Working conditions comparison: EC (TBS) vs RCMP

  1. Home
  2. Working conditions comparison: EC (TBS) vs RCMP

This document is meant to provide guidance to Civilian Members regarding the differences in their working conditions compared to those of the EC collective agreement and those of the Regular Members (RMs). For more details, we invite you to refer to the applicable collective agreement, policies or manuals. 

Please note that this table is not an exhaustive list of all working conditions at the RCMP and in the EC and RM collective agreement. The TR working conditions are similar to those for ECs, with a few exceptions. For detailed information on specific languages, please refer to the TR collective agreement. 

This document is produced for information purposes only, on a without prejudice basis with respect to any position CAPE may subsequently advance on behalf of its members in negotiations with the Treasury Board Secretariat.

If you have any questions regarding the content, please contact us at general@acep-cape.ca 

 

Source: 
EC collective agreement

TR collective agreement

RCMP Regular Members

RCMP Manuals and policies (Infoweb)

Directives : 

National Joint Council (NJC) Directives: 

Other resources:

 

To consult the complete table, click here.
 

Article in EC

EC collective agreement

CM working conditions

NPF (RM collective agreement)

Article 23

Career development 

Employee Continuous Development and Education Leave without pay (LWOP)

 

Employee Continuous Development and Education leave without pay (LWOP)

 

Education leave:

  • Education leave for 1 year, and can be renewed by mutual agreement
  • Employee shall receive allowances up to 100% of their salary (if not receiving grant or scholarship)
  • Repay allowances if:
    • Fails to complete the course
    • Does not resume employment with the Employer
    • Ceases to be employed before termination

Education leave without pay:

 

  • Subject to annual review, education LWOP of up to five years
  • Member must be enrolled as full-time student
  • May be permitted to return to duty during school breaks at the discretion of the divisional Staffing and Personnel Officer
  • Arrears for superannuation and long-term disability may be deducted, if employee choses so.
  •  must not be the subject of progress reporting for unsatisfactory performance
  •  Leave with pay for a member attending an educational or language training institution as a student fulfilling a duty commitment, may be granted by authority

 

Education leave without pay:

 

  • Same as CM.

But access to:

  • If not enrolled as a full-time student, with the approval of the Employer, may be granted education leave without pay for varying periods of up to 1 year, which can be renewed by mutual agreement.
  • Allowance in lieu of salary: same as EC  
  • Repay allowances:  same as EC:

 

 

Attendance at conferences and conventions

  • Employee, subject to operational requirements, can attend a reasonable number of conferences and conventions related the field of specialization (leave with pay, reasonable expenses, including registration fees)
  • Employee shall be deemed on duty, and as required, travel status

 

Conferences and POWPMs 

  • A Commanding Officer/Director may authorize attendance at a non-RCMP sponsored conference held in Canada if the cost is within the limits outlined in Appendix VI-5-1. 

 

 

Conferences and POWPMs 

  • Same as CM.