Director General Labour Relations and Compensation (DGLRC)

1. Director General Labour Relations and Compensation (DGLRC) • Benefits and Allowances • Civilians in Operation • UMCC HR Sub-Committee 2 December 2005

2. Outline • Process • Authority • Intent • Allowances & Benefits Explained • Other Benefits • Questions

3. Process • The Joint Support Action Team (JSAT) selects the type(s) of skills that they require to support any given operation and includes them in their TO&E for the operation • Positions that contain the desired skills for the operation are generally identified by a Force Generator • DND employees typically volunteer for assignments in support of the CF • The incumbent is screened before final selection to go on the operation is made • Most DND employees who go on assignment in support of the CF in international operations, hold very specialized skills such as defence scientists, analysts, IT and Communication specialists, engineers, and mechanical specialists, etc.

4. Authority • Foreign Service Directive (FSD) 3 • Military Foreign Service Instructions (MFSI) Section 3 • Treasury Board and NJC Directives • Collective Agreements

5. Intent (MFSI & FSD) • The intent of the allowances and benefits is to recognize and to facilitate CF members and civilian employees serving outside Canada, and; • To ensure that, as much as possible, members/civilian employees should be neither better nor worse off than their counterparts serving in Canada

6. Allowances & Benefits Explained (non-taxable) • Post Living Allowance • Is provided when the cost of living is higher in the area of the assignment (based on index of 100) • Operations Foreign Service Premium (OPS FSP) • Paid as an incentive to serve outside of Canada; becomes effective the day of arrival at post and ceases the day of departure • Risk and Hardship Allowances: levels of risk are determined by Departmental Hardship and Risk Committee • Risk Allowance: designed to compensate employees for the residual risk they may face in the mission area. • Hardship Allowance (HA)& Bonus: designed to compensate for level of hardship experienced at a mission. There are six levels of hardship. The HA bonus is to compensate an employee for repeated deployments.

7. Allowances & Benefits Explained(continued) • Foreign Service Incentive Allowance • FSD 46.01 – Post Leave/option: 10 Days per year, Credited 10/12 of a day for each month of service at a post (6.25 hours); or • FSD 56.10 – Post Specific Allowance: non-accountable post specific allowance, payable on a monthly basis to reflect one-twelfth of the annual rate, in accordance with Appendix B – Post Specific Allowance (PSA) to this directive. Example: Annual rate effective 01 Jun 2004 for Kabul is $4,847.00 ($403.92 per month) • The employee is entitled to either FSD 46.01 or 56.10 but not both • Home Leave Travel Allowance • to assist a member who is deployed or assigned to a place of duty outside of Canada to reunite with their next of kin (NOK) • Members are eligible if they are attached posted for an expected period in excess of 60 consecutive days • This is a financial reimbursement, not a leave entitlement • Special Leave Mission Travel – the CO may authorize up to 4 days of travel leave (2 days in each direction) for the member to reunite with their next of kin.

8. Example – Op ARGUS, Kabul, Afghanistan

9. Other Benefits • Pre- and Post-deployment leave (other leave with or without pay (minimum 6 month deployment) • Leave: as per collective agreements • Overtime: as per collective agreements; must be preauthorized • Government Employment Compensation Act (GECA) & WCB • Injury on Duty Leave • Public Service Health Care Plan • Worker’s Compensation Benefits • Public Service Superannuation Act • High Risk Travel Compensation Program

10. Questions • ?