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Federal Government

Article by Stephen Azzi

Published Online February 7, 2006

Last Edited December 18, 2015

The federal government is the national government of Canada, centred in Ottawa . The term can refer narrowly to the Canadian Cabinet , or more broadly to the Cabinet and the public service. The federal government plays a huge role in Canadians' lives — from the collection of taxes to the delivery of social services, and from the supervision of international trade to the safeguarding of national security.

• Confederation

Canadians followed the American example in 1867 when they created a federation with powers split between two levels of government. At the same time, Canada’s leaders sought to avoid the problems they saw with the American system. In their view, the American Civil War (1861–1865) came about in part because the United States central government was too weak. As a result, Canada’s founding document, the British North America Act of 1867, created a powerful federal government and weaker provincial governments . ( See also Constitution .)

The provinces were given responsibility for primarily private or local matters, such as hospitals, schools, charities, municipalities , shops, taverns, transportation within a province, onshore natural resources, and property and civil rights. Everything else was placed in the hands of the federal government, which was charged with maintaining “the Peace, Order, and good Government of Canada.” The federal government was also given the power to disallow provincial laws.

Over time, the balance shifted, largely because of a series of court rulings. Britain’s Judicial Committee of the Privy Council , which functioned as Canada’s highest court for constitutional cases until 1949, limited the federal government’s area of jurisdiction. The court paid less attention to Ottawa ’s responsibility for peace, order, and good government than to the provincial jurisdiction over property and civil rights. The court ruled that the federal Parliament could not pass laws on unemployment insurance, competition, trade and commerce (except across provincial or national borders), or minimum wages and maximum work hours (except in federally-regulated industries, such as banking ). The peace, order, and good government clause applied only to national emergencies, in the view of the court. Also important in shifting the balance was the growing importance of matters like health care, a provincial responsibility.

Jurisdiction

The federal government is responsible for implementing the legislation of the Canadian Parliament . The British North America Act gives Parliament responsibility over national defence , money , banking , bankruptcy, Aboriginal affairs , citizenship , marriage and divorce , shipping , railways , fisheries , interprovincial and international trade , the post office , criminal law , penitentiaries (which house prisoners serving sentences of two years or more), the census and statistics, weights and measures, patents, and copyrights. A constitutional amendment in 1940 gave the federal government power over employment insurance . Court rulings later recognized that federal jurisdiction includes several trans-provincial matters that had not existed at the time of Confederation : radio and television broadcasting, aviation, pipelines, and telecommunications.

In several areas, there is overlap between the two levels of government. The water in a lake is within provincial jurisdiction, but the fish and the boats are federal. The federal government defines marriage, but the provinces decide how it will be formalized. Either level of government can legislate in the area of agriculture and of immigration, though if the laws conflict, the federal statute takes precedence. The federal government conducts Canadian foreign policy and implements treaties, but provincial legislation is necessary to comply with treaties that deal primarily with areas in provincial jurisdiction, according to a controversial 1937 ruling of the Judicial Committee of the Privy Council .

In addition, the federal government can use its spending power to enter the provincial realm. For instance, the federal government was able to create a national medical care program by sharing costs with any province that agreed to establish a health care plan that met certain standards.

Political Institutions

The head of the federal government is the prime minister, who is the government’s main spokesperson, chief policymaker, and chair of Cabinet . On the advice of the prime minister , the governor general (acting on behalf of the Crown ) summons, prorogues, and dissolves Parliament; calls elections; and appoints Cabinet ministers, senators, ambassadors, deputy ministers, provincial lieutenants governor and the speaker of the Senate. The governor general, acting on the prime minister's advice, also appoints judges of the federal courts and the superior, district, and county courts of the provinces. Except in the rarest of occasions, governors general follow the recommendations of the prime minister in discharging these duties.

The government is inseparable from the prime minister and his political party, and is often informally named after the prime minister (e.g., “the Harper government” or “the Trudeau government”). If the prime minister resigns or dies a new government is formed under a new prime minister.

