Terms and conditions for excluded employees and appointees

Last updated: March 15, 2022

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1. Objective

The objective of this policy is to define and facilitate consistent application of the terms and conditions of employment for covered groups.

2. Application and scope

This policy applies to all employees excluded from a bargaining unit agreement and to all appointments made by the Lieutenant Governor in Council that are designated for coverage under this policy.

3. Definitions

Appointee means an Order in Council appointee.

Basic pay means the rate of pay established for a position classification, including an add-to-pay resulting from salary protection.

Common-law spouse includes same sex and opposite sex individuals where the employee/appointee has signed a declaration or affidavit that they have been living in a common-law relationship or have been cohabiting for at least 12 months. The period of cohabitation may be less than 12 months where the employee/appointee has claimed the common-law spouse’s child/children for taxation purposes.

Continuous service means uninterrupted regular employment in the Public Service of British Columbia or any period of regular employment with an employer listed in Schedule 09 provided no break in service has occurred between employment with that employer and the appointment to the Public Service. Continuous service for a regular part-time employee shall be pro-rated on the basis of one year’s service for every 1,827 hours worked.

Crown counsel refers to employees designated as such pursuant to the Crown Counsel Act.

Dependant means any of the following:

1. One spouse of an employee/appointee;
2. Any unmarried child, stepchild, legally adopted child or legal ward, mainly supported by the employee/appointee who is a dependant for income tax purposes and who is:
   1. under age 19 years; or
   2. of any age but who, because of mental or physical infirmity, is accepted as a dependant for income tax purposes; or
   3. under age 25 and in full-time attendance at a school, university or vocational institution which provides a recognized diploma, certificate or degree. Full-time attendance means enrollment in the minimum number of credit courses specified by the institution to be considered full-time or if not specified by the institution, enrollment in a minimum of 15 hours of classroom instruction per week each school term.

Double time means twice the straight time rate.

Double time and one-half means two and one-half times the straight time rate.

Employee means the categories of employees specified in this policy, excluding Order in Council appointees, who are excluded from the provisions of a collective agreement, including

1. Regular: employees whose work is of a continuous full-time or part-time nature
2. Auxiliary under 1,827 hours: employees who are hired for a set term and have completed fewer than 1,827 hours of work, as calculated in accordance with the provisions in effect for the majority of bargaining unit employees
3. Auxiliary over 1,827 hours: employees who are hired for a set term and have completed 1,827 hours of work in 33 pay periods

Employer means her Majesty the Queen in the right of the Province of British Columbia.

Field status applies to employees who are normally required to work away from their point of assembly and who, on a day-to-day basis, do not work in an office, institution, plant, or other similar fixed location which is their normal point of assembly.

Headquarters or geographic location is that area within a radius of 32 kilometers of where an employee/appointee ordinarily performs his/her duties. When an employee/appointee is relocated, the headquarters area may be redefined where exceptional circumstances such as unusual road conditions exist. For the purposes of Employer-initiated relocation and privatization and expenses arising therefrom, headquarters or geographic location will be redefined as a radius of 50 kilometers (32 kilometers in the GVRD or CRD) of where an employee ordinarily performs his/her duties.

Hourly rate is the rate calculated by taking the annual salary and dividing it by 1,827 or by taking the biweekly rate and dividing it by 70.

Legal counsel are Crown Counsel and other legal counsel admitted to the Law Society of British Columbia and included in the Legal Counsel Classification Series.

NOT included in the legal counsel series are:

• Assistant deputy attorney general, criminal justice
• Director, operations
• Regional crown counsel
• Director, policy and legal services
• Director, criminal appeals and special prosecutions
• Director, special programs, environmental law and Indigenous justice
• Director, programs and initiatives for vulnerable persons
• Deputy regional crown counsel

and any other position excluded from the series by the head of the BC Public Service Agency.

Management employee means an employee whose duties and responsibilities are evaluated under the Management Compensation and Classification Framework.

Monthly salary is equal to the biweekly rate multiplied by 26.0893 and divided by 12.

No break in service occurs when an employee/appointee moves from his/her position or organization to a new position or organization on the next available working day, taking into account shift changes, weekends, scheduled vacation, statutory holidays, scheduled earned time off or any other approved paid scheduled time off.

Order in Council appointees are individuals appointed by the Lieutenant Governor in council as specified below:

1. Category A: Order in Council appointments to positions referenced in Appendix 1. 
   Typically, they are:
   1. Senior executives (e.g. deputy ministers); or
   2. Management and professional appointees, including those who support executive council, the judiciary or ministries (e.g. administrative coordinator to executive, supreme court registrar, chief negotiator); or,
   3. Chairs and members of some agencies, boards, commissions and administrative tribunals (e.g. chief coroner, fire commissioner).
2. Category B: Order in Council appointments to positions referenced in Appendix 2.
   Typically, they are: administrative support staff to executive council, all of whom have bargaining unit classifications.
3. Category C: Order in Council appointments to positions referenced in Appendix 3.
   Typically, they are:
   1. Appointees who provide direct management support to elected officials; or
   2. Appointees in agencies, boards or commissions in the broader public sector including Crown Corporations; or
   3. Chairs and members of the majority of administrative tribunals.
4. Category D: Order in Council appointments made on a per diem or stipend basis for the provision of specialized consultation or service as and when required. Typically, they are: appointees who are assigned to agencies, boards, commissions or administrative tribunals on a per diem or stipendiary basis.

Salaried physicians are employees whose salaries are based on the Alternative Payments Subsidiary Agreement under the Physician Master Agreement between the Government of British Columbia and the Doctors of BC.

Schedule A employees are employees in excluded positions having bargaining unit classifications.

Shift means:

1. Day shift – all hours worked on any shift that starts between 4:30 am and 1:59 pm, inclusive
2. Afternoon shift – all hours worked on any shift that starts between 2 pm and 8:59 pm, inclusive
3. Night shift – all hours worked on any shift that starts between 9 pm and 4:29 am, inclusive

Spouse includes husband, wife or common-law spouse.

Statutory term appointees are individuals employed for a period of less than 31 calendar days who are excluded from the provisions of a collective agreement under the Public Service Labour Relations Act.

Straight time means the hourly rate of basic pay.

Time and one-half means one and one-half times the straight time rate.

Travel status means the absence of the employee/appointee from their designated headquarters or geographic location on government business with the approval of the Employer, but travel status does not apply to an employee/appointee temporarily assigned to a position outside of the designated headquarters or geographic location or to a field status.

4. Assignment of terms and conditions

4.1 Legal counsel

Legal counsel are covered by the terms and conditions applicable to management employees except where otherwise specified in this policy, in the Agreement between the Government of British Columbia and the British Columbia Crown Counsel Association, or in a Treasury Board Order.

4.2 Salaried physicians

Salaried physicians’ salaries are based on the Alternative Payments Subsidiary Agreement under the Physician Master Agreement between the Government of British Columbia and the Doctors of BC. All other terms and conditions for salaried physicians are those applicable to management employees except where otherwise specified in this policy.

Last updated: April 12, 2016

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5. Oath of Office

An employee/appointee shall complete an oath of employment, as prescribed by the Public Service Act.

6. Standards of Conduct

Employees/appointees shall conduct themselves in accordance with the HR policy 09 – Standards of Conduct for BC Public Service employees and the HR policy 11 – Discrimination, bullying and harassment in the workplace.

In accordance with WorkSafeBC requirements, responsibilities of employees, supervisors and the employer related to reporting and investigating complaints of discrimination, bullying and harassment are set out in Appendix 2 of HR policy 11 – Discrimination, bullying and harassment in the workplace and resemble corresponding provisions for bargaining unit staff in Article 1.9 of the BCGEU Main Agreement.

Last updated: May 2, 2022

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7. Probation: all employees/appointees except OIC categories C and D

Every appointment or promotion shall be subject to a probationary period in accordance with the Hiring and Deployment Policy. A six-month probationary period will apply to initial appointments of deputy ministers, associate deputy ministers and assistant deputy ministers.

8. Movement from one employee/appointee category to another: all employees/appointees

1. An individual moving from one employee/appointee category to another (including to or from a bargaining unit), with no break in service, will be governed by the terms and conditions of employment, with the exception of the Salary Protection Policy, of the group into which the individual is moving.
2. Where an employee/appointee is surplus to operational requirements and placement into a position in another employee category results in a lower job rate, unless otherwise approved by the Head of the Public Service Agency, the Salary Protection Policy is applicable to the employee/appointee category from which the individual is moving continues to apply.
3. Where an employee/appointee has in-service status, years of continuous service credited to date will be carried forward to the new category. Any benefits that are based on service will also be carried forward if such benefits apply in the new category.

9. OIC appointee movement to a Public Service position: all OIC appointees appointed under the Public Service Act

9.1 Temporary assignments in Public Service Employee Positions

OIC appointees may not apply on, accept, or enter any agreement related to a temporary assignment in an employee position in the public service. Temporary assignments are considered career development opportunities and, as such, are open only employees of the public service who are hired under section 8 of the Public Service Act.

9.2 In Service Status

1. During the term of OIC appointments, appointees will have in service status for the purpose of applying on competitions for permanent positions.
2. Where an OIC is rescinded, an appointee will have in service status for the purpose of applying on public service competitions for a period of sixty days following the date the OIC is rescinded, or the appointee’s last day on pay, which is later.
3. Where an OIC is rescinded and the OIC appointee previously held an employee position under section 8 of the Public Service Act, they may be considered for placement without competition at or below their previous employee position level for a period of sixty days following the date the OIC is rescinded. The considerations for placement include any assurances in the OIC appointment letter and/or the discretion of the Deputy Minister to the Premier.

9.3 Continuous Service

1. During the term of OIC appointments, appointees will be granted credit for years of continuous service for competition purposes, up to but not including time spent in the OIC appointment, provided there was no break in service.
2. Where an OIC is rescinded, an appointee will be granted credit for years of continuous service for competition purposes, up to but not including time spent in the OIC appointment, provided there was no break in service.

9.4 Length of Service

Where an OIC is rescinded, an appointee will be granted credit for length of service for benefit entitlement purposes, including time spent in the OIC appointment, provided there was no break in service.

10. Bridging of service: regular employees

1. If a regular employee terminates as a result of a decision to care for a dependent parent, spouse or child and is re-employed, upon application he/she shall be credited with his/her length of service accumulated at the time of termination for the purposes of benefits that are based on length of service. The following conditions shall apply:
   1. The employee must have been a regular employee with at least two years of service seniority at the time of termination,
   2. The resignation must indicate the reason for termination,
   3. The break in service must be for no longer than six years, and
   4. The previous length of service shall not be reinstated until successful completion of the probationary period on re-employment.
2. Former regular employees who meet the conditions outlined above:
   1. Will have in-service status when applying for re-employment, and
   2. Will, if years of continuous service are being assessed during the selection process, be credited with points for the years of continuous service accumulated to the effective date of termination.

11. Dispute resolution

11.1 Dispute resolution: Legal Counsel

Resolution of a dispute between legal counsel and the employer will be in accordance with the applicable Personnel Management Policy: Dispute resolution – Legal counsel

11.2 Discrimination, bullying and harassment in the workplace: all employees/appointees

Resolution of a discrimination, bullying and harassment matter will be in accordance with the Discrimination, Bullying and Harassment in the Workplace Policy.

12. Hours of work

12.1 Hours of work: management, statutory term (with a management classification), OIC categories A and C

1. The hours of work for an employee/appointee shall normally be those of the full-time employees they supervise or with whom they work. It is understood an employee/appointee is expected to work the hours necessary to fulfil their job responsibilities, which may entail considerably more hours than those worked by their employees. However, greater flexibility will be afforded with respect to time off during work hours.
2. Terms and conditions of employment for leaves, allowances and benefits are calculated on the basis of a 35-hour week.

12.2 Hours of work: Schedule A, statutory term (with a bargaining unit classification), OIC category B

1. An employee/appointee is expected to work hours equivalent to their union counterpart.
2. Terms and conditions of employment for leaves, allowances and benefits are calculated on the basis of a 35-hour week.
3. An auxiliary employee who reports for work at the call of the employer will be paid at their straight time rate for all hours worked with a minimum of two hours pay at their regular rate of pay unless they are unfit to perform their duties or have failed to comply with the Industrial Health and Safety Regulations of the Workers' Compensation Board.
4.  An auxiliary employee who commences work will receive three and one-half hours pay at their straight time rate of pay unless:
   1. Work is suspended for reasons completely beyond the control of the employer; or
   2. The duration of the work assignment was known in advance by the employee
5. Where 12.2(4)(a) or (b) occur, the provisions of 12.2(3) shall apply.

