FURTHER UPDATE – Deadline Extended for PEO Waiver of Application Fees / Repeal of the Industrial Exception

The Professional Engineers of Ontario (PEO) recently announced the extension of the deadline for applications to August 31, 2013.

Members who wish to participate must contact Jonathan Fitzpatrick. NOTE: If you have already indicated your participation, no further action is required.

Further information from PEO:

To follow-up on the communications PEO has had with you on the repeal of the industrial exception, I wanted to share an update on the effective date of the repeal.

PEO has just learned that yesterday, the Ontario government extended by six months to September 1, 2013 the effective date for the repeal of section 12(3)(a) of the Professional Engineers Act, also known as the industrial exception to licence. A media release will be issued shortly that we will share with you. More detailed information is available at engineeringinontario.ca and www.peo.on.ca/Committees/RIETF/RIETF.html.

With the goal of improving workplace safety and efficiency in Ontario, as well as harmonizing engineering regulation across Canada, government, industry and PEO have been working together toward a smooth transition since the repeal received Royal Assent on October 25, 2010. With the government’s decision to provide a further six-month extension, companies, affected employees and PEO can now spend more time working together to ensure preparedness.
What does this mean?

  1. If you, your company, or someone you know has already filed a compliance plan with PEO, that plan continues to be in effect and the compliance period has now been extended from March 1, 2014 to September 1, 2014. What this means is that affected employees who are applying for licence now have six more months until August 31, 2014 to ensure they obtain that licence. Those companies with an accepted compliance plan now have until September 1, 2014 to ensure that either licensed employees do professional engineering work, or P.Eng. licence holders supervise, review and take responsibility for their work. PEO continues to provide EIT seminars on licence requirements and to administer its professional practice exam (PPE) at job sites for groups of at least 20 people. To arrange these services, please send an email to consultwithus@peo.on.ca.
  2. If you, your company, or someone you know has not yet assessed whether the repeal of the industrial exception affects you or them, or put together a compliance plan, you or they now have an additional six months until August 31, 2013 to be prepared. What this means is that the new deadline for compliance plans and new licence applications is August 31, 2013. If you, your company, or someone you know chooses not to file a compliance plan, you or they must ensure that after September 1, 2013 only licensed employees perform professional engineering work, or P.Eng. licence holders supervise, review and take responsibility for their work. PEO continues to be available to assist those who might be affected with seminars covering how to interpret what qualifies as professional engineering work and the details of the compliance program. To contact PEO for this help, please send us an email at consultwithus@peo.on.ca.

How is PEO continuing to support affected employees?

  1. To provide financial support, PEO will continue to extend its Financial Credit Program (FCP) to all employees applying for a licence between September 21, 2012 and August 31, 2013 and who are named in their employer’s compliance plan. This program reduces the cost of becoming licensed by almost 50 per cent by waiving the licence application or reinstatement fees and enables first-time P.Eng. licence applicants to enrol for free for one year in the Engineering Intern Program (EIT). Applicants applying under a compliance plan should not include payment of their application or reinstatement fees with their application and should indicate on their application that they are applying “under a compliance plan”.
  2. Throughout the transition period to September 1, 2014, PEO will continue to assist with the interpretation of what qualifies as professional engineering work, with EIT seminars on licence requirements, and with administering its professional practice exams (PPE) at job sites for groups of at least 20 people.

How can affected employees receive an additional year to become compliant?

Under section 88 of Ontario Regulation 941, employees and companies who choose licensure as their way to comply will continue to have up to one year to obtain the licence. This period will now begin on September 1, 2013 and end on September 1, 2014. To qualify, employers must submit to PEO no later than August 31, 2013 a Request for Exemption form along with a list of names of unlicensed employees seeking to be licensed. As well, all unlicensed employees named on their employer’s Request for Exemption form must apply to PEO for a P.Eng., Limited or Temporary Licence no later than August 31, 2013.

What has been the communication process to date?

Prior to October 2010, government consultation occurred through public hearings on August 3, 2010 at the Ontario government Standing Committee on Finance and Economic Affairs. Presentations were received from stakeholders that included the Canadian Federation of Independent Business, Canadian Manufacturers and Exporters and the Ontario Forest Industries Association. To read transcripts of the hearings, click here. Since October 2010, PEO has sent communications to over 110 industry associations, hosted public meetings in close to 80 per cent of the province and assisted numerous companies to identify any impacts and prepare compliance plans as necessary. A summary of this outreach can be found by visiting www.peo.on.ca.

If you have any questions on the above information, Jonathan Fitzpatrick would be more than pleased to answer them. Thank you for all your efforts to understand this change and work toward compliance.

CRPEG Executive

Working Together For The Public Good
Note:  Link to list of Executive embedded in CRPEG Executive.


Voluntary Termination Compensation Q&A

CRPEG Members:

Attached please find a summary of the Voluntary Termination Compensation Q&A information session that was held on January 30, 2013, at the Chalk River Lions Hall. If you have any further questions, pleas send them to me (Jonathan Fitzpatrick).

Q&A VTC (Word 2007 Document)

You all should have received your information package before Christmas. Please note that you have until 2013 April 25 to make your decision. If you do nothing, the default is that you will collect your VTC at termination.

