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Backgrounder
Federal Reserve Force Day - Supporting Reservists Working in the Federal Government
BG-03.028 - May 8, 2003
Introduction
A set of regulations pursuant to the National Defence Act, known as Reserve Forces Training Leave Regulations, stipulates the leave provisions for members of the Public Service of Canada to attend military training with Canada's Reserve Force. These regulations allow government managers the flexibility to consider the operations of their worksites while at the same time allowing their reservist/employees to contribute to Canada yet again through military service.
As the employer support organization for the Canadian Forces, the Canadian Forces Liaison Council (CFLC) asks civilian employers to adopt similar policies in their organizations. Further, CFLC asks that employers publicize such policies throughout their organizations, ensuring that all managers are aware of the support stated at the highest levels. Federal Reserve Force Day is one of the ways the federal government is ensuring the message of its support - as shown in the regulations and Treasury Board policy - is communicated to all federal employees.
Federal Reserve Force Day
A statement of support will be signed reaffirming the federal government's support for the regulations. The ceremony will also recognize the reservists who serve Canada twice - through their civilian commitments in the Public Service of Canada and again as members of Canada's Reserve Force.
Thirty reservists from across Canada representing the different ranks and elements of the Canadian Forces, as well as 21 different federal departments, agencies, boards and corporations will be in attendance to witness the signing. They will watch a question period in the House of Commons prior to the ceremony and will tour the House of Commons after the ceremony.
The Reserve Force
The Primary Reserve is a subcomponent of the Reserve Force. Primary reservists are members of the Canadian Forces who usually serve on a part-time basis and are paid for their services. They are divided into five elements: the army reserve (historically known as the militia), the naval reserve, the air reserve, the communication reserve, as well as the health services reserve. Reserve Force units are located in hundreds of communities across Canada, with a total strength of about 23,000 personnel. It is estimated that up to 55 per cent of them work either full or part-time in civilian employment. About 28 per cent of them are students.
Currently 412 primary reserve personnel are serving on peacekeeping and humanitarian missions. In the past, up to 40 per cent of all peacekeepers have been reservists. In addition, 290 naval reservists are serving on 10 costal defence vessels.
Other subcomponents of the Reserve Force include the supplementary reserve (non-active reservists), the Cadet Instructor Cadre (officers who lead the Canadian Cadet movement), and the Canadian Rangers, who serve in remote locations of Canada.
Reservists' training activities
Primary reservists usually train on evenings and weekends. However, most of them need two weeks of full-time service every year to keep their qualifications current. From time to time, they also need to attend courses to progress in rank, and on occasion some reservists may volunteer to serve on operational missions.
Internationally, reservists have served on peacekeeping missions in the Middle East, Cyprus, Bosnia, Haiti, and Africa. At home, they have responded to shorter-term domestic emergencies such as the floods in Quebec and Manitoba, the forest fires in western Canada, the aftermath of the 1998 ice storm in eastern Canada, and the crash of Swissair Flight 111. Two hundred ninety naval reservists participate in year-round coastal defence operations serving on ten maritime coastal defence vessels. In addition, by working side by side with their full-time Regular Force counterparts, they provide much needed augmentation of resources at a reduced cost.
Job protection measures
Every country with a Reserve Force has to consider how it will accommodate their reservists' civilian jobs. The determination is made considering the size, composition, type of use and frequency of use of the Reserve Force as well as the legislative division of powers relating to employment laws and standards in each country. Each country's approach is unique and has its own advantages and challenges.
For Canada, the voluntary approach has worked well and Canada has not experienced a shortage of reservists for operations. Canadian employers have answered the call, allowing the needed reservists time-off to assist when needed. To enhance the current program Bill C-17, currently before Parliament, has provisions to ensure that reservists called-up on mandatory duty for certain defined emergencies will have their civilian employment protected. Employer support will remain voluntary for non-emergency duty or training. The Reserve Forces training leave regulations, a leave policy that applies to members of the Public Service of Canada, reflects this philosophy.
The value of supporting the Reserve Force
Primary reservists acquire specific management skills that are useful to all employers - for instance, leadership skills, time and personnel management, communication skills, and the ability to think quickly and make decisions under stressful conditions. The military also encourages the development of values such as integrity, self-discipline, teamwork, and loyalty. Reservists undergo trade and occupational training that is transferable to their civilian workplace and, in many cases, may be equivalent to their civilian trade. This includes first-aid training, instructional techniques, and firefighting skills, or training in careers such as clerical worker, vehicle mechanic, airframe technician, financial manager, and many others.
How employers support the Reserve Force
Military training is ongoing professional development that civilian employers can put to use simply by supporting the Reserve Force. Essentially, this involves voluntarily granting reservists time off without penalty, or requiring them to use annual vacation time so that they can keep up with their military activities. This voluntary system allows employers the flexibility to consider their organization's operational needs while still supporting Canada; this balance is exemplified in the Federal Government's Reserve Forces training leave regulations.
Most supportive employers grant two weeks of annual leave, subject to the operating requirements of the organization. Many of them "top up" the salary with the difference that may exist between military and civilian pay. Moreover, many employers grant extra time off for further courses, and often employers are willing to consider granting up to 12 months' leave without pay so reservists can participate in longer-term activities such as United Nations peacekeeping missions.
Since 1992, the number of supportive employers has grown from a mere 16 to approximately 3600. Employers continue to respond enthusiastically to the appeal for support.
The Canadian Forces Liaison Council
The Canadian Forces Liaison Council is a group of civilian business people who volunteer their time and efforts to promote the primary Reserve Force - Canada's part-time military - and the value of Reserve Force training in the civilian workplace.
The council is chaired by John Craig Eaton, chairman of the board of Eaton's of Canada Inc. There is a national vice-chair as well as a provincial chair in each province. Within most provinces, provincial committees have been established to further the work of the council. 2003 marks the 10-year anniversary of this organization and 25 years since the establishment of a formal employer support program in Canada.
The council encourages civilian employers to grant time off without penalty to reservists to allow them to keep up with their military activities. Recently, they also began encouraging educational institutions to accommodate students who are asked to undertake military activities.
Further information on the council and its initiatives can be found at http://www.cflc.forces.gc.ca/intro_e.asp.
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