FSD 17 - Assistance for Spouses or Common-Law Partners

Scope

Introduction

In certain cases, the employer provides specific financial assistance to spouses or common-law partners to assist them in securing employment at post, or upon return to Canada to facilitate re-entry into the Canadian workforce.

Directive

17.1 Association Dues

17.1.1 Where a spouse or common-law partner, who is residing with an employee at a post, is accredited to a professional association(s) in Canada, was employed in the relevant profession within one year prior to departure from Canada and is required while abroad to pay dues to such professional association(s) in order to retain professional certification, the deputy head may authorize the payment of an allowance to the employee to cover the cost, while abroad, of annual dues in respect of memberships in up to two professional associations.

17.1.2 In lieu of the provisions of subsection 17.1.1, the deputy head may authorize payment of an allowance to cover membership dues to association(s) which are directly related to maintaining employment contacts that facilitate re-entry into the Canadian workforce, to a maximum amount of $300 per year.

17.1.3 To claim the allowance under subsection 17.1.1, the employee must provide a letter(s) from association(s) concerned certifying as to the necessity of such dues while outside Canada. To claim the allowance under subsection 17.1.2, the employee must provide a letter(s) from the association(s) concerned indicating that dues are assessed.

17.1.4 The employee shall provide the employer with such proof as the employer may require in order to ensure that this allowance was utilized for the purpose intended.

17.2 Employment Related Allowance

17.2.1 An employee may claim an allowance of $500 for a spouse or common-law partner, to assist in finding employment following relocation to and/or from Canada or for a cross-posting, subject to the following conditions:

(a) the spouse or common-law partner is or has been residing with the employee in Canada and/or at post and was employed within one year prior to departure from Canada, or departure from the employee's post; and

(b) the expenses incurred are directly related to facilitating entry to the workforce at the new place of duty outside Canada or re-entry into the Canadian workforce.

17.2.2 Eligible expenses include, but are not limited to:

(a) costs incurred for professionally prepared curriculum vitae;

(b) attendance fees for conferences and trade fairs;

(c) employment counselling;

(d) reference checks;

(e) administrative expenses associated with job searches; and;

(f) other employment related costs incurred at the employee's post, such as, but not limited to, registration and certification.

17.2.3 The employee shall provide the employer with such proof as the employer may require in order to ensure that this allowance was utilized for the purpose intended.

17.2.4 The allowance may be claimed once per relocation, either within two years of arrival at the new place of duty, or upon official confirmation of a posting or assignment to Canada. It is recognized that eligible costs may be incurred prior to receipt of posting confirmation.

17.2.5 At the discretion of the deputy head, the provisions of this section may be extended to include situations where a spouse or common-law partner has not been employed outside Canada because paid employment was not available at the employee's post; or not employed within a year of departure from Canada due to leave for care and nurturing of pre-school age children, illness, education, or elder care.

17.3 Retraining in Canada

17.3.1 Where a spouse or common-law partner, who is residing with an employee at post, is accredited to a professional association(s) in Canada, was employed in the relevant profession within one year prior to departure from Canada and is required to undergo retraining on return to Canada to re-acquire professional certification at the level previously held, the deputy head may authorize reimbursement to the employee of the actual and reasonable tuition costs incurred for mandatory re-training courses when commenced within twelve months of return to Canada.

17.3.2 At the discretion of the deputy head, reimbursement of actual and reasonable costs of education/training completed in Canada may be authorized up to a maximum of $1,000 where:

(a) necessary upgrading of knowledge and/or skills is required due to the spouse's or common-law partner's absence from the Canadian workforce, in order to accompany the employee on posting;

(b) the education/training completed by the spouse or common-law partner is not otherwise provided under a government employment/training program; and

(c) the education/training is in the spouse's or common-law partner's area of expertise and will enhance re-employment opportunities in that area; examples include, but are not limited to, computer technician, travel agent, and secretary/administrative assistant.

17.4 Once per Career Assistance for Spouses or Common-Law Partners

Deleted April 1, 2009. Provisions incorporated into FSD 18 – Special Family Separation Assistance.

17.5 Special Short-term Separation Assistance for Spouses or Common-Law Partners

Deleted April 1, 2009. Provisions incorporated into FSD 18 – Special Family Separation Assistance.