Also attached for your information is an article from Del Dickson on Voluntary Term Comp severance payments (specifically written for National Capital Region employees, but most information is applicable to AECL as well).

NCRSeverance (Word 2007 Document)

This article was published in the PIPSC NCR Winter newsletter available here: http://www.pipsc.ca/portal/page/portal/website/regions/ncr/pdfs/ncr-winter2013.en.pdf

One minor correction:

Q: Can I contribute (my VTC payout) to my spousal RRSP?

A: No, it is your personal limit only. – this is not accurate.

The appropriate response is as follows:

You can contribute to your own RRSP, spousal RRSP or a combination of both. The limit however is your personal limit for contributions to yours or to your spouse and yours RRSP.

To take advantage of the pre-1996 employment limits ($2000/year for each year of service prior to 1996) can only be contributed to your personal RRSP on retirement.

CRPEG Executive

Working Together For The Public Good
Note:  Link to list of Executive embedded in CRPEG Executive.


Corrective Performance Management

CRPEG Members:

AECL (our Employer) has a newly released policy: CW-510300-PRO-001 Corrective Performance Management.  Also see myAECL announcement.

This policy appears to contain several well-meaning principles that chart a path for management to take in order to elevate the performance of staff who may be failing to meet expectations.  Unfortunately, it also blurs the distinction between performance and behaviour, and thereby opens the door to the substitution of disciplinary measures for performance management.

CRPEG, with support from PIPSC, is fundamentally opposed to the use of the disciplinary process as an incentive to performance improvement. Performance management helps people by giving them the skills needed to start doing something they should be doing.  Disciplinary measures encourage people to stop doing something they shouldn’t be doing.  These processes are not interchangeable.

If you feel you have been treated unfairly by the employer, through the enforcement of the new policy, the CRPEG Executive recommends you consult with a union steward.  Your case may present grounds for a grievance.

CRPEG Executive

Working Together For The Public Good
Note:  Link to list of Executive embedded in CRPEG Executive.


UPDATE – Changes to PEO Act – Deadline Feb 13

Reminder: you have until February 13 to contact Jonathan Fitzpatrick with your intention to apply to PEO under the compliance plan.  Names submitted after this date will not be included in the compliance plan, and therefore not eligible for waiving of the $300 registration fee.  This will likely be your only chance to take advantage of this opportunity.

Who is eligible under this program?

  • Anyone who has an engineering degree and has never been licensed in Ontario, including EITs, who can complete the licensing process by March 1, 2014.
  • Engineers In Training (EITs) – PEO will waive the $75 EIT fee only, for those individuals who would not be able to complete the licensing process by March 1, 2014.
  • Engineers who have let their license lapse  – PEO will waive the $460 reinstatement fee, but you are responsible for the fees that were due at the time you let your license lapse, as well as the fees for this year.
  • Anyone who has started the application process and has paid their fees to PEO after September 21, 2012 and has not yet received their license is eligible for reimbursement of the registration fees if they contact PEO and are included on the compliance plan.

What do I have to do?

  1. Notify me (Jonathan Fitzpatrick) of your intention to participate in the program by FEBRUARY 13, 2013.
  2. Apply to PEO by March 1, 2013.  NOTE: you must write “applying under a compliance plan” on the front of the application form.
  3. Follow the licensing steps PEO provides to you and complete the licensing process within 12 months of starting.

NOTE: due to the tight timeframes, there will not be any information sessions.  Please send your questions directly to Jonathan Fitzpatrick

CRPEG Executive

Working Together For The Public Good
Note:  Link to list of Executive embedded in CRPEG Executive.


Leave Retroactivity

There have been some complications in the implementation of the benefits under the new collective agreement.  The following addresses some of the most common issues with respect to leave:

Calculation of retroactivity:

Your rate of pay for leave is based on your rate of pay at the beginning of the leave.  This affects the retroactivity calculation in the following manner:

  • For any period of continuous leave (maternity, parental, sick time, vacation leave) initiated prior to 2011, June 30th, there is no retroactivity payment for the duration of the leave.
  • For any period of continuous leave initiated between 2011 July 1st and 2012 June.30th, retroactivity is based on your new rate of pay for 2011 July 1st.
  • For any period of continuous leave initiated after 2012 July 1st, retroactivity is based on your rate of pay as of 2012 July 1st.

Parental Leave:

Any parental leave taken after July 25th, 2012, is eligible for the 75% top up that was added in the new collective agreement.  The 75% is based on your rate of pay as determined through the retroactivity explanation above.

Pension Buyback:

As of Nov 1st, 2011, AECL no longer coordinates your pension buyback if you go on maternity/parental leave.  You must now arrange it yourself with the federal government on your return.  You can get information through the toll free hotline:  1-800-561-7930, or refer to the website at


When checking retroactivity payments, make sure these calculations have been done correctly.

If you have questions, or think there may be a mistake, contact Sarah Dunford to inquire.  If you have any problems trying to resolve the issues, please contact a union steward.

CRPEG Executive

Working Together For The Public Good
Note:  Link to list of Executive embedded in CRPEG Executive.