A …Read more. A correctional officer works at a prison, jail, or similar institution. They are responsible for maintaining the safety and control of all persons remanded to the custody of the facility. The help ensure and enforce all procedures and regulations as required by the jurisdiction and management. In addition to helping to maintain order, the correctional officer also assists in performing regularly scheduled inspections of the property belonging to incarcerated persons to seek out contraband and …Read more.
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Leave will be granted on an hourly basis and the hours debited for each day of sick leave shall be the same as the employee would normally have been scheduled to work on that day. Shift work employees on modified hour shift schedule will receive a shift premium in accordance with clause The qualifying period for acting pay as specified in clause Employees working modified shift schedules are permitted in addition to the lunch or meal break provided in paragraph The equivalent full-time period in years shall be multiplied by the full-time weekly pay rate for the appropriate group and level to produce the severance pay benefit.
In all other cases the following clauses will apply. Where technological change is to be implemented, the Employer will seek ways and means of minimizing adverse effects on employees which might result from such changes.
The selection of the mediator will be by mutual agreement. Upon written request the employee shall obtain a copy of his or her personnel file. The number of hours with pay so granted must be made up hour for hour within a period of six 6 months, at times agreed to by the Employer.
Hours worked as a result of time off granted under this clause shall not be compensated nor should they result in any additional payments by the Employer. Where, in a minimum security institution, the Director or other senior institutional personnel are not on duty on the evening shift and night shift from Monday to Friday and all shifts on weekends and statutory holidays, a correctional officer, at the CX-2 level, may be designated by management as the senior officer of the shift.
Note: When an employee, who is in receipt of a special duty allowance or an extra duty allowance, is granted leave with pay, that employee is entitled during that period of leave to receive the allowance if the special or extra duties in respect of which the employee is paid the allowance were assigned to the employee on a continuing basis or for a period of two 2 or more months prior to the period of leave.
This premium shall likewise apply during all training periods provided to emergency team members. Dependent upon the particular circumstances of the request, the Employer may obtain an independent medical opinion.
However, such leave shall end no later than fifty-two 52 weeks after the birth. Such notice must be accompanied by a new medical certificate. However, such leave shall end no later than at the time the officer proceeds on maternity leave without pay or the termination date of the pregnancy, whichever comes first.
In order for an employee to have a reduced workweek, the Employer, the employee and the Union must conclude an agreement in writing to this effect.
When the agreement expires, the employee shall return to her position or to a position equivalent to the substantive position she occupied before the leave. The issue of training will be a standing item for discussion at regular meetings of labour relations committees at all levels and shall address such topics as type, frequency, access and adequacy of training. Given the exceptional circumstances and the social distancing restrictions imposed by Public Health Authorities, the parties have agreed to sign this collective agreement electronically.
Rates of pay will be adjusted within days of signature of the collective agreement. Changes to rates of pay with an effective date prior to the salary adjustment date will be paid according to Appendix N, as a lump-sum payment. In particular:. Return to table 1 note 1 referrer. Return to table 2 note 1 referrer. Return to table 3 note 1 referrer. This Appendix applies to all employees. Unless explicitly specified, the provisions contained in Parts I to VI do not apply to alternative delivery initiatives.
With the exception of those provisions for which the Public Service Commission PSC is responsible, this Appendix is part of this agreement.
Notwithstanding the job security article, in the event of conflict between the present work force adjustment Appendix and that article, the present work force adjustment Appendix will take precedence. It is the policy of the Employer to maximize employment opportunities for indeterminate employees affected by work force adjustment situations, primarily through ensuring that, wherever possible, alternative employment opportunities are provided to them.
This should not be construed as the continuation of a specific position or job but rather as continued employment.
To this end, every indeterminate employee whose services will no longer be required because of a work force adjustment situation and for whom the deputy head knows or can predict employment availability will receive a guarantee of a reasonable job offer within the public service. Those employees for whom the deputy head cannot provide the guarantee will have access to transitional employment arrangements as per Part VI and VII.
Departments shall retain central information on all cases occurring under this Appendix, including the reasons for the action; the number, occupational groups and levels of employees concerned; the dates of notice given; the number of employees placed without retraining; the number of employees retrained including number of salary months used in such training ; the levels of positions to which employees are appointed and the cost of any salary protection; and the number, types, and amounts of lump sums paid to employees.
This information will be used by the Treasury Board Secretariat to carry out its periodic audits. Enquiries about this Appendix should be referred to the Bargaining Agent, or the responsible officers in departmental headquarters. Responsible officers in departmental headquarters may, in turn, direct questions regarding the application of this Appendix to the Human Resources Management Group, Human Resources Branch, Treasury Board Secretariat. Enquiries by employees pertaining to entitlements to a priority in appointment or to their status in relation to the priority appointment process should be directed to their departmental human resource advisors or to the regional and district offices of the PSC responsible for their case.
If the employee fails to select an option, the employee will be deemed to have selected Option a , Twelve 12 month surplus priority period in which to secure a reasonable job offer. Where an employee is not considered suitable for appointment, the department shall advise the employee and the Bargaining Agent of that recommendation. The department shall send to the employee a copy of the written communication to the Public Service Commission, indicating the reasons for the recommendation together with any enclosures.
The department shall also advise the employee that he or she may make oral or written submissions about the matter to the Public Service Commission before the PSC makes its decision.
The department shall so advise the employee. Departments shall avoid appointment to a lower level except where all other avenues have been exhausted. Such cost shall be consistent with the Travel Directive and Relocation Directive.
The general rule on minimum distances for relocation applies. Where practicable, departments shall not re-engage such temporary agency personnel nor renew the employment of such employees referred to above where such action would facilitate the appointment of surplus employees or laid-off persons.
Surplus and laid-off persons shall be given priority even for these short-term work opportunities. Such counselling is to include explanations and assistance concerning:. Where a deputy head recommends that an employee is not suitable, the PSC shall, after considering such a recommendation, and representations of the employee or his or her representative, advise the deputy head, the employee, and his or her representative of its decision whether the employee is entitled to surplus and layoff priority and the reasons for the decision.
The PSC shall include full details of why he or she will not be appointed to or retrained for that position. This information is to include the identity and location of the work unit s involved; the expected date of the announcement; the anticipated timing of the situation; and the numbers of employees, by group and level, who will be affected. If the individual accepts the conditional offer, he or she will be appointed on an indeterminate basis to the full level of the position after having successfully completed training and being assessed as qualified for the position.
When an individual accepts an appointment to a position with a lower maximum rate of pay than the position from which he or she was laid off, the employee will be salary protected in accordance with Part V. Employees in receipt of this guarantee would not have access to the choice of options below.
The employee cannot change options once having made a written choice. Departments and organizations shall establish voluntary departure programs for all workforce adjustments situations involving five 5 or more affected employees working at the same group and level and in the same work unit. Such programs shall:. Management will decide, however, whether a proposed alternation will result in retaining the skills required to meet the ongoing needs of the position and the public service.
The alternate moving into the opting position must meet the requirements of the position, except if the alternate will not be performing the duties of the position and the alternate will be struck off strength within five 5 days of the alternation. When the two 2 positions are not the same group and level, alternation can still occur when the positions can be considered equivalent. Together you share information about an offender's accountability and progress. You work closely with other CSC staff including:.
You help develop and implement an offender's correctional plan. You provide input on revisions to any correctional plan. You consider the needs and progress of the offender, and which programs will help to reduce their risk of re-offending.
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