty includes Saturdays, Sundays and designated paid holidays. The time limits stipulated in this procedure may be extended by mutual agreement between the Employer and the employee. ### 6. Abandonment of a Grievance An employee who fails to present a grievance to the next higher level within the prescribed time limits shall be deemed to have abandoned the grievance, unless the employee was unable to comply with the prescribed time limits due to circumstances beyond his or her control. An employee may abandon a grievance by written notice to his or her immediate supervisor. ### 7. Non-Adjudicable Grievances Where a grievance has been presented up to and including the Final Level in the grievance process, and the grievance is not one that may be referred to adjudication, the decision on the grievance taken at the Final Level in the grievance process is final and binding and no further action may be taken under the Public Service Labour Relations Act. Where an employee has presented a grievance up to the Final Level in the grievance procedure with respect to: (a) the interpretation or application in respect of the employee of the terms and conditions of employment; or (b) disciplinary action resulting in the termination of employment, demotion, suspension or a financial penalty; and the grievance has not been dealt with to the employee’s satisfaction, the employee may refer the grievance to adjudication in accordance with the provisions of the Public Service Labour Relations Act and Regulations. Retroactive Pay During Restructuring Employees at the REG5 to REG7 levels who are at the maximum rates of pay on April 1, 2016 prior to the restructure will move to the maximum rate of pay effective April 1, 2016 upon implementation of the REG5 to REG7 restructure. Wages The wages increases are as follows: • All REG1 to REG8 staff will receive economic increases of 1.25% per year, for each of the four years (April 1, 2014 to March 31, 2018). • The REG5 to REG7 salary band was restructured at step 7 and a step 8 was added, effective April 1, 2016 (the net increase at the new maximum was 1.9%). • The REG1 to REG4 salary band was increased by 0.5%, effective April 1, 2016. • REG1 to REG4 employees will receive a signing bonus of$650.
• Positions that would be classified as Financial Management
(FI) positions in the core public service will receive an annual terminable allowance, up to an amount that would make their annual total salary equivalent to the salary of those FI positions.

OR

Wages

1. Effective April 1, 2014, there shall be a 1.25% economic increase to all levels and steps.
2. Effective April 1, 2015, there shall be a 1.25% economic increase to all levels and steps.
3. Effective April 1, 2016, there shall be a 0.5% increase to all steps in levels REG1 to REG4.
4. Effective April 1, 2016, there shall be an restructure of step 7 and the addition of step 8 for levels REG5 to REG7.
5. Effective April 1, 2016, there shall be a 1.25% economic increase to all levels an steps.
6. Effective April 1, 2017, there shall be a 1.25% economic increase to all levels and steps.
7. Effective the date of signing of the collective agreement, all employees classified REG1 to REG4 (with the exception of those employees at REG4 who are eligible to receive a terminable allowance as outlines in MOA#8), will receive a $650 signing bonus. ## Appendix G Salary Grids April 1, 2013 – old rates Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG1$32,469 $33,768$35,119 $36,523$37,984 $39,503$41,084 $42,818 REG2$37,909 $39,425$41,002 $42,641$44,349 $46,123$47,968 $49,993 REG3$44,257 $46,028$47,869 $49,781$51,773 $53,843$55,998 $58,366 REG4$51,669 $53,737$55,885 $58,120$60,445 $62,863$65,378 $68,142 REG5$60,146 $63,034$66,060 $69,230$72,554 $76,037$81,949
REG6 $70,224$73,594 $77,126$80,830 $84,709$88,775 $95,673 REG7$84,607 $88,667$92,923 $97,385$102,058 $106,956$115,273
REG7TS $90,018$94,340 $98,868$103,614 $108,587$113,798 $122,604 REG8$95,220 $99,791$104,581 $109,601$114,861 $120,374$126,153 $132,300 April 1, 2014 – economic increase 1.25% Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG1$32,875 $34,190$35,558 $36,980$38,459 $39,997$41,598 $43,353 REG2$38,383 $39,918$41,515 $43,174$44,903 $46,700$48,568 $50,618 REG3$44,810 $46,603$48,467 $50,403$52,420 $54,516$56,698 $59,096 REG4$52,315 $54,409$56,584 $58,847$61,201 $63,649$66,195 $68,994 REG5$60,898 $63,822$66,886 $70,095$73,461 $76,987$82,973
REG6 $71,102$74,514 $78,090$81,840 $85,768$89,885 $96,869 REG7$85,665 $89,775$94,085 $98,602$103,334 $108,293$116,714
REG7TS $91,143$95,519 $100,104$104,909 $109,944$115,220 $124,137 REG8$96,410 $101,038$105,888 $110,971$116,297 $121,879$127,730 $133,954 April 1, 2015 – economic increase 1.25% Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG1$33,286 $34,617$36,002 $37,442$38,940 $40,497$42,118 $43,895 REG2$38,863 $40,417$42,034 $43,714$45,464 $47,284$49,175 $51,251 REG3$45,370 $47,186$49,073 $51,033$53,075 $55,197$57,407 $59,835 REG4$52,969 $55,089$57,291 $59,583$61,966 $64,445$67,022 $69,856 REG5$61,659 $64,620$67,722 $70,971$74,379 $77,949$84,010
REG6 $71,991$75,445 $79,066$82,863 $86,840$91,009 $98,080 REG7$86,736 $90,897$95,261 $99,835$104,626 $109,647$118,173
REG7TS $92,282$96,713 $101,355$106,220 $111,318$116,660 $125,689 REG8$97,615 $102,301$107,212 $112,358$117,751 $123,402$129,327 $135,628 April 1, 2016 – restructure | REG1-4 increase 0.5% | REG5-7 restructure of step 7 and add step 8 Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG1$33,452 $34,790$36,182 $37,629$39,135 $40,699$42,329 $44,114 REG2$39,057 $40,619$42,244 $43,933$45,691 $47,520$49,421 $51,507 REG3$45,597 $47,422$49,318 $51,288$53,340 $55,473$57,694 $60,134 REG4$53,234 $55,364$57,577 $59,881$62,276 $64,767$67,357 $70,205 REG5$61,659 $64,620$67,722 $70,971$74,379 $77,949$81,691 $85,612 REG6$71,991 $75,445$79,066 $82,863$86,840 $91,009$95,377 $99,955 REG7$86,736 $90,897$95,261 $99,835$104,626 $109,647$114,910 $120,426 REG7TS$92,282 $96,713$101,355 $106,220$111,318 $116,660$125,689
REG8 $97,615$102,301 $107,212$112,358 $117,751$123,402 $129,327$135,628
April 1, 2016 – economic increase 1.25%
Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8
REG1 $33,870$35,225 $36,634$38,099 $39,624$41,208 $42,858$44,665
REG2 $39,545$41,127 $42,772$44,482 $46,262$48,114 $50,039$52,151
REG3 $46,167$48,015 $49,934$51,929 $54,007$56,166 $58,415$60,886
REG4 $53,899$56,056 $58,297$60,630 $63,054$65,577 $68,199$71,083
REG5 $62,430$65,428 $68,569$71,858 $75,309$78,923 $82,712$86,682
REG6 $72,891$76,388 $80,054$83,899 $87,926$92,147 $96,569$101,204
REG7 $87,820$92,033 $96,452$101,083 $105,934$111,018 $116,346$121,931
REG7TS $93,436$97,922 $102,622$107,548 $112,709$118,118 $127,260 REG8$98,835 $103,580$108,552 $113,762$119,223 $124,945$130,944 $137,323 April 1, 2017 – economic increase 1.25% Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG1$34,293 $35,665$37,092 $38,575$40,119 $41,723$43,394 $45,223 REG2$40,039 $41,641$43,307 $45,038$46,840 $48,715$50,664 $52,803 REG3$46,744 $48,615$50,558 $52,578$54,682 $56,868$59,145 $61,647 REG4$54,573 $56,757$59,026 $61,388$63,842 $66,397$69,051 $71,972 REG5$63,210 $66,246$69,426 $72,756$76,250 $79,910$83,746 $87,766 REG6$73,802 $77,343$81,055 $84,948$89,025 $93,299$97,776 $102,469 REG7$88,918 $93,183$97,658 $102,347$107,258 $112,406$117,800 $123,455 REG7TS$94,604 $99,146$103,905 $108,892$114,118 $119,594$128,851
REG8 $100,070$104,875 $109,909$115,184 $120,713$126,507 $132,581$139,040

