Financial Administration Act: http://laws.justice.gc.ca/en/F-11/index.html
Official Languages Act:
http://laws.justice.gc.ca/en/O-3.01/
Policy on official languages for
human resources management:
http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/OffLang/polhrm-plogrh_e.asp
Deputy Heads:
This term is equivalent to "deputy minister", "chief executive officer" or some other title
denoting this level of responsibility.
Directive on the staffing of
bilingual positions:
http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/OffLang/dsbp-ddpb_e.asp
Public Service Official Languages
Exclusion Approval Order:
http://canadagazette.gc.ca/partII/2005/20051214/html/si118-e.html
Important and immediate operational need:
An exception to the rule that a manager undergoes language training before taking up the duties of his or her
position may be considered to help the institution deal with unusual or unpredictable circumstances – for example,
the need for a short-term assignment to specific duties to deal with a crisis endangering public health or safety.
Conditions conducive to learning:
For example:
- The institution adopts values that support the equal status of the two
official languages and compliance with its language obligations to the public and its employees.
- Senior managers adopt these values and communicate them to their
employees.
- Managers ensure that employees who must meet their positions' language
requirements are enrolled in language training at the beginning of their exemption periods.
- Managers support employees who must meet their positions' language
requirements. For example:
- Employees are able to attend full-time language training when
required without also having to assume the responsibilities of their positions.
- Managers and employees respect the start dates for language
courses in which employees are enrolled.
- Employees are able to remain in language training throughout the
period for which they are enrolled in language courses.
- The institution provides employees with tools designed to maintain
their language skills. Managers enable employees to take the time to use these tools.
Policy on Learning, Training and
Development
http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/TB_856/ltd-afp_e.asp
Working conditions conducive to the use and development of the second language skills:
- Supervisors make sure that employees occupying bilingual positions
have access to work tools in both official languages needed to carry out their duties.
- Supervisors encourage employees returning from language training to
take advantage of opportunities to use their second official language in interactions with colleagues, and encourage
the colleagues to help them develop their second language skills.
- In designated bilingual regions, supervisors occupying bilingual
positions conduct meetings in both official languages, reminding participants of their right to use the official
language of their choice.
- Supervisors or managers discuss with employees, as applicable, the
need to take courses to further develop their second language skills and give them the time they need for this
purpose.
- Employees who have undergone language training accept the
responsibility to use their second official language. Further, they make efforts to maintain the necessary level of
language proficiency and advise the supervisor if the work environment presents obstacles to use of the second
language.
Policy on Learning, Training and
Development:
http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/TB_856/ltd-afp_e.asp
Travel Directive:
http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/TBM_113/td-dv_e.asp
Consequences:
http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/OffLang/olpf-cplo1_e.asp#consequence
Person responsible:
http://www.hrma-agrh.gc.ca/ollo/common/listinstitution_e.asp
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