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