Effective the date of approving this memo, all unrepresented and excluded employees classified REG1 to REG4 (with the exception of those employees at REG4 who are eligible to receive a terminable allowance as outlined above), will receive a $650 one-time lump-sum bonus. ## Appendix H Terminable Allowance In an effort to address retention and recruitment problems, the Employer will provide a terminable allowance to incumbents of specific positions in the Finance and Administration Directorate performing duties that are equivalent to those classified in the Financial Management (FI) group as defined by Treasury Board Secretariat. APPLICATION Commencing on April 1, 2014 and ending March 31, 2018, incumbents of positions identified above shall be paid bi-weekly, subject to the following conditions: 1. The terminable allowance does not form part of the employee’s salary; 2. Part-time employees shall be paid a pro-rated amount in accordance with their scheduled work week; 3. An employee is not entitled to the terminable allowance for any periods of leave without pay; 4. If an employee is required by the employer to perform the duties of a higher classification level in accordance with acting provisions, and that higher level position is also entitled to a terminable allowance, the payable amount shall be proportionate to the time in each level. 2014 Annual Terminable Allowance Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG4$331 $1479$2533 $3488$4192
REG5 $2607$3460 $4169$4733 $5140$5388 $3176 REG6$10086 $10096$9939 $9607$9097 $8780$7756
REG7 $5854$5624 $5202$4574 $3728$3082 $1457 2015 Annual Terminable Allowance Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG4$335 $1498$2564 $3532$4245
REG5 $2640$3503 $4221$4792 $5205$5456 $3216 REG6$10212 $10223$10063 $9727$9211 $8889$7853
REG7 $5927$5694 $5267$4631 $3774$3120 $1475 2016 Annual Terminable Allowance Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG4$643 $1846$2948 $3952$4695
REG5 $326$1095 $1712$2169 $2462$2580 $2517 REG6$7675 $7553$7246 $6759$6078 $5589$7125
REG7 $2727$2324 $1719$896 $424 2017 Annual Terminable Allowance Step 1 Step 2 Step 3 Step 4 Step 5 Step 6 Step 7 Step 8 REG4$651 $1869$2985 $4002$4753
REG5 $330$1109 $1734$2196 $2492$2612 $2548 REG6$7771 $7647$7336 $6844$6154 $5659$7214
REG7 $2762$2353 $1740$907 \$429
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