Canadian prime ministers have only left office through death or resignation (including resignation following defeat in a general election). When there is a vacancy, the governor general calls on someone who can form a government that would command the support of the House of Commons . In practice, this is always the leader of the party with the most seats in the Commons. On rare occasions, the prime minister may be the leader of a party that does not have the most seats. In the election of 1925, the Liberals were reduced to second place in the Commons, but Prime Minister William Lyon Mackenzie King stayed in office with the support of the Progressives , the third party.

If the government loses a major vote (known as a confidence vote) in the Commons, the prime minister has two options: to ask the governor general to call an election or to resign. Continued deadlock between the government and Parliament is impossible under the Constitution . After an election, the government may either stay in office — if it can command the support of a majority of members of Parliament — or resign.

Since 1980, Cabinet has been composed of between 20 and 40 ministers. Most ministers are members of the House of Commons, though there is often one senator (who serves as the leader of the government in the Senate ), and sometimes two or three more senators. Occasionally non-parliamentarians are appointed to Cabinet, but they quickly seek a seat in the House of Commons or are appointed to the Senate. Most ministers are responsible for overseeing a government department. Prime ministers may also appoint junior ministers or "ministers of state," who often do not lead government departments, but who assist a Cabinet minister with specific responsibilities.

Appointing a Cabinet is a complicated business. Prime ministers try to seek representation from all the provinces, as well as a good number of francophones, women, and ethnic minorities.

Votes are rare in Cabinet. Instead, the prime minister listens to the discussion and then determines the Cabinet decision based on a consensus of ministers.

The collective responsibility of the Cabinet means that all ministers publicly support all government policy. Ministers do not have the luxury of taking independent positions on policy matters. Ministers are also individually accountable to Parliament for the actions of their departments.

The government’s business is too extensive to be handled by the Cabinet as a whole. Since the Second World War , and increasingly since Prime Minister Pierre Trudeau’s Cabinet reforms, most Cabinet work has been done in committees. Prime Ministers determine the number and function of these committees. All governments now have Cabinet committees responsible for broad policy areas (such as social, economic, and foreign/defence policy). Most recent prime ministers have chaired a committee that takes care of the government’s strategic direction and long-term priorities. Also common is a committee to handle the day-to-day government agenda. The Treasury Board has responsibility for the financial management of the government, accountability, ethics, and personnel.

Public Service and Crown Corporations

The permanent public service assists in the administration of the government, implements policy, delivers programs, and provides advice to the Cabinet. Public servants are non-partisan and serve the government, regardless of which party is in power.

The government is divided mainly into departments, agencies, and crown corporations . (In addition to these large organizations, there are also smaller government units including departmental corporations, agents of Parliament, shared governance corporations and joint enterprises.) Each mainline department is headed by a minister. In a small number of cases, a department may have two or more ministers (e.g., the Department of Global Affairs has three ministers). Ministers are advised by the public servants in their department, the most senior of whom is the deputy minister, and by a small number of political staff in the minister’s office.

Federal government agencies include the Canadian Radio-television and Telecommunications Commission (CRTC) and the Canadian Transportation Agency . They perform regulatory and administrative functions. Crown Corporations are owned by the government and deliver services at arm’s length from the government. They include Canada Post , the Canadian Broadcasting Corporation (CBC), the Bank of Canada , and the Royal Canadian Mint .

Central Agencies

The most important federal government institutions are the central agencies (often informally called The Centre). These are the Cabinet, the Privy Council Office , the Treasury Board Secretariat, and the Department of Finance .

The Privy Council Office is the prime minister’s government department. It is staffed by public servants and led by the clerk of the Privy Council, who is also secretary to the Cabinet and de facto head of the public service. The Privy Council Office (PCO) co-ordinates the activities of the government and oversees the appointment of senior officials in departments, agencies, and crown corporations. It provides non-partisan advice and administrative support to the prime minister and the Cabinet.

The Treasury Board Secretariat is a department that puts into effect decisions of the Treasury Board, a Cabinet committee that functions as the management board for the administration of the federal government. The board is chaired by the president of the Treasury Board, a Cabinet minister. The board oversees public service personnel, labour relations, and the expenditure of funds by government departments and agencies.

