Updated Information Regarding the Pause of the Department of Justice Canada LP-01 Training and Development Program
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.
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 are a former LP-01 who has left the Program, you are still entitled to compensation. You will receive compensation based on the group to which you belonged at the time of your departure.
If you are currently on leave, including maternity or parental leave, you are entitled to the same settlement terms as all other members, even if you did not file an individual grievance.
This issue is also part of a policy grievance for which a decision is still pending. At this time, the Employer has indicated that its current practices will remain unchanged: top-up provisions will not be modified, and any promotion will take effect at the end of the leave period.
Workplans will still be reviewed while you are on leave.
Yes.
Even if you did not file a grievance related to the LP-01 Program pause, you are still eligible for compensation. However, you must sign the consent and release forms provided by the Employer by May 31, 2026, to receive compensation. The Employer will send consent and release forms on or shortly after April 16, 2026.
To receive compensation, you must sign the consent and release form and submit it to the Employer by May 31, 2026. The Employer will send consent and release forms on or shortly after April 16, 2026.
If you have not received forms from the employer, contact us.
You should consult the Labour Relations Officer (LRO) assigned to your file to understand the implications for your specific situation.
If you choose to proceed, your grievance will continue through the internal grievance process, where the Employer will issue a response. The outcome may vary depending on the circumstances, including the possibility that the grievance could be denied.
If you are part of the August 2025 cohort, you will still be considered for promotion even if you pursue your individual grievance.
You have two options:
Option 1: Accept the settlement
- You will withdraw your individual grievance by May 31, 2026, by signing the consent and release form. The Employer will send the form on or shortly after April 16, 2026.
- You will receive compensation.
Option 2: Do not accept the settlement
- You may continue your grievance independently through the internal grievance process.
- You will not receive compensation.
- You will discuss with the Employer a timeline for removing your grievance from abeyance and advancing it through the internal grievance presentation levels as per Article 24 of your collective agreement.
If you select Option 2, note that your grievance is not referrable to the Federal Public Sector Labour Relations and Employment Board without your union’s approval (per subsections 209(1) and (2) of the Federal Public Sector Labour Relations Act).