13. Meal and rest breaks: all employees/appointees except OIC category D

1. An employee/appointee shall be entitled to one meal break in each work period in excess of four and one-half hours. The meal break shall be scheduled near the mid-point in the scheduled work period.
2. An employee/appointee shall be entitled to two rest breaks of 15 minutes’ duration in each work period in excess of six hours. One rest period shall be scheduled before and one rest period shall be scheduled after the meal break. An employee/appointee working a shift of at least three and one-half hours, but not more than six hours, shall be entitled to one 15-minute rest break during the shift.

14. Pro-rating allowances and entitlements: all employees/appointees working less than full-time, except category D

1. When eligible for allowances and entitlements, an auxiliary or part-time regular employee/appointee working less than full-time will receive all allowances and entitlements on a pro-rata basis where not otherwise specified and where the allowances and entitlements are based on time worked.
2. The allowances and entitlements will be converted to an hourly amount based on full-time employment and applied to the auxiliary or part-time regular employee/appointee for each hour worked.

15. Re-employment: regular employees, OIC categories A and B

1. Re-employment of former employees: regular employees, OIC categories A and B

• A regular excluded employee who terminates employment and, within 90 days, is re-employed as a regular employee shall be granted a leave of absence without pay covering those days absent and shall retain, effective the date of re-employment, all provisions and rights in relation to employee benefits, provided the employee has not withdrawn superannuation contributions and, where applicable, any benefit accrued under the Executive Benefit Plan.

2. Recognition of service with other agencies: regular employees, OIC categories A and B

• An employee appointed to an excluded position in the public service will have service with another organization recognized for purposes of benefit eligibility (vacation, pre-retirement leave, STIIP, LTD, extended health and dental) provided that the organization is listed in Schedule 09 of this directive, initial probation was completed with the other organization and there has been no break in service.

Last updated: April 12, 2016

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16.1 Salary assignment: all management employees/appointees except category D

1. Salary assignment will be in accordance with the HR policy 07 – Pay, benefits and leave for management employees/appointees, and Treasury Board Directive 2/11 for tribunal appointees. Salaries will be based on the salary assignment schedules for excluded employees/appointees
2. Salary protection provisions for eligible excluded employees who are impacted by organization, position or classification changes are defined in the HR policy 07 – Pay, benefits and leave

16.2 Salary assignment: OIC category D

On appointment, category D appointees will be assigned a per diem/stipend rate in accordance with the rates approved for per diem appointees in Treasury Board Directive 3/11 for Crown Corporations, agencies, boards and commissions and Treasury Board Directive 2/11 for administrative tribunals.

16.3 Salary assignment: schedule A, statutory term (with a bargaining unit classification), OIC category B

1. On appointment: Salary assignment shall normally be at the minimum of the range provided in the salary assignment schedules. For appointments above the minimum, ministries must ensure that the new employee/appointee is not paid more than an employee/appointee with similar work experience, training and education within the work unit and that the additional expenditure associated with hiring above the minimum step is necessary to obtain the required service.
2. On upward reclassification and promotion:
   1. An employee/appointee promoted or reclassified to a position with a higher maximum salary will receive the rate for the position if a single salary or, in the case of a position in a salary range, will receive the rate in the salary range which is the closest step to eight percent above their previous rate, or the minimum of the new range, whichever is greater, but not more than the top of the new salary range.
   2. If an employee/appointee is promoted or reclassified to a higher paying classification where the salary placement in the salary range is less than the salary they would have received if substituting in a classification between their current classification and the new position, then the salary placement will be equivalent to the higher rate.  This shall only apply to classifications in the same classification series or the classification series to which the employee is reclassified or promoted. An employee shall not receive a salary greater than the maximum of the range of the classification to which the employee is promoted or reclassified. Future increments, if any, shall be to the next higher step in the range of the classification to which the employee has been promoted or reclassified.
3. On demotion: An employee/appointee demoted to a position with a lower maximum salary will receive the rate for the position if a single salary. If a salary range is established, the maximum reduction shall be the closest step to eight percent, but where the differential between the employee/appointee’s salary before demotion and the maximum salary of the lower position exceeds eight percent, the new salary shall be the maximum of the new position.
4. On downward reclassification of position:
   1. An employee/appointee shall not have his/her salary reduced by reason of a change in the classification of the position that is caused other than by the employee/appointee.
   2. An employee/appointee whose position classification is changed to one with a lower maximum salary through no fault of their own shall continue at the same salary and shall not receive salary increases applicable to the employee/appointee’s new classification until the salary of the new classification exceeds the salary they are receiving.
   3. Where an employee/appointee with a protected salary is assigned a new salary in accordance with this section, the new salary calculation will be based on the protected salary except where the employee/appointee returns to the former classification on which the protected salary is based. In the excepted circumstance, the salary assignment will place the employee/appointee at the salary they would have been receiving on the date of return had they not been demoted or reclassified downwards.
   4. Where an employee/appointee with a protected salary is subsequently appointed to a position having a maximum salary lower than the protected salary, the salary protection provisions will continue to apply. The exception to this is a voluntary transfer or demotion where no further salary protection is extended.
   5. Salary protection will not apply to an appointee who moves to the public service or to a public servant who takes an Order in Council appointment.
5. On substitution in higher position:
   1. Where the position description requires periodic substitution, an employee/appointee temporarily substituting in excess of 70 consecutive work hours in accordance with the Public Service Agency Policy, Substitution, shall receive the rate for the job, where a single rate is established. Where a salary range is established, they will receive the minimum rate of the new salary range or the rate which is the closest step to eight percent above their current rate, whichever is greater, but not more than the top of the new salary range.
   2. Payment for designated paid holidays, sick leave and leaves of absence with pay will be at an employee/appointee’s basic rate of pay received prior to substituting in the higher paid position.
   3. An employee/appointee shall receive the higher rate of pay for a designated paid holiday or period of leave of five days or less (excluding the Short Term Illness and Injury Plan) provided that they have worked in the higher paid position for a majority of the 60 work days preceding the designated paid holiday or paid leave of absence.
   4. An employee/appointee working in excess of seven hours per day shall receive the higher rate of pay in accordance with subsection (c) above if they have worked in the higher paid position for a majority of the 420 working hours preceding the designated paid holiday or period of paid leave.
   5. If an employee/appointee substitutes in a higher paying classification where the salary placement in the salary range is less than the salary they would have received if substituting in a classification between their current classification and the substituting classification, then the salary placement will be equivalent to the higher rate. This shall only apply to classifications in the same classification series or the classification series in which the employee is substituting. An employee shall not receive a salary greater than the maximum of the range of the classification in which the employee is substituting. Office Assistants and Clerks are considered to be in the same classification series.
6. On temporary assignment in a position with a lower classification: An employee/appointee temporarily assigned by the employer to a position with a rate of pay lower than his/her regular rate of pay shall maintain his/her regular rate of pay.

16.4 Salary assignment: legal counsel

1. Assignment of classification levels will be authorized by the Public Service Agency upon recommendation of the applicable agency
2. Legal counsel classified at levels 1 and 2 of the legal counsel series will be assigned the salary specified in the Legal Counsel Salary Schedule, by year of call to the bar
3. Legal counsel classified at levels 3A, 3B, and 4 will not receive less than the minimum or more than the maximum of the salary range specified in the Legal Counsel Salary Schedule

17. Final month's salary where death occurs in service: regular employees, OIC categories A, B and C

1. When an employee/appointee dies while in service, the employer shall pay a full month's salary to the employee/appointee's dependants or estate for the month in which death occurred
2. This provision shall not apply to an employee/appointee on leave of absence without pay at the time of death, except where the Employer has been notified that they would be returning within the month, in which case the Employer will pay the salary for the portion of the month the employee/appointee would have worked

Last updated: April 12, 2016

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18. Overtime defined: schedule A, statutory term (with a bargaining unit classification), OIC category B

1. An employee/appointee, where authorized in advance by his/her Employer, will be entitled to compensation for time worked or travelled on the government's business in excess of:

   1. The scheduled daily hours as established for full-time employees/appointees;
   2. The maximum daily hours for those employees/appointees on flex-time; or
   3. The agreed averaging period.
2. In designated situations the employee/appointee may use his/her discretion in working overtime and the Employer shall be considered to have authorized the overtime in advance.

19. Overtime compensation rates: schedule A, statutory term (with a bargaining unit classification), OIC category B

1. Overtime worked shall be compensated at the following rates:
   1. Time and one-half for the first two hours of overtime on a regularly scheduled work day; and
   2. Double time for all hours worked in excess of subsection 1(a); and
   3. Double time for all hours worked on a day of rest.
2. An employee/appointee who works on a designated holiday or lieu day shall be considered to have worked overtime and shall be entitled to compensation at double time for all hours worked, except for Christmas and New Year's, when the additional compensation shall be at the rate of double time and one-half for all hours worked.
3. The compensation of overtime is to be on a daily basis and is not cumulative.
4. Where the salary is protected, the compensation will be based on the protected salary.

20. Overtime calculation: schedule A, statutory term (with a bargaining unit classification), OIC category B

1. A regular part-time employee/appointee who normally works fewer hours per week than a regular full-time employee/appointee shall be entitled to overtime compensation when they work any hours in excess of what a regular full-time employee/appointee works.
2. Overtime shall be compensated in 30-minute increments; however, an employee/appointee shall not be entitled to any compensation for periods of overtime of less than 15 minutes per day.

21. Overtime payment option

21.1  Overtime payment option: statutory term (with a bargaining unit classification)

Overtime compensation shall be in cash.

21.2  Overtime payment options: schedule A, OIC category B

Overtime compensation shall be in cash or compensatory time off, as agreed to or as directed by the Employer. Any overtime not taken as compensatory time off shall be paid in cash at the earlier of the fiscal year end or termination.

22. Overtime meal allowance: schedule A, OIC category B

1. An employee/appointee who works in excess of 2 and one-half hours immediately before or after completion of their scheduled daily hours of work may be provided with a meal or shall be reimbursed for a meal at the rate in effect for the majority of bargaining unit employees of the Employer
2. A meal break of one-half hour with pay at the overtime rate shall also be given
3. Additional meals or allowances may be provided at reasonable intervals should the overtime period extend over a long period of time

23. Call-out defined: schedule A, OIC category B

Call-out occurs when an employee/appointee is called back to work outside of their regularly scheduled working hours after leaving his/her place of employment.

24. Call-out pay rates: schedule A, OIC category B

Where an employee/appointee is called out to work he/she will be paid at the appropriate overtime rate with a minimum of 3 hours at the overtime rate payable for each call out. Compensation shall be paid from the time he/she leaves home to report for duty until returning home provided he/she proceeds directly to and from work.

25. Shift premium defined: schedule A, statutory term (with a bargaining unit classification)

An employee is entitled to shift premium for all hours worked on a scheduled afternoon or night shift except where the employee is covered by a flex-time and/or modified work week arrangement and chooses to begin work at a time that would normally qualify for payment of a shift premium.

26. Shift premium compensation rate: schedule A, statutory term (with a bargaining unit classification)

The shift premium rate will be the rate in effect for the majority of bargaining unit employees.

27. Late night transportation cost reimbursement: all employees/appointees except OIC category D

1. Transportation will be provided to an employee who is required to work other than his/her normal working hours and who must travel to or from home during the hours between 11:30 pm and 6 am and when convenient public transportation or other transportation facilities are not available
2. An employee/appointee shall be reimbursed for the cost of commercial transportation within their headquarters area upon presentation of receipts

Last updated: April 12, 2016

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28. General payment provisions: all employees/appointees except OIC category D

1. Allowances pursuant to sections 29, 30, 32, 34, 35 and 36 shall cease to be paid effective the first day following the day the terms and conditions for earning the allowance are no longer being met, or where an employee/appointee:
   1. Terminates or has his/her employment terminated,
   2. Is on a leave of absence without pay,
   3. Is on a leave of absence with pay away from headquarters in excess of 30 calendar days,
   4. Is absent without leave, or
   5. Is on paid absence prior to retirement away from headquarters.
2. Any allowance payable to a bargaining unit employee, but not specifically covered in this policy, may also be extended by the Deputy Minister in the same circumstances and on the same basis to an employee/appointee.