The Department of Finance prepares the federal budget, which must be approved by Parliament. The budget establishes the government’s financial direction and announces revenue and spending projections, tax rates, and various government policy proposals. Funding for individual government departments and programs is sought from Parliament though documents called the Estimates, which are prepared by the Treasury Board Secretariat and tabled each March in the House of Commons .

Other key departments are Justice ; Health ; Public Safety and Emergency Preparedness; National Defence ; Global Affairs ; and Innovation, Science and Economic Development.

Also central to the functioning of the government is the Prime Minister’s Office (PMO), composed of partisan appointees who advise the prime minister on the political aspects of his job. Under the direction of the prime minister’s chief of staff, and in close co-ordination with the PCO, the PMO provides political advice and support on policy, media relations, speeches, correspondence, scheduling, and the prime minister’s travel.

English and French are the official languages of the federal government.

Revenues and Expenditures

The federal government’s revenues come primarily from taxes. Personal income taxes account for almost half of federal revenues, corporate taxes provide another 15 per cent, and the Goods and Services Tax (GST) supplies 11 per cent. Miscellaneous taxes (such as customs duties and taxes on gasoline, cigarettes, and alcohol) account for just 8 per cent. The remainder of federal revenues come from Employment Insurance premiums, the profits of crown corporations, and the sale of goods and services.

About one-quarter of federal government expenditures are payments to individuals under programs such as Old Age Security, Employment Insurance, and the Child Tax Benefit. ( See also Social Security .)

Roughly 20 per cent of federal spending is in the form of transfers to other levels of government to help fund higher education, health care, and other social programs. Transfers to provinces also include equalization payments , designed to reduce disparities in services between richer and poorer provinces. Other transfers account for about 15 per cent of federal expenditures. These include assistance for social housing, skills training, transfers to First Nations communities, as well as transfers through the tax system to corporations and individuals.

About 30 per cent of federal spending pays for the operations of the federal government. The three largest departments in this operational category account for half of these costs: National Defence, Public Safety and Emergency Preparedness (which is responsible for the RCMP , penitentiaries, and border security), and the Canada Revenue Agency (the country’s tax collector).

Interest payments on the national debt account for one-tenth of the federal government’s expenditures.

Ongoing Controversies

Tensions between the federal government and provinces are as old as the country itself. One source of conflict is Ottawa’s insistence on playing a role in areas that are primarily within provincial jurisdiction. The federal government has argued that it has a responsibility to maintain national standards — that Canadians, regardless of where they live, deserve the same level of health care and other services. Yet for the provinces, the federal government is intruding in their business. They say Ottawa should not be allowed to dictate how federal money is spent in areas of provincial responsibility. Cuts in recent decades to federal transfers have heightened these tensions.

For many decades, Canadians have been concerned about the concentration of power in the Prime Minister’s Office. The prerogatives of the prime minister — including the power to appoint and fire Cabinet ministers, plus hundreds of other federal government office holders — have meant that whoever occupies this position is the dominant figure in Canadian politics. When the prime minister’s party holds a majority of the seats, it is almost impossible for a government to lose a vote in the House of Commons, or face significant restrictions on the government's agenda. Critics have long argued that prime ministers are too powerful and that reforms are necessary as a check on their authority.

Interested in politics?

• federal government

Further Reading

Rand Dyck and Christopher Cochrane, Canadian Politics: Critical Approaches , 7th ed. (2014); Stephen Brooks , Canadian Democracy , 8th ed. (2015); Graham White, Cabinets and First Ministers (2005); Jennifer Smith, Federalism (2004).

External Links

The Government of Canada Official website

Parliament of Canada The official source for current news and information about the Parliament of Canada. Also features online webcasts, Hansard, history notes and much more. Check out the useful "How Canadians Govern Themselves" paper from the Information and Documentation Branch.

A list of the departments and agencies of the Government of Canada

Recommended

Provincial government in canada, senate of canada, house of commons.

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Explore Canada’s Parliament and democracy using this comprehensive resource that includes interactive puzzles, trivia, video and images.

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FSD 8 - Short-Term Assignments

Introduction.

This Directive outlines the provisions which apply to employees on a short-term assignment outside Canada.

Note: This definition only applies to this directive.

