The LP-01 Training and Development Program generally provided a timely and consistent approach to LP-01 career growth and promotions. The Program also helped ensure Canada consistently built and sustained a talented, competent legal workforce. Prior to the Program, and particularly during periods of government restraint, LP-01s could face career stagnation and the risk of reduced lifetime earnings, weakening both individual development and institutional capacity.

Additional information:

• LP-01 Training and Development Program site on Justice Intranet
• Audit of the LP-01 Training and Development Program

• The LP-01 Training and Development Program at the Department of Justice was a staffing promotion program, and thus it was not part of the AJC Collective Agreement with the Employer. Staffing processes are usually exempt from collective agreements.
• The LP-01 Training and Development Program at the Department of Justice was a creation of the Employer, with minimal consultation with the AJC. 

In July 2025, the AJC received notice that the Department of Justice was pausing the LP-01 Training and Development Program on July 31, 2025 without any prior notice or consultation, negatively impacting the careers of hundreds of AJC members.

Notice of the pause was given to LP-01 members during the week of August 4, 2025.

In a victory for LP-01 members, the AJC has reached a settlement with the Department of Justice on the LP-01 Training and Development Program Pause. The settlement delivers an outcome that includes the Department of Justice’s stated goal to relaunch the Program by April 1, 2027.

The AJC achieved the settlement in less than 8 months. By comparison, LP-01 members could have been waiting until at least 2028 for a decision from the Federal Public Sector Labour Relations and Employment Board or the Federal Court – for significantly less favourable outcomes than those gained by the settlement.

Through its legal and advocacy efforts, and with sustained advocacy from both the AJC and individual members with stakeholders, the AJC and the Employer came to the table, where the AJC secured a strong, certain and timely outcome for LP-01 members. 

The questions and answers below address the key elements of the settlement, what it means in practice for LP-01 members, and the steps members may need to consider moving forward.

Following the announcement of the pause, we took quick action with a comprehensive strategy to fight the Program pause. The AJC initiated legal tactics including filing an Unfair Labour Practice complaint, a Judicial Review application, and a policy grievance. More than 250 members filed individual grievances. AJC’s volunteer Governing Council members, individual members, and staff engaged in an advocacy campaign. The advocacy campaign included lobbying members of Parliament and meeting senior Justice officials to communicate the value of the Program and the negative impact of this pause. 

Across the union, members came together to stand up for themselves and their colleagues in creative ways.
Thanks to these combined efforts, the AJC has settled the Unfair Labour Practice complaint, the Judicial Review application, and the policy grievance relating to the pause of the LP-01 Training and Development Program. We also negotiated terms for members to resolve their individual grievances related to the Program.

The terms of the settlement deliver substantial gains for members impacted by the Program pause and deliver these gains at the earliest possible opportunity.

This settlement is a victory that demonstrates what we can achieve by working together as a union.

The settlement terms are confidential and have been provided directly to LP-01 members by email. If you are an LP-01 and did not receive or have misplaced the email, please contact your union to request a copy. 

The AJC agreed to the settlement because it delivers substantive gains for LP-01 members at the earliest possible opportunity.  

Together, we took quick action with a comprehensive strategy to fight the Program pause. The AJC initiated legal tactics including the Unfair Labour Practice complaint, Judicial Review application, and the policy grievance. More than 250 members filed individual grievances, and the AJC and individual members advocated consistently with stakeholders.  

The AJC also has a responsibility to use members’ dues strategically – to fight where we can be certain to win measurable results. We carefully assessed the facts of the issue and the legal options available, including proceeding before the Federal Public Sector Labour Relations Board and the Court with the Judicial Review. After thorough consideration of all options, the AJC determined that the negotiated settlement provides the strongest possible outcome at the earliest possible opportunity for LP-01s, with concrete remedies for members.  

As part of the settlement, the AJC will withdraw the Unfair Labour Practice complaint, the judicial review applications, and the policy grievance related to the Program pause.