29. Board and lodging expenses: all employees/appointees except OIC category D

Board and lodging expenses will be reimbursed in accordance with the provisions in effect for the majority of bargaining unit employees of the employer.

30. Child care expenses: all employees/appointees except statutory term, OIC Category C (who are not employed in a minister's office) and category D

1. Where an employee/appointee is requested or required by the employer to attend employer-endorsed education, training and career development activities or employer-sponsored activities which are not included in the normal duties of the employee/appointee’s job and are outside their headquarters or geographic location such that the employee incurs additional child care expenses, the employee shall be reimbursed for the additional child care expense up to $60 per day upon production of a receipt
2. Where an employee/appointee who is not on leave of absence attends a course approved by the employer outside the employee/appointee's normal scheduled work day such that the employee incurs additional child care expenses, the employee shall be reimbursed for the additional child care expense up to $25 per day upon production of a receipt. This reimbursement shall not exceed 15 days per calendar year
3. Reimbursement in (1) or (2) shall only apply where no one else at the employee/appointee’s home can provide the child care
4. The receipt shall be a signed statement including the date(s), the hourly rate charged, the hours of care provided and shall identify the caregiver/agency

31. Expenses where illness, injury or death occurs outside British Columbia while on the Employer's business: all employees/appointees except statutory term

1. If an employee/appointee becomes ill or injured while out of the province on the employer's business, all medical, surgical and hospital fees not covered by the public service group plans or Workers' Compensation will be paid by the employer
2. The employer shall also pay any additional accommodation, transportation and incidental expenses resulting from the illness or injury
3. In the event death occurs while out of the province on the employer's business, the costs of returning the deceased to the province, where desired, will be paid by the employer

32. Isolation provisions: all employees/appointees except OIC category D

For designated isolated locations, isolation provisions as specified in Schedule 04 are payable.

33. Pre-retirement leave/allowance

33.1 Pre-retirement leave/retirement allowance: regular employees, OIC categories A, B and C

1. Upon retirement from service a regular employee/appointee who has completed 20 years of service with the employer and who, under the provisions of the Public Service Pension Plan, is entitled to receive an immediate monthly pension benefit, is entitled to an amount equal to their salary for one month and, for each full year of service exceeding 20 years but not exceeding 30 years, is entitled to an additional amount equal to one-fifth of their monthly salary. This amount will be pro-rated for an employee who worked less than full time. The employee/appointee may opt to take the allowance as equivalent paid leave of absence to be taken immediately prior to retirement.
2. An employee/appointee who receives a notice period or severance must not be given a retirement allowance, except when approved by the minister under a labour adjustment policy or program.

33.2 Pre-retirement leave/accumulated pre-1978 sick bank entitlement: regular employees, OIC categories A, B and C

1. An employee/appointee who is scheduled to retire and to receive a monthly pension benefit under the Public Service Pension Plan shall be entitled to:
   1. A special paid leave for a period equivalent to 50 percent of their remaining sick bank credit, to be taken immediately prior to retirement, or
   2. A special cash payment of an amount equivalent to the cash value of 50 percent of their remaining sick bank credit, to be paid immediately prior to retirement and based on their current basic salary
2. Sick bank credit means credit accumulated prior to January 1978, which has not been utilized prior to retirement, to a maximum benefit entitlement of 125 days (based on the maximum sick bank credit of 250 days)
3. Where an employee/appointee is permitted to purchase or reinstate a period of pensionable service at the time of retirement, all or part of the entitlements under Subsection 33.1(1) and/or 33.2(1)(b) above may be used to purchase such service
4. A regular employee who changes to auxiliary status without a break in service will retain any accrued sick bank credits and may continue to access these credits in accordance with the above and other established policies

Refer to Schedule 07 – Paid absence prior to retirement

34. Professional association membership fee reimbursement: regular employees, OIC categories A and C

A regular full-time employee/appointee who has completed his/her probationary period and who is required as a condition of employment to maintain membership in those licensing bodies, learned societies or associations as are necessary to maintain professional standing shall be reimbursed as follows:

• In full [not to exceed the 2015-2019 fee schedule (PDF, 96KB)] for annual membership or licensing fees paid to those organizations named in the BCGEU 16th Main Agreement or the Extension to the PEA 13th Main Agreement, or
• To a maximum of $200 annually for any required membership not listed in an agreement.

35. Professional accounting fee reimbursement: regular management employees, OIC categories A and C

A regular employee/appointee who has completed his/her initial probationary period and who is required as a condition of employment to maintain a professional accounting designation (CA, CGA or CMA) shall be reimbursed the annual membership dues for one designation.

36. Professional association membership fee reimbursement: legal counsel

The employer shall pay the annual Law Society of British Columbia practice fee on behalf of legal counsel working under the supervision of the Ministry of Attorney General. Payment of the practise fee for ministry lawyers working outside of the Ministry of Attorney General is only made annually at the discretion of the Deputy Attorney General.

37. Reimbursement for necessary foreign travel document and medicals: all employees/appointees except statutory term and OIC category D

Where travel or relocation to a foreign country is required by the employer, an employee/appointee will be reimbursed all costs incurred in acquiring the necessary travel documents and medical examinations.

38. Relocation expenses

38.1 Relocation expenses: regular employees, auxiliary employees over 1,827 hours, OIC categories A, B and C

Relocation provisions will be paid in accordance with Schedule 05.

38.2 Relocation expenses: auxiliary employees under 1,827 hours

1. An auxiliary employee who has successfully completed his/her initial probationary period and has to move from one location to another after winning a competition shall be entitled to relocation expenses in accordance with Schedule 05
2. An auxiliary employee who has to move from one location to another at the employer’s request shall be entitled to relocation expenses in accordance with Schedule 05

38.3 Relocation expenses: new regular management employees, new auxiliary employees and new appointees in OIC categories A and C

Relocation assistance may be offered, in accordance with Schedule 05.

38.4 Relocation expenses: new schedule A employees, new appointees in OIC category B

Relocation expenses may be offered in accordance with the HR policy 15 – Relocation > New hires.

39. Travel expenses: all employees/appointees

1. Reimbursement of travel expenses will be made in accordance with the HR policy 17 – Travel
2. The distance allowance specified in the HR policy 17 – Travel covers the distance to and from the employee/appointee’s place of residence up to a maximum total of 32 kilometers only when the employee/appointee is required by the employer to have their car at work for use on the job
3. An employee/appointee on travel status shall normally be afforded the opportunity of returning to their headquarters for a weekend at the end of each 2-week period and expenses will be paid as follows:
   1. Travel time and accommodation expenses shall be the employee/appointee’s responsibility,
   2. Transportation expenses shall be paid by the employer, and
   3. The employer shall determine the mode of transportation
4. Deputy ministers and associate deputy ministers will be provided with a government leased vehicle or allowance in lieu in accordance with Schedule 06

Last updated: April 12, 2016

review Part 07 PDF

40. Designated statutory holidays in British Columbia: all employees/appointees except OIC category D

1. Designated statutory holidays for employees/appointees in British Columbia are:

New Year's Day	Labour Day
Good Friday	Thanksgiving Day
Easter Monday	Remembrance Day
Victoria Day	Christmas Day
Canada Day	Boxing Day
British Columbia Day	Family Day

2. Any other day designated as a holiday for public service employees in the locality in which the employee/appointee is working shall also be a paid holiday

41. Designated statutory holidays falling on Saturday or Sunday: all employees/appointees except OIC category D

1. For an employee/appointee whose work week is from Monday to Friday, when any of the above-noted designated statutory holidays fall on a Saturday and it is not proclaimed as being observed on some other day, the following Monday shall be deemed to be the holiday. When a designated statutory holiday falls on a Sunday and it is not proclaimed as being observed on some other day, the following Monday (or Tuesday if Monday has already been designated a statutory holiday) shall be deemed to be the holiday
2. Where there is a work dependency between employees/appointees and private sector employees, subsection (1) may be varied

42. Designated statutory holiday entitlement

42.1 Auxiliary employees and statutory term

1. A statutory term or auxiliary employee shall be entitled to the designated statutory holiday off at straight time compensation where:
   1. The employee works the day before and the day after the designated statutory holiday, or
   2. The employee works 15 of the 30 days preceding the designated statutory holiday, or
   3. The employee works at least 105 hours at the straight time rate in the previous 30 days

This section does not apply to employees who have been terminated.

2. An auxiliary employee who is qualified under subsection (1) to receive compensation for the paid holiday but does not work on the paid holiday shall receive compensation for the day based on the following formula: straight time hours paid in the previous 30 calendar days divided by the straight time hours of work of a full-time employee for the same 30 calendar day period multiplied by the hourly rate multiplied by 7

3. An employee who qualifies under subsection (1) and who works on a designated statutory holiday shall be entitled to the compensation specified in section 42.2(2) and (3). The day off in lieu provided under section 42.2 (2) and (3) will be compensated on the basis of the formula in 42.1(2)

4. An employee who works on the designated holiday but does not meet the conditions of subsection (1) above shall receive straight time for hours worked on the holiday

42.2 Regular schedule A, OIC category B

1. An employee/appointee is entitled to the designated statutory holiday off at straight time compensation
2. An employee/appointee who works on a designated holiday which is a scheduled work day shall be compensated at the rate of double time for hours worked plus a day off in lieu of the holiday, except for Christmas and New Year’s, when the compensation shall be at the rate of double time and one-half for hours worked, plus a day off in lieu of the holiday. Compensation will be in cash only
3. Where the lieu day is built into the annual work schedule, no additional lieu day is required

42.3 Regular management, OIC categories A and C

An employee/appointee is entitled to the designated statutory holiday off at straight time compensation. Where an employee/appointee works on a designated statutory holiday, they will be entitled to another paid day off in lieu.

42.4 Regular management, OIC categories A and C working less than full-time

An employee/appointee working less than full time is entitled to receive statutory holiday pay as follows:

1. An employee/appointee working a set schedule of less than full time, who works or earns wages for at least 15 of the previous 30 days prior to the statutory holiday, will receive the same amount of pay as if the employee/appointee had worked regular hours on the day off. The calculation of pay will not be pro-rated based on hours worked
2. An employee/appointee working a set schedule of less than full time, who works or earns wages on fewer than 15 of the previous 30 days prior to the statutory holiday, will receive pro-rated statutory holiday compensation based on hours worked
3. An employee/appointee working a fluctuating schedule will receive pro-rated statutory holiday pay based on hours worked regardless of which day the statutory holiday falls
4. The entitlement as set out in subsections (1), (2) and (3) above applies when a temporary assignment start date and end date encompass a statutory holiday
5. As an alternative to receiving statutory holiday pay, an employee/appointee may be provided with time off in lieu

Last updated: April 12, 2016

review Part 08 PDF

43. Annual vacation entitlement

43.1 Auxiliary employees under 1,827 hours

1. An auxiliary employee will be entitled to receive vacation pay at six percent of their regular earnings
2. An auxiliary employee shall receive their earned vacation pay biweekly
3. After six months from date of hire, an auxiliary employee may elect to take a leave of absence without pay for up to 15 workdays (maximum of 105 hours) in any calendar year. The granting and scheduling of this leave of absence without pay is subject to operational requirements and the vacation schedules of other employees and must not result in any increased costs to the employer

43.2 Statutory term

At the termination of his or her appointment, a statutory term individual shall receive vacation pay equal to four percent of total salary earned during the period worked.

43.3 All employees/appointees except auxiliary under 1,827 hours, statutory term and OIC dategory D

1. A regular full-time employee/appointee who has received at least 10 days’ pay for each calendar month shall have an annual vacation entitlement as follows:

   Vacation year	Working days
   1st to 7th vacation year	20 working days
   8th vacation year	22 working days
   9th vacation year	23 working days
   10th to 11th vacation year	25 working days
   12th vacation year	26 working days
   13th to 15th vacation year	27 working days
   16th to 18th vacation year	28 working days
   19th vacation year	29 working days
   20th vacation year	31 working days
   21st vacation year	32 working days
   22nd vacation year	33 working days
   23rd to 24th vacation year	34 working days
   25th vacation year and thereafter	35 working days

2. During the first 6 months of employment, a regular employee/appointee may be granted annual vacation to the extent of earned vacation credits
3. Upon qualifying for vacation leave, an auxiliary employee will earn vacation in accordance with subsection (1)
4. Payment for vacation is at an employee/appointee's basic rate of pay. However, if an employee/appointee has been working in a higher paid position other than their regular position for a majority of their regularly scheduled hours during the 60 work days immediately preceding the vacation, they will receive the higher rate of pay for that vacation period
5. An employee engaged on a part-time basis shall be entitled to annual vacation on a pro rata basis as above

43.4 Added vacation for deputy ministers and associate deputy ministers

Persons appointed or designated as deputy ministers or associate deputy ministers shall also be entitled to an additional special vacation leave of 5 days per calendar year, pro-rated for a partial year of service.

