NAV CANADA Group
THE NAV CANADA DEPARTURE INCENTIVE PROGRAM (DIP)
APPLICABLE TO PIPSC MEMBERS
The following decision issued under the Arbitral Award of September 17, 2003 means that the Departure Incentive Program is maintained without change.
Decision
P. 29
No change, in light of the fact that the Employer is prepared to maintain the Departure Program as it presently exists.
The only change you will find in the new collective agreement, which expired on 1 May 2004, is that it is now referred to as the NAV CANADA Departure Program or Departure Program (DP), rather than the Departure Incentive Program (DIP). A copy of the DP applicable to PIPSC members, according to Article 42 Employment Security, follows for you to be fully informed about your rights
NAV CANADA DEPARTURE INCENTIVE PROGRAM (DIP)
Purpose
This document outlines the compensation package that is paid to employees members of the PIPSC bargaining unit who, being surplus to NAV CANADA requirements, lose employment as a consequence.
The Departure Incentive Program Compensation Package
Employees who are PIPSC members who leave NAV CANADA employment after being declared surplus will receive a lump-sum cash payment on departure or, if desired spread over the year of termination and the following two calendar years. In addition, certain other benefits will be offered. The lump-sum cash payment does not include severance pay that may be payable under any applicable collective agreement and will be calculated on the basis of weeks of pay and will be as shown.
| Age or years of service criteria |
DIP Compensation |
| Under one year of service (including continuous employment with the Government for designated employees who transferred to NAV CANADA) |
40 weeks pay |
| More than one year but less than two years |
42 weeks |
| More than two years but less than three years |
44 weeks |
| ” three ” ” four |
46 weeks |
| ” four ” ” five |
48 weeks |
| Over five years service and <35 |
50 weeks |
| ” ” ” ” ” >35 but <40 |
52 weeks |
| ” ” ” ” ” >40 but <45 |
54 weeks |
| ” ” ” ” ” >45 but <46 |
56 weeks |
| ” ” ” ” ” >46 ” <47 |
58 weeks |
| ” ” ” ” ” >47 ” <48 |
60 weeks |
| ” ” ” ” ” >48 ” <49 |
62 weeks |
| ” ” ” ” ” >49 ” <50 |
64 weeks |
| ” ” ” ” ” >50 ” <51 |
62 weeks |
| ” ” ” ” ” >51 ” <52 |
61 weeks |
| ” ” ” ” ” >52 ” <53 |
60 weeks |
| ” ” ” ” ” >53 ” <54 |
59 weeks |
| ” ” ” ” ” >54 ” <55 |
58 weeks |
| ” ” ” ” ” >55 ” <56 |
56 weeks |
| ” ” ” ” ” >56 ” <57 |
54 weeks |
| ” ” ” ” ” >57 ” <58 |
52 weeks |
| ” ” ” ” ” >58 ” <59 |
50 weeks
|
| “ ” ” ” ” >59 ” <60 |
48 weeks |
| Over five years service and over 60 |
46 weeks |
Again, note that the above amounts do not include any severance pay that may be paid by NAV CANADA pursuant to any existing collective agreement.
Other Benefits
Employees who are entitled to an immediate pension benefit and who choose to receive the pension at time of resignation will also be eligible for
- basic life insurance coverage at regular employee rates, i.e., twice annual salary at a cost of $0.05 per $250 of coverage per month reducing between ages 61 and 70 to a minimum of $5,000.
- participation in the NAV CANADA Health Care Plan at normal pensioner rates.
- continued coverage in the NAV CANADA Dental Care Plan for a period of three months after date of retirement at no cost to the employee.
Employees who are noteligible for an immediate pension benefit, i.e. are under age 50 at time of departure or who are over 50 but choose to defer receipt of their pension will be eligible for the following:
- conversion of Basic Life insurance to coverage at (commercial) rates without the need for a medical provided application is made within 30 days of resignation.
- continued coverage under the NAV CANADA Health Care and Dental Care plans for a period of three months after termination at normal employee rates.
Employees under age 50 will also be eligible for up to $7,000 for financial planning, tax advice, re-education and other transition assistance.
Prepared by: Pensions, Benefits and HR Systems
Date: November 12, 1998
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