For context, the AJC filed a policy grievance on September 4, 2025, in response to the pause of the LP-01 Training and Development Program. We also filed two applications for judicial review on August 29, 2025, challenging the decision to pause the Program. 

The Employer sent consent and release forms on or shortly after April 16, 2026. If you are an LP-01 and have not received forms from the Employer, contact us. 

Forms must be submitted to the employer by May 31, 2026.

The Employer has committed to relaunch the Program as soon as feasible but no later than April 1, 2027. The Department will meaningfully consult the union prior to the Program’s relaunch.

Managers will begin work on the talent management component of the Program prior to the relaunch. The Employer will determine which LP-01 participants would have been eligible for promotion in August 2025 but for the pause, in accordance with Program requirements.

With their manager’s approval and support, the Department will invite the following members to submit their workplans for consideration:

• LP-01s who had submitted a workplan to the Department Panel Review committee prior to the pause, and
• LP-01s who would have had a workplan submitted at that time had it not been for the pause.

Further details on the relaunched Program will be available over the coming months.

The Employer anticipates relaunching the Program by April 2027 or as soon as feasible. The AJC plans to hold the Employer accountable for this commitment and will continue its advocacy and lobbying to ensure the Employer follows through. We will examine other options, including legal, should the Employer fail to relaunch the Program as promised.

The AJC will be meaningfully consulted by the Employer on the Program relaunch. We will meet with the Employer about the Program relaunch shortly. While the Program is a management right, we will focus on ensuring the strengths of the Program are retained while making the case for key improvements, such as greater transparency in assessment criteria, clearer timelines, and safeguards to ensure fair and consistent access for all eligible LP-01s.

Have your workplan ready so you can submit promptly at relaunch and be evaluated in the next round. Timelines will be clearer over the coming consultations with the employer.

Yes. Eligible LP-01s are those who had already submitted a workplan to the Department Panel Review Committee prior to the pause, as well as those who would have had a workplan submitted at that time had the Program not been paused.

• LP-01s are encouraged to keep their Workplan up to date using the current template available on the Department of Justice intranet site; the Employer has confirmed that both the current Workplan document and the new form will be accepted when the Program relaunches.
• Members are encouraged to timekeep to the LEX file for any time spent on their LP-01 Workplan, unless their manager advises them to timekeep to a different file.

The employer confirmed they will accept the current workplan document or the new form when the Program relaunches. 

If you have completed the older version, you may keep using it. If you have already started working on the new version, you should continue with that format.

• Workplace actions available to affected LP-01 members who believe they are doing LP-02 work include:

  • Requesting acting pay for LP-02 responsibilities; and/or

  • Requesting an accurate statement of duties which would include the LP-02 responsibilities; and/or

  • Filing a classification grievance, alleging that the responsibilities of the position are that of an LP-02. 

• To obtain language and guidance on these options, please consult this practical tipsheet or file an Intake Form with the AJC.

This will be included in consultations between the AJC and the Employer. An update will be provided.

• Participants in a professional training program, such as the LP-01 Training and Development Program, are considered probationary employees for the duration of their enrollment in the program (see Regulations Establishing Periods of Probation and Periods of Notice of Termination of Employment During Probation)
• As the LP-01 Training and Development Program is paused, LP-01 members are not considered probationary employees unless they have not served the requisite amount of time set out in their letter of offer.
• Additional information regarding probation periods: Probationary Periods in the Federal Government - Canada.ca

While your union has secured a strong and timely settlement, consultations with the Employer are ongoing. These discussions focus on key elements of the Program relaunch, including:

• timelines and implementation approach
• assessment criteria and evaluation process
• treatment of different cohorts
• implications for members on leave
• administrative requirements, including workplans
• measures to ensure fairness, consistency, and transparency across the process

Expanding this type of Program through the collective agreement would require it to apply across departments, agencies, courts, and tribunals where LP-01s are employed. The AJC's Negotiations Committee will assess the advantages and feasibility of pursuing such a proposal in the next round of bargaining.

• If you have questions for the AJC team, please email the AJC at: lp01@ajc-ajj.ca