44. Vacation year: credits for all re-employed employees/appointees except auxiliary under 1,827 hours, statutory term and OIC category D

1. The vacation year is the calendar year commencing January 1 and ending December 31. An employee/appointee’s first vacation year is the calendar year in which their first anniversary falls
2. Commencing January 1, 2009, regular employees who have been or are subsequently re-employed after breaks in service from their employment/appointment due to resignation, retirement, or layoff after one year, shall have vacation years accumulated during their previous employment/appointments (including time accumulated as an auxiliary with 1,827 hours) included in the determination of their current vacation year

45. Earning vacation entitlement: all employees/appointees except auxiliary under 1,827 hours, statutory term and OIC category D

1. An employee/appointee earns 1/12 of the annual vacation entitlement for each month in which they receive 10 days’ basic pay
2. In addition to regular working days, any paid leave of absence excluding periods during which the employee/appointee is in receipt of Short Term Injury or Illness Plan benefits is included when computing paid days for the purpose of calculating the vacation leave entitlement under subsection (1)
3. Service with an agency listed in Schedule 09 may be included in the calculation of vacation leave entitlement provided no break in service occurred between employment with that agency and the employee’s appointment to the public service

46. Vacation scheduling: all employees/appointees except auxiliary under 1,827 hours, statutory term and OIC category D

1. Vacation leave shall be scheduled and taken on a calendar year basis and may not be borrowed from future years
2. Each employee/appointee’s wishes, in concert with operational requirements, will be considered when scheduling vacation
3. Each employee/appointee should have the opportunity to schedule at least 15 days of vacation leave in one uninterrupted period within each calendar year
4. A minimum of 105 hours of current vacation entitlement, pro-rated for part-time employees and employees who have not earned a full year’s leave entitlement, shall be scheduled and taken each vacation year unless:
   1. the deputy minister has directed the employee/appointee, in writing, to cancel scheduled vacation leave due to extreme pressures of work or other extenuating circumstances; or
   2. the employee/appointee was on extended paid sick or other paid leave during the time the vacation was scheduled and was therefore unable to use this minimum vacation entitlement; or
   3. the employee/appointee is in the first partial vacation year
5. Any balance of unused vacation leave earned in a year will be paid out or carried over in accordance with the applicable provisions of sections 47 and 52
6. An unbroken vacation period commencing in December of one year and carrying over to January of the next shall be considered vacation time for the year in which it commenced. The portion of vacation taken in January shall not be considered as vacation carry-over or as a choice for the new vacation year
7. If an employee/appointee has taken more vacation time than he or she is entitled to, the unearned portion shall be charged against future earned credits or recovered upon termination, whichever occurs first
8. Any displaced vacation shall be taken at a mutually agreeable time

47. Vacation carryover: all employees/appointees except auxiliary under 1,827 hours, statutory term and OIC category D

1. At the completion of a vacation year, employees/appointees can opt to have:
   1. Any remaining balance of vacation leave earned in that year paid out, or
   2. Any remaining balance of vacation leave earned in that year carried over (subject to the time bank limitations described below) and used as vacation leave in the vacation year immediately following, or
   3. A combination of (1) and (2)
2. Time bank limitations:
   1. If an employee has time banks (accrued prior to January 1, 2003), the total of this banked time and any carryover of current year vacation cannot exceed 1,750 hours (250 days) at any time
   2. Any amount in excess of the 1,750 hours will be paid out at the completion of the current vacation year
3. All carryover must be fully exhausted by the end of the year immediately following the year it was earned, either as leave, payout, or a combination of the two

48. Callback from vacation: all employees/appointees except auxiliary under 1,827 hours, statutory term and OIC category D

1. If a ministry calls an employee/appointee back from vacation, the ministry will:

   1. Pay all expenses incurred by the employee/appointee and their family in returning to their place of duty, and the time spent in returning will not be considered part of the vacation; or
   2. Pay all expenses incurred by the employee/appointee in proceeding to their place of duty and in returning to the place from which they were recalled upon resumption of vacation (except for meals), and the time necessary for travel in proceeding to the place of duty and returning to the place from which they were recalled shall not be counted against their vacation entitlement, or
   3. Where the employee so elects, grant an additional five days of vacation in lieu of reimbursement

49. Vacation displaced by leave with pay: regular management, regular schedule A, OIC categories A, B and C

There shall be no deduction from the vacation credits when an employee/appointee is in receipt of the Short Term Illness and Injury Plan benefits or on any other approved leave of absence with pay during the vacation period.

50. Special vacation subsidy and adjustments

50.1 Subsidy for severely isolated locations: regular employees, OIC categories A, B and C

Employees/appointees at a severely isolated location, as determined by the Public Service Agency, shall receive a special subsidy to assist with transportation expenses for themselves and dependant(s) in accordance with Schedule 04. The subsidy is only payable when an employee/appointee takes vacation and travels to a location that removes him/her from the severely isolated conditions that qualified him/her for the subsidy. This requires that the employee/appointee travel to a location that provides more accessible travel methods other than by water or extended travel over unpaved roads.

50.2 Adjustment for remote locations: regular employees, OIC categories A, B and C

Employees who work in remote locations specified in Schedule 04 will be provided an extra vacation day (7 hours) beginning with the 2010 vacation year. The extra vacation day will be pro-rated for part-time employees.

51. Vacation at time of retirement: all employees/appointees except auxiliary under 1,827 hours, statutory term and OIC category D

An employee/appointee scheduled to retire and to receive an immediate monthly pension benefit under the Public Service Pension Plan shall be granted full vacation entitlement for the final calendar year of service.

52. Vacation/banked leave payout: all employees/appointees except OIC category D

1. Annual vacation will be paid out in cash where an employee/appointee resigns, retires, has their employment terminated or dies while in service. In the event of death in service, payment will be made to the employee/appointee’s dependant(s) or where there is no dependant, to the employee/appointee’s estate
2. Upon request by an employee/appointee, any of the employee/appointee’s carryover or time bank credits will be paid out according to the policy governing the rates of payout

Last updated: April 12, 2016

review Part 09 PDF

53. Athletic events leave: all regular employees, OIC categories A, B and C

An employee/appointee selected to represent British Columbia or Canada in designated athletic events as an athlete, coach or judging official may be eligible for leave in accordance with the HR policy 07 – Pay, benefits and leave.

54. Conferences, courses: legal counsel

Each legal counsel shall be granted a prescribed amount, set annually via the Crown Counsel Agreement for use in any one fiscal year for the purpose of taking continuing legal education courses, or such other courses or conferences that may be relevant to his or her professional development, and incidental expenses attached thereto. Leave with pay shall be granted for attendance at such courses or conferences. The allocated budget will be pro-rated for part-time legal counsel.

55. Deferred Salary Leave Program: regular employees and OIC categories A and B

The Deferred Salary Leave Program allows eligible employees/appointees in the BC Public Service to defer up to one-third of their gross salary to finance a future leave of absence.

56. Exchange program leave: all regular employees and OIC Categories A and B

A deputy minister may grant an employee leave with pay to participate in an exchange program with another government or public agency. During the exchange program, the employee remains an employee of the province for all purposes, continuing to be fully covered by these terms and conditions as appropriate. Where benefits are limited in their out-of-province application, the employee is responsible for arranging and paying for any alternate personal coverage that may be desired. Exchange Program leave is not to be used as a trial period of employment. Upon completion of the exchange, the employee returns to their former position or a position of similar rank and salary. The exchange is formalized between the two agencies and the employee in writing by a signed agreement that clearly identifies the terms governing the exchange, including any agreement on reimbursement of wages and benefits, cost sharing, responsibility for expenses, period of exchange, leave reporting, and other pertinent conditions. The deputy minister may approve an exchange program that brings a member of another government or public agency to the Province in accordance with the provisions of this section. In unusual circumstances, the deputy minister may grant an employee leave without pay to participate in an exchange program with another government or public agency. Where leave without pay is granted, the employee is not covered by these terms and conditions and is not eligible to maintain coverage and entitlements of any kind by personal payment of premiums or contributions.

57. General leave of absence with pay

57.1 Leave of absence with pay: all employees/appointees except auxiliary under 1,827 hours, statutory term and OIC category D

A deputy minister shall approve leave of absence with pay for an employee/appointee in an amount equal to or greater than that provided for a bargaining unit employee in all circumstances where bargaining unit employees are granted leave with pay. Leave of absence with pay may also be granted by a deputy minister in other meritorious circumstances.

58. General leave of absence without pay

58.1 General leave of absence without pay: all employees/appointees except OIC category D

A deputy minister may approve leave of absence without pay. This leave is not to be used to allow an employee/appointee to work for another employer or agency except where the leave is for the purpose of working for a national or international project such as CIDA, CUSO or UN overseas projects. Where leave without pay is granted to work on such projects, the employee is not covered by these terms and conditions and is not eligible to maintain coverage and entitlements of any kind by personal payment of premiums or contributions. On all other leaves of absence without pay the employee/appointee may continue benefit coverage up to the maximum period established in the contract(s) with the insurance carriers by paying the employee and employer share of the premiums.

58.2 Additional leave of absence without pay: legal counsel

Legal counsel shall be entitled to additional leave without pay of 5 days per year. Such leave may be deferred and accumulated over a period not exceeding 5 years from the date last used. Legal counsel who elect to take such leave must indicate, in writing to the employer, the intention to do so no less than six months prior to the end of any year. The scheduling of such time off shall be by mutual agreement. Legal counsel who take additional leave pursuant to this section may maintain coverage for medical, extended health, dental, group life and long term disability plan coverage by paying the premium for such coverage.

59. Leave to obtain passports, visas and other foreign travel documents: all employees/appointees except statutory term and OIC category D

Where travel or relocation to a foreign country is required by the employer, leave shall be granted for an employee/appointee to acquire necessary travel documents.

60. Leave to run for and hold political office

60.1 OIC categories A and B

An appointee must obtain written approval from their minister before seeking nomination to a municipal or school board office to ensure there is no conflict of interest between the appointee's duties as a public servant and the office to which they seek nomination. An appointee elected to a municipal or school board office must ensure that the duties of that office, other than the regular council or board meetings or meetings of committees of the council or board, do not impinge on the appointee's normal working hours and that there is no conflict of interest between the duties of that office and the duties of the public service position. Where municipal council or school board meetings or meetings of committees of the council or board are held during the appointee's normal working hours, the employer will grant leave without pay to attend such meetings.

60.2 Regular employees

An employee must obtain written approval from their deputy minister before seeking nomination to a public office to ensure there is no conflict of interest between the employee's duties as a public servant and the office to which they seek nomination. The deputy minister may, on their own initiative or upon the employee's request, grant leave of absence without pay for up to 90 days immediately preceding the date of election for an employee to seek nomination or election to office. An employee elected to a municipal or school board office must ensure that the duties of that office, other than the regular council or board meetings or meetings of committees of the council or board, do not impinge on the employee's normal working hours. Where municipal council or school board meetings or meetings of committees of the council or board are held during the employee's normal working hours, the employer will grant leave without pay to attend such meetings. An employee who becomes a Member of the Legislative Assembly or a Member of the House of Commons shall, upon written request to the Head of the Public Service Agency, be granted a leave of absence without pay for up to a maximum of five years. Employment shall be deemed to be terminated when an employee becomes either a provincial or federal minister of the Crown.

61. Maternity and parental leave: auxiliary under 1,827 hours, statutory term

Maternity and parental leave without pay shall be in accordance with the Employment Standards Act.

62. Maternity, parental, pre-placement adoption and extended child care leave: regular employees, auxiliary over 1,827 hours, OIC categories A, B and C

A deputy minister shall approve leave for an employee/appointee under the same conditions and in an amount equal to that provided for a bargaining unit employee as outlined on Maternity, parental and pre-placement adoption leaved and leave allowances.