Short-term assignment ( affectation à court terme ) means a temporary move of an employee from one place of duty to another place of duty for a period of 121 consecutive calendar days or more and less than one year and, subject to FSD 3 – Application, to:

• an office of the Government of Canada located outside of Canada; or
• another government, organization or institution located outside of Canada.

8.1 Application

8.1.1 The provisions of this directive apply to a short-term assignment as defined in this directive.

8.1.2 For assignments of 120 consecutive calendar days or less, benefits and provisions in accordance with the NJC Travel Directive shall apply.

8.1.3 This Directive does not apply to employees who are already on assignment under the full provisions of these directives, nor to employees, dependants or other individuals hired locally.

8.1.4 When an employee is officially notified in writing that the length of a short-term assignment is subsequently shortened to a period of travel status under the NJC Travel Directive of 120 consecutive calendar days or less, the deputy head shall proceed as follows:

• any allowances or payments that the employee was entitled to for the period prior to being advised in writing of the shortened assignment shall not be recovered;
• the provisions of sections 8.13 and 8.14 shall cease on the first compensation day following the written notice to the employee that the assignment length is shortened;
• the incidental expense allowance amount payable will be the greater of the provisions of section 8.4 authorized at the beginning of the short-term assignment or the daily incidental expense allowance amount applicable to the location as specified in Appendix C or D of the NJC Travel Directive for the full period;
• the other benefits and provisions applicable to the employee shall remain unchanged; and
• the employee shall not receive duplicate benefits.

8.1.5 When an employee is subject to the NJC Travel Directive and is officially notified in writing that the period of travel status is extended to 121 consecutive calendar days or more and less than one year, and the definition of short-term assignment is met, the provisions of this directive shall apply once the employee accepts the extension in writing.

Furthermore:

• any allowances or payments that the employee was entitled to for the period prior to being advised in writing of the lengthened assignment shall not be recovered;
• the provisions of sections 8.13 and 8.14 shall apply retroactively commencing on the first day of travel status under the NJC Travel Directive;
• subject to paragraph 8.1.5(a), the incidental expense allowance amount payable will be the difference between the full provisions of section 8.4 and the daily incidental expense allowance amount applicable to the location as specified in Appendix C or D of the NJC Travel Directive received by the employee prior to being notified of the extension; and

8.1.6 When an employee on a short-term assignment accepts an assignment at the same post, the provisions of this directive shall cease and the full provisions of these directives shall apply as applicable, subject to FSD 9 – Medical and Dental Examinations, effective on the date of official notification in writing of the assignment. The deputy head shall ensure that employees do not receive duplicate benefits.

8.1.7 Subject to subsection 8.1.6, in exceptional circumstances where the short-term assignment extends beyond the normal length, the provisions of FSD 8 shall continue until the date of official notification in writing of the assignment.

8.1.8 These provisions shall apply to short-term assignments commencing April 1, 2019. Employees on short-term assignment under the provisions of FSD 8 – Short-Term Assignments Outside Canada on April 1, 2019, shall be given the option of remaining under their current provisions for the period of their short-term assignment, not including any extensions, or electing for the revised provisions of FSD 8 – Short-Term Assignments effective April 1, 2019.

8.2 Transportation

8.2.1 The deputy head shall apply the applicable transportation entitlement of the NJC Travel Directive for transportation to and from the post. For international travel, a suitable rest period or overnight stop shall be authorized in accordance with the provisions of the NJC Travel Directive.

8.2.2 The deputy head may authorize the cost of five pieces of accompanying baggage within the size and weight allowable by the carrier and including the baggage transported free of charge by the carrier.

8.2.3 In special circumstances, the deputy head may authorize the cost of more pieces of accompanying baggage in order to address an employee’s specific needs.

8.3 Storage of Household Effects

8.3.1 The deputy head may authorize the storage of household effects, including a private motor vehicle (PMV) in accordance with section 15.13 of FSD 15 – Relocation, if the employee is not maintaining a principal residence during the short term assignment.

8.3.2 Where the storage is authorized for the employee’s household effects and the employee is not able to occupy permanent accommodation, the cost of two days living expenses in Canada at the time of departure and at the time of return shall be authorized under the provisions of paragraph 15.4.1(c) of FSD 15 - Relocation.