63. Paid absence prior to retirement: all employees/appointees except statutory term and OIC category D

The scheduling of any earned, purchased or accumulated time to be taken prior to retirement shall be in accordance with Schedule 07.

64. Voting leave: all employees/appointees except OIC category D

Any employee/appointee eligible to vote in a federal, provincial or municipal election or on a referendum shall have three or four consecutive clear hours, as prescribed by the applicable statute, during the hours when the polls are open in which to cast a ballot.

Last updated: April 12, 2016

review Part 10 PDF

65. Executive benefit plan

This plan continues to exist to administer the accumulated time banks accrued under the Executive Benefit Plan. Refer to Schedule 01.

66. Canada Pension Plan: all employees/appointees except OIC category D

Coverage under the Canada Pension Plan will be provided in accordance with the Canada Pension Plan Act and Regulations.

67. Public Service Government of British Columbia Pension Plan: all employees/appointees except statutory term and OIC category D

Coverage will be provided in accordance with the Public Service Pension Plan.

68. Accident and liability coverage: OIC category D

An appointee is provided with accident and liability coverage, administered through the Risk Management Branch.

69. Air travel insurance: all employees/appointees

An employee/appointee is eligible for air travel insurance coverage in accordance with Group Aviation Accident Insurance.

70. Health benefits: auxiliary employees under 1,827 hours

1. In lieu of health and welfare benefits, an auxiliary employee shall receive compensation as calculated in accordance with the provisions in effect for the majority of bargaining unit employees of the employer
2. This allowance shall not be paid when an employee is receiving benefits under the weekly indemnity provisions

71. Basic medical insurance, dental plan and extended health plan: all employees/appointees except auxiliaries under 1,827 hours, statutory term, OIC category D

Employees/appointees are eligible for coverage in accordance with the Benefits for excluded employees.

72. Group life insurance: all employees/appointees except auxiliaries under 1,827 hours, statutory term, OIC category D

An employee/appointee is eligible for group life insurance as detailed in accordance with the Benefits for Excluded Employees. For details, see Life Insurance for Excluded Employees.

73. Indemnity protection: all employees

Indemnity coverage is provided under the Excluded Employees (Legal Proceedings) Indemnity Regulation and Excluded Employees Indemnity Protection Regulation.

74. Long Term Disability Plan: regular employees and OIC Categories A, B and C

A regular employee/appointee is eligible for long term disability coverage in accordance with the Long Term Disability Plan.

75. Loss of benefits: auxiliary over 1,827 hours

If an employee fails to maintain 1,200 scheduled hours at the straight time rate within the previous 26 pay periods, eligibility to apply for the following benefits shall cease until the employee re-establishes 1,827 hours within 33 pay periods:

• Short Term Illness and Injury Plan benefits
• Special leave provisions
• Maternity, parental and pre-placement adoption leave allowances

76. Sick benefit: all employees/appointees except auxiliaries under 1,827 hours, statutory term, OIC category D

1. An employee/appointee is eligible for coverage under the Short Term Illness and Injury Plan
2. An employee/appointee at work or on approved leave of absence with pay on January 2 of each year will be credited with 10.5 hours of exclusion supplementary credit
3. An employee/appointee on leave of absence without pay on January 2 of each year will be credited with 10.5 hours of exclusion supplementary credit upon return to work
4. An employee/appointee who commences employment during the year will be credited with 10.5 hours of exclusion supplementary credit for that partial year
5. The exclusion supplementary credit can only be used to supplement the Short Term Illness and Injury Plan benefit up to 100 percent of basic pay
6. The exclusion supplementary credit is non-cumulative and lapses December 31
7. Absences due to illness or injury under the STIIP plan are reported as follows:
   1. Absences of less than two hours are not reported;
   2. Absences of more than two hours and up to a half-day are reported as a half-day;
   3. Absences of more than a half-day, but where the employee/appointee worked at least two hours, are reported as a half-day;
   4. Absences where the employee/appointee worked less than two hours in the day are reported as one day

77. Weekly indemnity plan: auxiliary employees under 1,827 hours

An auxiliary employee is eligible for weekly indemnity coverage in accordance with the provisions in effect for the majority of bargaining unit employees.

78. Employment insurance: all employees/appointees except OIC category D

An employee/appointee is covered under the Employment Insurance Act and Regulations.

79. Workers' Compensation in Canada: all employees/appointees

1. Workers' compensation coverage is provided in accordance with the Workers' Compensation Act and Regulations. For details, visit WorkSafeBC
2. Transportation to and from the nearest physician and/or hospital for an employee/appointee requiring medical care as a result of an on-the-job accident or injury shall be provided or paid for by the employer

80. Personal property repair/replacement: all employees/appointees

1. Where an employee/appointee on the employer's business incurs a loss of or damage to personal property that is pertinent to the performance of their duties and is not otherwise covered by government policy or insurance, the employer may reimburse the lesser of the loss, the repair, the deductible or $600
2. Subsection (1) shall not apply to an employee/appointee’s motor vehicle

81. Private vehicle damage reimbursement: all employees/appointees

Where an employee/appointee's private vehicle is damaged while in authorized use on the employer's business, the employer will reimburse the lesser of the actual vehicle damage repair cost or the employee's insurance deductible in accordance with the HR policy 17 – Travel.

82. Benefit plans and provisions: all regular employees, OIC categories A, B and C

1. Any benefit plans or provisions approved for the majority of bargaining unit employees are extended to excluded employees/appointees, as applicable, covered by this policy
2. Changes to the above benefit plans or provisions approved for the majority of bargaining unit employees are extended to excluded employees/appointees, as applicable, covered by this policy

Last updated: March 15, 2022

review Part 11 PDF

83. Responsibilities

83.1 Lieutenant Governor in Council

The Lieutenant Governor in Council may establish and vary the terms and conditions of employment for Order in Council appointees.

83.2 Treasury Board

Treasury Board is responsible for reviewing and approving proposed changes to terms and conditions of employment that have budgetary implications.

83.3 Ministers

Ministers have the authority to recommend to the Lieutenant Governor in Council the terms and conditions of employment for Order in Council appointments under the minister’s statutory jurisdiction.

The Minister responsible for the Public Service Agency has the authority to approve terms and conditions for employees covered under the Public Service Act.

83.4 Public Service Agency

The head of the Public Service Agency is responsible for:

1. Providing advice and assistance on the application of this policy
2. Recommending to the appointing authority terms and conditions of employment for Order in Council appointments
3. Recommending to the minister terms and conditions of employment for all categories of employees and appointees
4. Recommending to the minister premiums, allowances and salary application procedures
5. Adding or deleting classifications under all appointee/employee categories and to the applicable salary schedules
6. Making any administrative changes required
7. Approving exceptions to this policy
8. Ensuring reviews of terms and conditions for all employee/appointee categories are undertaken on a regular and as-required basis and recommendations for change are provided for the minister, cabinet and/or Treasury Board's consideration and approval

83.5 Ministries

Deputy ministers are responsible for:

1. Ensuring that the provisions of this policy are met
2. Establishing, where designated by statute, terms and conditions of employment
3. Recommending terms and conditions of employment for Order in Council appointees under the minister's statutory authority
4. Applying terms and conditions of employment to each employee/appointee within their ministry in accordance with this policy
5. Ensuring terms and conditions of employment as outlined herein or where specified otherwise by an Order in Council are implemented

84. Legislative authorities

• Public Service Act
• Employment Standards Act
• Public Sector Employers Act
• Public Service Benefit Plan Act
• Public Sector Pension Plans Act
• Administrative Tribunals Act
• Financial Administration Act

85. Other authorities

• British Columbia Government and Service Employees’ Union (BCGEU) Master Agreement
• Agreement between the B.C. Government and the B.C. Crown Counsel Association
• Physician Master Agreement between the Government of British Columbia and the Doctors of BC
• B.C. Nurses Master Agreement
• B.C. Professional Employees Association Master Agreement

Last updated: April 12, 2016

review Schedule 01 PDF

This plan continues to exist to administer the accumulated time banks for all groups covered by the Executive Benefit Plan.

1. Employees covered

The Executive Benefit Plan applies to:

1. Employees in open salary range positions who are not salaried physicians,
2. Salaried physicians, and
3. Persons appointed to a position by Order In Council for whom coverage under the plan is a term and condition of employment pursuant to the Order in Council and benefits under the plan are part of the compensation package of these employees

2. Employee entitlement

A person described in section 1 is entitled to the following:

1. Benefits that were earned, and for which choices were made, before the following were repealed:
   1. Plan Benefits for management, OIC Categories A and C: Repealed October 1, 1987
   2. Plan Benefits for deputy ministers: repealed October 1, 1987
   3. Plan Benefits for salaried physicians: repealed January 1, 1989 and
2. Unused vacation entitlement credited to the employee prior to January 1, 2003

3. General time bank rules

1. The time bank of an employee may not exceed the maximum net accumulation of 250 days
2. The purpose of the time bank is to enable the employee to take paid leave of absence from his/her work:
   1. For periods agreed to by the deputy minister or designate to whom the employee is responsible, or
   2. As paid absence prior to retirement
3. An employee may use his/her time bank to supplement the Short Term Illness and Injury Plan (STIIP) payment to 100 percent of basic pay
4. Where an employee takes paid leave in accordance with subsection (2), each day of the leave will be drawn as one day from the time bank, and the employee will be paid for that day at his/her current base salary including any salary adjustment applicable to the period of the leave
5. Where an employee receives a cash payment for his/her time bank in accordance with the guidelines established from time to time by the B.C. Public Service Agency:
   1. Each day banked as unused vacation entitlement will be valued as a day at current base salary, and
   2. Each day banked as purchased time will be valued at its value at the time it was banked

4. Policy and administration

1. The BC Public Service Agency may develop general policy and administrative guidelines governing the Executive Benefit Plan
2. The BC Public Service Agency administers the Executive Benefit Plan and may develop administrative procedures governing the Executive Benefit Plan

5. Conversion of banked time or earned dollar EBP benefits

Any accumulated Executive Benefit Plan benefits of an employee/appointee leaving the service or on the date the employee/appointee ceases to be eligible under section 1 for benefits under the Executive Benefit Plan, whether the benefits are in banked time or earned dollar options, shall be disposed of as follows:

1. Death. Where an employee/appointee dies in the public service or while on paid absence prior to retirement, a monetary payout to the extent of remaining Executive Benefit Plan benefits will be paid to the employee/appointee's estate in accordance with Section 3
2. Rejection during probation, resignation or dismissal
   1. Where an employee/appointee is rejected during probation, resigns or is dismissed, a monetary payment will be made in accordance with Section 3
   2. An employee/appointee who resigns from the public service may defer such payment for a period of up to 90 days from the date of resignation where there exists the possibility of re-employment in the public service
3. Coverage under the provisions of the Long Term Disability Plan. An employee/appointee who becomes covered under the provisions of the Long Term Disability Plan will, upon application, receive a monetary payout of his/her accumulated Executive Benefit Plan benefits. If no application is made, any accumulated benefits will automatically be paid out to him/her at the end of the 25th month of Long Term Disability benefits
4. Transfer/appointment to a bargaining unit position. Where an employee/appointee becomes covered by the Professional Employees' Association, the B.C. Government and Service Employees' Union, the Union of Psychiatric Nurses or the British Columbia Nurses' Union, the employee/appointee may apply Executive Benefit Plan benefits to the following options:
   1. A monetary payout, in accordance with section 3,
   2. Leave with pay to be taken prior to the date of transfer,
   3. Leave with pay to be taken as paid absence prior to retirement or cashed out at that time,
   4. Subject to the terms of the applicable collective agreement, transfer to the bargaining unit vacation carryover bank, or
   5. Any combination of options (1), (2), (3), and (4)
5. Retirement of employee/appointee
   1. An employee/appointee who is eligible to proceed to pension under the Public Service Pension Plan, or who is nearing compulsory retirement age, and who has time remaining in his/her time bank may designate such time to be used as:
      1. Paid absence prior to retirement,
      2. Conversion to a cash payout in accordance with section 3, or
      3. A combination of (1) and (2)
   2. When an employee/appointee continues to work beyond the date on which paid absence prior to retirement was to commence, and is therefore unable to use the time option prior to mandatory retirement age, any of the remaining time which the employee/ appointee is unable to use will be converted to a cash payout

6. Designation of purchased or earned credit on withdrawal

An employee/appointee withdrawing credits from his/her time bank may designate whether such withdrawal will come from accumulated 'purchased' or 'earned' credits. Where an employee/appointee neglects to make this designation at the time of withdrawal, such withdrawal will be debited from the oldest time bank entry.

Last updated: April 12, 2016

review Schedule 04 PDF

1. Isolation Allowance

1. An employee/appointee assigned on a permanent basis to a headquarters in an isolated location listed in this section shall receive an isolation allowance in addition to basic pay effective the date of assignment.
2. An employee/appointee shall receive an isolation allowance of $6.50 per point per month, based on the number of points established in the following index for the location in which the employee/ appointee is assigned on a permanent basis.
3. Isolation allowance is not payable at temporary headquarters while an employee/appointee is on travel expenses or receiving board and/or lodging or meal allowance or free board and lodging.
4. Isolation allowance continues while an employee/appointee is at temporary headquarters and receiving living or travel expenses if that employee/appointee is maintaining a personal home at a permanent headquarters that qualifies for an allowance.
5. In case of a relocation between permanent headquarters, the isolation allowance for payroll purposes begins, ceases, or changes with the effective date of the relocation and is not affected by temporary expenses on relocation payments, or delays in moving family or effects.
6. If a ministry proposes to headquarter persons at a new isolated location more than 32 kilometres removed from an existing isolated location, Public Service Agency must be notified so that an appropriate allowance may be established.
7. Isolation allowance is based on the location of the employee/appointee's permanent job headquarters rather than the employee/appointee’s residence location.
   1. Example 1: An employee/appointee whose residence is located at Quesnel, but whose permanent job headquarters is Barkerville is entitled to the isolation allowance.
   2. Example 2: An employee/appointee whose residence is located at Barkerville, but whose permanent job headquarters is Quesnel, is not entitled to the isolation allowance.
8. Locations qualify for placement on the isolation index when they are point rated at 11 points or more.
9. Where an isolated location point rating drops below eleven points, the value of the isolation allowance received will continue until March 31, 1995. Effective April 1, 1995, the value of the isolation allowance will be reduced by 20 percent and by the same amount each subsequent April 1st until the earlier of the date the employee leaves that location or the allowance is reduced to zero.
10. Isolation Allowance (based on $6.50 per point per month)

See the Isolation Allowance chart (PDF, 95KB) for details.

See the Isolated Location Point Ratings chart (PDF, 169KB) for details.

2. Vacation transportation subsidy for severely isolated areas

1. An employee/appointee at the severely isolated locations noted in this section shall receive, once in each calendar year, a special vacation subsidy of $500 to assist with transportation expenses out of the severely isolated location
2. Severely isolated locations as determined by Public Service Agency are those with access to major centres only possible by water or by extended travel over unpaved roads
3. The severely isolated location refers to the employee/appointee’s place of work, not his/her location of residence
4. The subsidy is only payable when an employee/appointee takes vacation and travels to a location that removes him/her from the severely isolated conditions that qualified him/her for the subsidy. This requires that the employee/appointee travel to a location that provides more accessible travel methods other than by water or extended travel over unpaved roads. The subsidy is not payable where the employee/appointee travels to an area where the restricted travel conditions continue to exist
5. To receive the vacation transportation subsidy, an employee/appointee, upon return to work from vacation, is required to advise their supervisor of the period of vacation and the location to which they travelled and enter the allowance request in Time On Line
6. Severely isolated locations eligible for special vacation transportation subsidies are:

• Eligible Locations for Transportation Subsidies (PDF, 111KB)

3. Vacation adjustment for remote locations

• An employee/appointee who works in a specified remote location shall receive, once in each calendar year, an extra vacation day (7 hours) beginning with the 2010 vacation year
• The remote location refers to the employee/appointee’s place of work, not his/her location of residence
• The extra vacation day will be pro-rated for part-time employees

Remote locations eligible for receiving an extra vacation day are:

• Eligible Locations for Extra Vacation Days (PDF, 142KB)

Last updated: November 14, 2022

review Schedule 05 PDF

Part I: Interpretation

1. Definitions

In this schedule, unless the context otherwise requires:

Dependant means spouse, dependent child or other dependent relative and includes a common-law spouse and dependents.

Headquarters or geographic location is that area within a radius of 32 kilometers of where an employee/appointee ordinarily performs his/her duties. When an employee/appointee is relocated, the headquarters area may be redefined where exceptional circumstances such as unusual road conditions exist. For the purposes of employer-initiated relocation and privatization and expenses arising there from, headquarters or geographic location will be redefined as a radius of 50 kilometers (32 kilometers in the GVRD or CRD) of where an employee ordinarily performs his/her duties.

House, residence and property refer solely to the property occupied as the principal residence of the employee/appointee at the time of relocation, including mobile homes.

Private dwelling house refers to the single family residence of the employee/appointee on a reasonable amount of property required to support such a house, owned by the employee/appointee or their spouse, and for which evidence of title can be provided.

Property evaluation where an employee/appointee elects to purchase a dwelling house on a piece of property that would not be considered a reasonable amount (e.g. hobby farm, etc.) the following formula shall be used to determine the value of the private dwelling house for legal fee reimbursement purposes:

1. Value of an average serviced lot in or close to the nearest town;
2. Assessed value of actual house on site;
3. Total added value in (i) and (ii)

Relocation means a change of residence by an employee/appointee from one headquarters or geographic location to another made necessary by being the successful applicant in a Public Service competition, or at the employer's request or direction.

Travel status means the absence of the employee/appointee from their designated headquarters or geographic location on government business with the approval of the employer, but travel status does not apply to an employee/appointee temporarily assigned to a position outside of the designated headquarters or geographic location or to a field status employee/appointee.

2. Application

1. This schedule applies to the following employees/appointees:
   1. Regular employees;
   2. OIC appointees in categories A, B and C;
   3. Auxiliary employees over 1,827 hours;
   4. Auxiliary employees under 1,827 hours, moving at the employer’s request; and,
   5. Auxiliary employees under 1,827 hours who have completed their initial probationary period and have won a competition

In addition, at the discretion of the hiring organization, newly hired regular management employees, newly hired auxiliary employees, and newly hired OIC category A and category C appointees may have the provisions of this schedule provided in whole or in part.

1. The determination as to level and extent of the relocation assistance for newly hired regular management employees and newly hired OIC category A and category C appointees will include consideration of:
   1. Budgetary constraints,
   2. Operational needs of the organization,
   3. The need to attract competent staff, and
   4. Reasonable and legitimate relocation costs incurred
2. Reimbursement of relocation expenses in excess of the provisions of this schedule may be authorized by the deputy minister in the following business situations:
   1. The employee brings difficult to recruit skills to the job;
   2. The location of the job makes it difficult to recruit; or
   3. There is a need to be competitive in order to attract a candidate who will provide good value for cost
3. Pursuant to Section 3, deputy ministers are authorized to approve reimbursement of relocation expenses in excess of this schedule for all appointments up to and including Assistant deputy minister. The Deputy Minister to the Premier, in consultation with the Head of the Public Service Agency, is authorized to approve the reimbursement of relocation expenses in excess of this schedule for deputy minister appointments
4. All existing employees/appointees and newly hired employees/appointees who are receiving relocation assistance after winning a competition will be required to sign a repayment agreement. If the employee/appointee resigns within the two (2) year period immediately following relocation, repayment of the relocation assistance and/or house-hunting expenses will be made on the pro-rata basis of 1/24th of the total amount received for each full and final partial month of service (if any), that the employee/appointee's employment with the Province of British Columbia falls short of 24 calendar months of full time (or equivalent) service. However, where the employee/appointee is at work beyond the 15th day of the final partial month of service, that final partial month will be considered to be a completed month of service for purposes of calculating the amount to be repaid
5. Where the position is permanently located at another headquarters or geographic location, relocation expenses will apply to an employee/appointee who has to move at the employer’s request or after winning a public service competition. The employee/appointee shall not be entitled to relocation expenses where their new worksite is closer to their current residence
6. Relocation expenses will not apply, but instead the applicable traveling, living and moving expenses provided under the board and lodging provisions will apply to the following groups of employees/appointees who will not be considered to be on relocation:
   1. Field status, mobile and other employees/appointees whose normal duties require moves from one temporary headquarters to another or from one assignment to another;
   2. Field status, mobile and other employees/appointees who are successful applicants for positions, where such positions are not permanently located at one headquarters or geographic location, such as is the usual case with field crew positions; or
   3. Apprentice employees when there is a pre-programmed change in their headquarters or geographic location
7. Where a change of location is at the request of the employee/appointee, any expense occasioned thereby will not be reimbursed and this schedule does not apply
8. For an employee/appointee entitled to relocation expenses, the employer will pay traveling, living and moving expenses on relocation in accordance with Part II or Part III of this schedule as applicable

Part II: Relocation expenses for excluded employees and designated Order in Council appointees

1. Locating new accommodation

1. For existing employees/appointees only, the employer shall grant an employee/appointee up to five days leave with regular pay plus reasonable travel time to permit the employee/appointee to locate new accommodation at the new work location. The employee/appointee and spouse shall receive personal travel and living expenses in accordance with the HR policy 17 – Travel for one trip to and from the new location
2. For new employees/appointees, where required, the employer may authorize a house-hunting trip of up to three days plus reasonable travel time. Expenses for the house-hunting trip for employee and spouse will be reimbursed in accordance with the HR policy 17 – Travel

2. Traveling and Living Expenses on Relocation

1. The employer shall reimburse an employee/appointee for necessary personal expenses incurred in the transportation of themselves and their dependents to the new location, in accordance with the HR policy 17 – Travel
2. Where an employee/appointee and dependent(s) are entitled to reimbursement for meals on relocation, reimbursement shall be in accordance with the meal allowances in the HR policy 17 – Travel
3. Where an employee/appointee uses a private vehicle for transportation to the new location, the cost shall be reimbursed in accordance with the distance rates contained in the HR policy 17 – Travel
4. The employer shall pay the full expenses of the employee/appointee and dependent(s) for not more than 15 days after the employee/appointee has moved out of a former residence and prior to moving into the new residence.
5. Where suitable accommodation at the new location is not readily available, the employer shall pay the employee/appointee a living allowance for any period not covered by subsection (4), as follows:
   1. For an employee/appointee with dependant(s), for a period not exceeding 12 weeks, an allowance of $175 per week; or
   2. For an employee/appointee without dependant(s), for a period not exceeding 5 weeks, an allowance of $140 per week
6. Where unusual or exceptional circumstances exist, the deputy minister may:
   1. Increase the amounts payable under subsections (4) and (5);
   2. Extend the time for which allowances may be paid under subsections (4) and (5); or
   3. Make such other arrangements as it deems advisable

3. Incidental moving expenses on relocation

To assist with incidental moving expenses after an employee/appointee has found suitable accommodation at the new location, the employee/appointee is eligible for an allowance of $800 in addition to any other payment that may be made under this part.

4. Move of mobile home

1. On relocation, an employee/appointee who owns a mobile home may opt to have the mobile home moved by the employer in either of the following circumstances:
   1. Where the employee/appointee’s new headquarters area is on the list of isolated areas, and no suitable accommodation is available; or
   2. Where an employee/appointee is living in a mobile home, which was moved to its present location by the employer and the employee/appointee’s headquarters, prior to the impending relocation, is on the list of isolated locations
2. Where an employee/appointee’s mobile home is moved by the employer under this section, the employer shall arrange and pay for the following:
   1. Moving of a single wide mobile home up to the maximum width allowed on the highway with a permit including any skirting, cabanas or attachments; or
   2. Where a mobile home exceeds the maximum width allowed on the highway with a permit:
      1. The equivalent cost of moving a single wide mobile home up to the maximum width allowed on the highway with a permit; or
      2. The real estate and legal fees involved in selling the extra wide mobile home up to a maximum of $5,512; effective April 1, 2022
   3. Comprehensive insurance to adequately protect the employee/appointee’s household furniture and effects and trailer during the move up to a maximum of $66,040 effective April 1, 2022;
   4. The setting up and levelling of a mobile home or double wide at the new location to a maximum of $644.80 effective April 1, 2022;
   5. The packing and unpacking of the employee/appointee’s household furniture and effects, if required.
3. Where an employee/appointee not covered in subsection (1) above, is living in a mobile home and chooses to move the mobile home to the new headquarters area, the employee/appointee is entitled to reimbursement for costs covered in subsection (2) above up to a maximum of $2,756 effective April 1, 2022.
4. Where the employee/appointee opts under this section to have a mobile home moved, sections 5 and 7 do not apply.

5. Moving furniture and effects

1. The employer shall pay the cost of moving an employee/appointee’s furniture and effects to the new location under the following conditions:
   1. The employer approves the mover;
   2. The total weight of the furniture and effects moved at the employer's expense does not exceed 8,165 kilograms;
   3. Boats, outboard motors, and other hobby items are included within the weight limitations; and,
   4. Non-admissible items and services as specified in the British Columbia Government Conditions For Moving Household Goods and Effects will not be moved or performed at government expense
2. The employer shall pay the cost of comprehensive insurance to adequately protect the employee/appointee’s household goods and effects being moved at the employer's expense to a maximum coverage of $75,000. An employee/appointee with items of extraordinary value or requiring coverage in excess of the above, should contact the Risk Management Branch, Ministry of Finance.
3. Where it is necessary to store furniture or effects while suitable accommodation is found at the new location, the employer shall pay the storage charges for a period not exceeding 3 months
4. The employer shall pay for the packing and unpacking of an employee/appointee’s household effects should it be required
5. Where an employee/appointee is being relocated and opts to move their own household goods and effects the employee/appointee shall receive one of the following allowances:
   1. $600 for a move not exceeding a distance of 240 kilometers; OR
   2. $1,100 for a move, which exceeds a distance of 240 kilometers
6. When an employee/appointee exercises an option pursuant to subsection (5) then the provisions of subsections (1) and (4) above shall not apply

6. Transporting a motor vehicle

1. One motor vehicle and one trailer towed by the motor vehicle shall be transported at the employer's expense. The motor vehicle and trailer, where applicable, may be driven at distance rates established in the HR policy 17 – Travel, or shipped, whichever is the most practical and least total cost. If driven, the distance rates apply to the motor vehicle only. Where shipped, the motor vehicle and trailer weights are not included in the 8,165 kilograms maximum specified in section 5
2. The employer shall pay the cost of insuring a motor vehicle being shipped and the amount of insurance to be placed on the motor vehicle shall be determined in consultation with the employee/appointee but shall be included in the maximum coverage specified in section 5. The employee/appointee may place additional insurance coverage at personal cost

7. Notice to employee upon relocation

It is understood and agreed that the employer will provide employees with reasonable notice of the relocation effective date, and wherever possible, at least one month’s notice shall be given. Where less than one month’s notice is given, or the relocation date is altered either earlier or later than the relocation effective date given which directly results in duplication of rent costs to the employee, then the employer agrees to reimburse the employee, upon production of receipts, for the duplicate rent payments at the new location.

8. Real estate and legal fees

1. On relocation, or within one year of the effective date of relocation, an employee/appointee who purchases or sells his/her private dwelling house is entitled to claim for the following expenses upon production of receipts: 

a. Where an employee/appointee sells the private dwelling house in which they resided immediately prior to relocating, real estate fees charged by a real estate agency will be reimbursed up to a maximum of $9,817.60 effective April 1, 2022. 

b. An employee/appointee, who has sold their private dwelling house in which they resided immediately prior to relocating, without the aid of a realtor, shall be entitled to claim $2,204.80; effective April 1, 2022. 

c. An allowance for legal fees will be paid to an employee who purchases a private dwelling house in which they live after relocation in accordance with the following:

1. One percent of the first $50,000 of the purchase price
2. One-half of one percent of any amount of the purchase price above $50,000
3. The total cost to the employer under paragraph (c) shall not exceed $1,154.40 effective April 1, 2022

d. Where an employee/appointee purchases a reasonable amount of property, secures a joint mortgage (land and private dwelling house) and begins construction (that is, foundation poured) within 6 months of relocation, they shall be entitled to reimbursement of legal fees not to exceed the amount specified in paragraph (c) above with respect to one transaction only

e. The employee/appointee may only claim legal fee reimbursement in either paragraph (c) or (d) above, not both

f. Upon written application, the deputy minister may approve extension(s) to the one year time limit in this section in accordance with the following:

1. Extension(s) for claiming real estate fees may be granted to an employee/appointee who has not yet sold their private dwelling house but has made a reasonable attempt to do so. Extension(s) for claiming legal fees may be granted to an employee/appointee delayed in purchasing a new private dwelling house by the late sale of the existing home
2. A reasonable attempt may include such aspects as:
   -the property being listed for at least the last six months of the original one year period;
   -the asking price being reasonable considering the appraised value of the property;
   -no reasonable offers having been refused; or
   -the delay in claiming legal fees from the purchase of the new home arise from the late sale of the existing home, in spite of a reasonable attempt to sell the existing home
3. The employee/appointee is responsible for providing any information or documentation required to support the request for extension and for any costs so incurred.

Part III: Relocation at time of retirement

1. Where a retiring employee/appointee has been relocated by the employer or through a competition to an isolated location, and gives at least six months written notice prior to retirement to relocate elsewhere in the province, the employer shall pay the cost of moving the employee/appointee’s household goods and effects in accordance with that part of the relocation provisions in effect at the time of the employee/appointee’s retirement providing:
   1. The employee/appointee is living in an isolated location specified in the isolation provisions and was relocated to the isolated location by the employer;
   2. The employee/appointee has served a minimum of three years in the isolated location;
   3. The employee/appointee moves within three months of the month in which they cease active employment with the Province (i.e. within three months of the month in which the employee/appointee is last at work)
2. For purposes of this section, 'retiring employee' means an employee/appointee scheduled to retire and to receive a superannuation allowance under the Public Service Pension Plan or who has reached mandatory retiring age.

Part IV: Relocation required by employer movement of operation

1. Where a regular employee is required by the employer to relocate as a result of the employer moving its operation from one geographic location to another and which has been approved by Treasury Board, the employee will be entitled to the following reimbursements in addition to the provisions in Part II above, upon production of receipts:
   1. Real estate commission fees not to exceed $16,536; effective April 1, 2022. Where a claim is made under this section, there shall be no entitlement to reimbursement under Section 7 of Part II above
   2. Mortgage discharge fee not to exceed $220.48; effective April 1, 2022 and mortgage pre-payment penalty, if any
   3. Survey certificate fee as required for the acquisition of a mortgage/purchase of a private dwelling at the new location
   4. Interim financing fees and/or interest charges incurred for the purchase of the private dwelling house in the new location for a maximum period of 60 days. The employee shall provide the necessary documentation to demonstrate that such interim financing arrangements were incurred and/or duplicate mortgage payments have been made
2. Part IV does not apply where the employee’s private dwelling in which they resided immediately prior to relocation is not sold

Last updated: April 1, 2023

review Schedule 06 PDF

1. Deputy minister and associate deputy minister leased vehicles

Deputy ministers and associate deputy ministers will be provided with a government leased vehicle as follows:

1. The maximum monthly lease payment exclusive of tax will not exceed $1,200 per month
2. The amount of the lease is not to be augmented by personal payment
3. The insurance and operating costs of the leased vehicle will be paid by the province
4. The lease will provide for buy out at fair market value (should either the province or the deputy minister or associate deputy minister wish to do so)
5. The maximum lease period will not exceed 48 months
6. A deputy minister or associate deputy minister may elect to receive a vehicle allowance in lieu of taking a leased vehicle. The allowance is equivalent to the average lease and vehicle operating costs noted above, and is equal to $1,000 per month
7. A deputy minister or associate deputy minister may elect to receive an allowance, or choose a time-limited bridge lease of an internal combustion engine vehicle, until an electric or hybrid lease vehicle is available
8. Where the employee leaves the position of deputy minister or associate deputy minister:
   1. And foregoes the option of buying out the lease, the leased vehicle will be surrendered on the employee's last working day (inclusive of any paid leave not to exceed an amount equivalent to the current year’s vacation balance); OR
   2. The payment of the allowance in lieu of a vehicle will cease on the employee's last working day (inclusive of any paid leave not to exceed an amount equivalent to the current year’s vacation balance)

Last updated: April 12, 2016

review Schedule 07 PDF

1. Policy

The scheduling of any earned, purchased or accumulated time taken prior to retirement shall be in accordance with the following conditions.

2. Definition

Paid absence prior to retirement is any earned, purchased, or accumulated benefits, as defined below, that an employee/appointee may have accrued and chooses to take as absence from work with pay immediately prior to commencement of a pension from the Public Service Pension Plan.

3. Procedure

It is important that the employee begin making retirement plans at least six months ahead of his/her last day on the job. Paid absence prior to retirement is a paid leave of absence and therefore requires prior approval from the employee’s/appointee’s ministry. A request for approval to proceed on paid absence prior to retirement must be submitted to the employee’s/appointee’s human resources contact at least three months prior to his/her last day at work in order to ensure that retirement benefits are not delayed.

More information on planning your retirement

4. Priority of accessing leaves

Paid absence prior to retirement must be taken in the order set out from (1) through (8), commencing from the employee’s/appointee’s last day at work:

Employee/appointee group		Types of leave	Priority order
OIC category A and C, management, salaried physicians	OIC category B, schedule A
X	X		last day at work
X	X	CTO or other unscheduled surplus time	1
X	X	vacation carryover	2
X	X	current year's vacation	3
X		EBP banks	4
X only salaried physicians		salaried physician pre-retirement leave	5
X	X	final vacation entitlement	6
X	X	accumulated pre-1978 50% sick bank entitlement	7
X except salaried physicians	X	retirement allowance	8
X	X		employee's/appointee's last day on payroll
X	X		effective date of pension: first of the following month

5. Eligible leaves

Paid absence prior to retirement may consist of some or all of the following and must be taken in the order set out in the preceding table:

1. Compensatory time off (CTO) or other unscheduled surplus time
   This consists of any unscheduled compensatory or other types of surplus time for current or prior years that an employee/appointee has accrued, but not yet taken.
2. Vacation carryover
   This includes any remaining vacation entitlement carried-over from the previous vacation year (all employees/appointees) and vacation carryover bank accrued prior to January 1, 2003 (schedule A employees/category B appointees).
   1. Current year's vacation
      a. This consists of any remaining vacation entitlement for the calendar year in which the employee/appointee is last actively at work
      b. If the employee's/appointee's paid absence prior to retirement does not extend beyond the current calendar year, there will be no additional vacation entitlement (i.e., the employee/appointee will not receive additional 'final vacation entitlement')
   2. Executive Benefit Plan (EBP) credits
      1. This benefit applies only to management, legal counsel, salaried physicians and category A and C appointees who purchased time or transferred vacation entitlement to a time bank as provided for under the Executive Benefit Plan provisions, and who choose to use the time bank as paid absence prior to retirement
      2. The maximum accumulation in the time bank is 250 days
3. Salaried physician pre-retirement leave
   1. A regular salaried physician who is scheduled to retire, is entitled to one month's paid leave after ten years of service plus one-tenth of a month more per year for each year of service in excess of 10 years, to a maximum of three months paid leave (reached at 30 years of service)
   2. A salaried physician who receives a notice period or severance must not be given pre-retirement leave, except when approved by the minister under a labour adjustment policy or program.
4. Final vacation entitlement
   1. When an employee/appointee is on paid absence prior to retirement, and that absence carries over from the year the employee/appointee was last actively at work to the next calendar year, he/she shall earn and be granted a full year's vacation entitlement in that next calendar year. When the paid absence prior to retirement extends into more than one subsequent calendar year, the employee/appointee will not earn or be granted any further vacation benefits
      
      Example 1: An employee/appointee has chosen to use 60 days earned entitlement as paid absence prior to retirement. The last day at work is November 30, 2005. The paid absence continues into 2006; therefore, the employee/appointee is entitled to final vacation for 2006 and may choose to take it as cash or time.
      
      Example 2: An employee/appointee has chosen to use 260 days earned entitlement as paid absence prior to retirement. The last day at work is November 30, 2005. The paid absence continues into 2007; therefore, the employee/appointee is entitled to final vacation for 2006, but not 2007, and may choose to take the entitlement as cash or time.
       
   2. An employee/appointee may opt for a cash payment for this vacation only if he/she is in receipt of salary during the year in which the entitlement occurs
      1. In order for an employee/appointee to take this entitlement as leave with pay, it must be taken in the calendar year in which it is earned (that is, cannot be taken in the year prior to the year in which the vacation is earned)
5. Accumulated pre-1978 50 percent sick bank entitlement
   1. This benefit is equivalent to 50 percent of the employee's/appointee's unused sick bank credits accumulated before 1978
   2. The maximum entitlement under this benefit is 125 days. To be eligible for the benefit, the employee/appointee must be scheduled to commence immediate receipt of pension under the Public Service Pension Plan or must reach mandatory retirement age upon completion of all periods of paid absence prior to retirement
6. Retirement allowance
   1. A regular employee/appointee, other than a salaried physician, who is age 55 (age 50 for correctional centre employees) or older and scheduled to receive a pension under the provisions of the Public Service Pension Plan, is entitled to one month's salary after 20 years of service with the Employer, plus one-fifth of a month more for each completed year of service in excess of 20 years, to a maximum of 3 months salary (reached at 30 years service). An eligible part time employee/appointee will have his/her benefit pro-rated accordingly
   2. If the leave option is selected, such leave must be taken immediately prior to retirement after all other paid absence prior to retirement leaves and entitlements, if any, have been exhausted. This additional time cannot be used to increase any other paid absence prior to retirement entitlement or bank
   3. An employee/appointee who receives a notice period or severance must not be given a retirement allowance, except when approved by the minister under a labour adjustment policy or program

6. Conditions

General

a. Once an employee/appointee commences the use of paid absence prior to retirement leave, the normal employment relationship is considered to be modified in that the employee/appointee has no commitment to return to work and, likewise, the employer is no longer committed to provide work.

b. Upon commencement of paid absence prior to retirement leave, no further adjustments are to be made to the length of the leave for reasons of illness or other circumstances, other than death.

c. Where an individual dies while using such time, any remaining unused leave entitlement (except for any accumulated pre-1978 50% sick bank entitlement and salaried physician pre-retirement leave) will be paid to the employee’s/appointee's spouse or estate. Any remaining accumulated pre-1978 50% sick bank entitlement or salaried physician pre-retirement leave not used before time of death is forfeited.

d. The following entitlements can be taken as paid absence prior to retirement, as a cash payout upon retirement, or as a combination of the two:

i. CTO or other unscheduled surplus time

ii. Vacation carryover

iii. Current year’s vacation

iv. EBP banks

v. Final calendar year of service vacation entitlement

e. The following entitlements can be taken as paid absence prior to retirement or as a cash payout upon retirement. There is no option to split the allowance between paid leave and cash:

i. 50 percent of accumulated pre-1978 sick bank entitlement

ii. Salaried physician pre-retirement leave

iii. Retirement allowance

f. All accumulated time described in this policy and taken as paid absence prior to retirement will be paid at an employee’s/appointee’s basic pay for the classification or position evaluation plus any add-to-pay for salary protection purposes

g. Leave entitlement taken as a cash payout is paid at the employee’s/appointee’s current basic rate unless the payout is for time purchased under the Executive Benefit Plan. This purchased time is paid at the employee’s/appointee’s basic rate in the year in which it was purchased

h. The following conditions continue to apply to an individual using accumulated time:

i. the individual is considered an employee/appointee solely for purposes of pensionable service and continues to contribute to the Public Service Pension Plan, if applicable;

ii. coverage under the Public Service Group Life Insurance, Extended Health Care, Dental and Medical Plans continues up until the individual's last day on payroll (i.e., until completion of the paid absence prior to retirement); and

iii. relevant provisions of the terms and conditions of employment respecting retirement continue to apply

i. All accumulated time is to be converted to a seven-hour day, 35-hour week

2. Salary
Salary adjustments applicable to the employee’s/appointee’s position that become effective while using the accumulated time period will apply, subject to the following:

a. The salary adjustment may not exceed a maintenance of the current percentage of job level during the paid absence;

b. If the salary is protected, any approved salary increases shall not result in a maintenance or increase in the percentage of job level; and

c. Considerations such as the last day worked (i.e. before or after the salary adjustment date), past record of performance, past progression through the salary range, the percentage of job level paid to the individual and in the ministry as a whole, must be taken into consideration when adjusting the salary of the individual on paid absence prior to retirement

 

Last updated: February 1, 2021

review Schedule 09 PDF

Current employers	Historical employers
British Columbia Buildings Corporation	British Columbia Ferry Corporation
BC Securities Commission	British Columbia Systems Corporation
British Columbia Utilities Commission	British Columbia Trade Development Corporation
Columbia Power Corporation	Coordinated Law Enforcement Unit
Emergency Health Services Commission	Fisheries Renewal BC
Partnerships British Columbia	Okanagan Valley Tree Fruit Authority
Legislative Assembly	Public Service Appeal Board
BC Financial Services Authority

Last updated: April 12, 2016

review Appendix 01 PDF

Executive Council Operations

• Administrative Coordinators
• Administrative Officer
• Audio Visual Coordinator
•  B.C. House, Ottawa, Executive Director, Director of Information
•  Chair and Chief Executive Officer, British Columbia Trade Development Corporation
•  President and Chief Operating Officer, British Columbia Trade Development Corporation
•  Cabinet Officer
•  Deputy Minister to Premier
•  Director of Federal, Provincial/International Relations
•  Director, Policy and Legislation
•  Executive Secretary
•  Intergovernmental Relations Officer
•  Manager Administration
•  Policy Advisor
•  Policy Analyst
•  Policy and Planning Director, Cabinet Planning Secretariat
•  Representative, B.C. House Ottawa
•  Secretary to Cabinet
•  Secretary to Ministers
•  Secretary to Premier
•  Senior Executive Secretary
•  Senior Letter Writer/Research Coordinator
•  Senior Policy Advisor
•  Senior Policy Analyst, Cabinet Planning Secretariat
•  Senior Representative, B.C. House, Ottawa

Commission on Resources and Environment

• Commissioner

Forest Renewal BC

• Vice President, Policy and Planning
• Vice President, Communities, Workforce and Value Added
• Vice President, Finance and Corporate Secretary

Ministries/offices – General

• Administrative assistant
• Assistant deputy minister
• Associate deputy minister
• Deputy minister
• Executive secretary
• Senior executive secretary

Ministries – Specific

• Indigenous Affairs
• Agriculture, Fisheries and Food
  • Agricultural Land Commission, General Manager
  • Milk Board, Chairman
  • Attorney General
  • B.C. Coroner’s Service, Chief Coroner, Coroners
  • Chief Electoral Officer
  • Commissioner of Corrections
  • Law Reform Commission, Chairman, Full-time Member
  • Liquor Control and Licensing Branch, General Manager
  • Liquor Distribution Branch, General Manager
• Education
  • Inspector of Independent Schools
• Employment and Investment
  • Agent General, Japan
  • Agent General, London
  • KAON Project
• Energy, Mines and Petroleum Resources
  • B.C. Utilities Commission, Management Employees
• Environment, Lands and Parks and Responsible for Multiculturalism and Human Rights
  • Correspondence Secretary
• Finance and Corporate Relations
  • Comptroller General
  • Deputy Secretary to Treasury Board
  • Full Time Members of the British Columbia Securities Commission
  • Securities Commission, Chairman
  • Superannuation Commission, Commissioner
  • Superintendent of Brokers
• Forests
  • Forests Research Council, Executive Director
  • Special Advisor to the Deputy Minister of Forests
• Government Services and Responsible for Sports
  • Government House, Secretary to Lieutenant Governor, Operations Manager
  • Public Affairs Bureau, Executive Director, Public Affairs Counsels
  • Purchasing Commission, Chairman
• Health and Responsible for Seniors
  • Medical Services Commission, Chairman, Members
  • Forensic Psychiatric Services Commission, Chairman, Members
• Housing, Recreation and Consumer Services
• Municipal Affairs
  • Assessment Appeal Board, Chairman
  • Fire Commission, Commissioner, Chairman Fire Services Advisory Board
  • Inspector of Municipalities
  • Library Services, Director
• Skills, Training and Labour
  • Compensation Advisory Services, Employer’s Advisor
  • Compensation Advisory Services, Workers’ Advisor
  • Compensation Advisory Officers
• Small Business, Tourism and Culture
• Social Services
• Transportation and Highways
  • Motor Carrier Commission, Superintendent
• Women’s Equality

Last updated: April 12, 2016

review Appendix 02 PDF

Executive Council/Minister’s Office

• Administrative Officer 1, 3
• Clerk 3, 4, 5
• Clerk Steno 3, 4, 5
• Office Assistant 2
• Public Information Officer 1

Last updated: April 12, 2016

review Appendix 03 PDF

Executive Council

• Administrator
• Coordinator of Scheduling, Office of the Premier
• Correspondence Officer
• Director Communications, Office of the Premier
• Economic Advisory Council, Chairman, Members
• Executive Assistant
• Information Administrator Officer
• Ministerial Assistant
• Outreach Co-ordinator
• Outreach Director
• Policy Coordinator to Ministers
• Press Secretary to Premier
• Press Secretary
• Principle Secretary to Premier
• Scheduling Director
• Special Assistant to the Premier
• Speech Writer

Ministries – Specific

• Indigenous  Affairs
  • Burns Lake Development Corporation, Chairman
  • First Citizen’s Fund, Chairman
• Agriculture, Fisheries and Food
  • B.C. Marketing Board, Chairman
  • B.C. Egg Marketing Board, Chairman
• Attorney General
  • B.C. Police Commission, Chairman
  • B.C. Racing Commission, Commissioner/Secretary
  • Board of Parole, Chairman
  • Expropriation Compensation Board, Chairman
  • Expropriation Compensation Board, Vice Chair
  • Federal/Provincial Drug Committee, Chairman
  • Legal Services Society, Chairman
  • Member, Expropriation Compensation Board
• Education
• Employment and Investment
  • B.C. Buildings Corporation, Chairman
  • B.C. Enterprise Corporation, Chairman
  • B.C. Ferry Corporation, Chairman
  • B.C. Hydro Authority, Chairman
  • B.C. Transit, Chairman
  • Vancouver Regional Transit Commission, Chairman
  • Victoria Regional Transit Commission, Chairman
• Energy, Mines and Petroleum Resources
  • Utilities Commission, Chairman, Deputy Chairman, Full-time Members
  • Mediation and Arbitration Board, Chairman
  • B.C. Petroleum Corporation, Chairman
• Environment, Lands and Parks and Responsible for Multiculturalism and Human Rights
  • B.C. Council of Human Rights, Chairman, Members
  • Environment Appeal Board, Chairman
• Finance and Corporate Relations
  • B.C. Lottery Corporation, Chairman
  • Insurance Council of B.C., Chairman
  • Public Sector Bargaining Registrar
  • Public Service Appeal Board, Chair
  • Vancouver Stock Exchange, Public Governors
• Forests
• Government Services and Responsible for Sports
  • Administrative Coordinator
  • B.C. Gaming Commission, Chairman
  • Communications Counsel
  • Coordinator, Communications
  • Director of Policy and Legislation
  • Director of Program Management
  • Director of Strategic Planning
  • Director, Agencies, Boards and Commissions
  • Director, Planning Secretariat
  • Director-Coordination
  • Policy and Legislation Analyst
  • Provincial Carilloneur
• Health and Responsible for Seniors
  • Alcohol and Drug Commission, Chairman
  • Emergency Health Services Commission, Chairman, Members
• Housing, Recreation and Consumer Services
  • B.C. Housing Management Commission, Chairman
• Municipal Affairs
  • Assessment Appeal Board, Chairman
  • B.C. Assessment Authority, Chairman
• Skills, Training and Labour
  • Industrial Relations Council, Chairmen, Vice-Chairmen, Commissioner
  • Workers’ Compensation Act Review Board, Full-time Chairman, Vice-Chairmen, Members
• Small Business, Tourism and Culture
  • B.C. Pavilion Corporation, Chairman
  • Pacific National Exhibition, Chairman
• Social Services
  • Advocate for Service Quality
• Transportation and Highways
  • B.C. Rail, Ltd., Chairman
  • Insurance Corporation of B.C., Chairman, Directors
  • Motor Carrier Commission, Chairman
• Women’s Equality

Last updated: April 2011

Eligibility Matrix (PDF)