8.3.3 Where an employee's household effects have been placed in storage at Crown expense, the employee shall pay the applicable shelter cost in accordance with Appendix A of FSD 25 - Shelter at the "one in household" rate, with effect from the day following the date of arrival at the post.

8.4 Incidental Expense Allowance

8.4.1 Subject to subsections 8.1.4, 8.1.5 and 8.1.6, the deputy head shall authorize an incidental expense allowance of 50% of the incidental relocation expense allowance in accordance with Appendix C of FSD 15 – Relocation at the beginning and at the end of the short-term assignment.

8.5 Accommodation

8.5.1 The deputy head shall authorize the payment of actual and reasonable costs for accommodation, and utilities including installation, at the location of the short-term assignment.

8.5.2 Where possible, employees shall be placed in self-contained accommodation, either commercial or Crown-held.

8.5.3 Provided that the employee is not required by the employer to remain at the post, an employee may choose to spend the weekend at an alternative location. Such arrangements shall be made in consideration of security and diplomatic contexts.

8.5.4 Subject to subsection 8.5.3, reimbursement shall be limited to the cost of maintaining the employee at the post and shall include the cost of accommodation and the meal allowance. To be eligible for reimbursement, the employee shall:

• cancel charges for accommodation and meals provided on site at the post;
• assume personal liability as if the employee were not on short-term assignment; and
• not return home or to the headquarters area during the weekend.

8.5.5 Spending the weekend at an alternative location does not preclude the employee's entitlement to section 8.9 - Home Travel.

8.6 Meal Allowance

8.6.1 The deputy head shall authorize payment of the daily meal allowance only, no incidentals, as specified in Appendix C or D of the NJC Travel Directive, as applicable:

8.6.2 Where, due to special circumstances such as heavy workload, difficulty in finding food, or extremely limited restaurant facilities, the deputy head deems the meal allowance in subsection 8.6.1 to be inadequate, such meal allowance may be authorized as may be considered reasonable, up to the full daily meal rate.

8.6.3 Where a meal allowance has not been established in the country of assignment or where there are sudden changes in currency exchange rates or high inflationary trends, the deputy head may authorize actual and reasonable expenses for meals, based on receipts.

8.7 Laundry and Dry Cleaning

8.7.1 The deputy head shall authorize reimbursement of actual costs for laundry for employees who occupy accommodation which is not provided with laundry facilities which consist of a washer and dryer.

8.7.2 Where the deputy head is satisfied that dry cleaning costs significantly exceed those in the employee's headquarters city, reimbursement of 50% of the actual costs of dry cleaning shall be reimbursed, upon presentation of receipts.

8.8 Commuting Assistance

8.8.1 The deputy head may authorize financial assistance to cover excess home/office commuting costs, in accordance with the provisions for commuting assistance under FSD 30 - Post Transportation and Related Expenses.

8.8.2 When authorized overtime causes a disruption in the employee’s regular commuting pattern, or when the employee is required to participate in a work related event outside of normal work hours, the employee shall be reimbursed actual and reasonable additional local transportation costs.

8.9 Home Travel and Alternative

8.9.1 An employee is eligible for home travel provisions under this directive to the normal place of duty provided that the following conditions are met:

• work schedules permit the employee to be absent; and
• appropriate private or public transportation is available and its use is both practical and reasonable.

8.9.2 Provided the employee is on continuous short-term assignment, the employee is entitled to home travel as per the table below. The employee may schedule actual trips within the maximum number permitted to meet personal needs.

8.9.3 The employee shall be reimbursed, based on receipts, the cost of the most economical return airfare, the necessary return ground transportation to and from the carrier's terminal, and meals en route. Meals and incidentals at the destination shall not be reimbursed. The accommodation at the post should be cancelled if possible.

8.9.4 As an alternative to home travel by the employee, the deputy head may authorize the spouse or common-law partner or dependant to travel to the employee's post up to the cost of home travel by the employee. Such arrangements shall be made in consideration of security, diplomatic and health contexts.

8.9.5 Where the deputy head does not authorize the spouse or common-law partner or dependant to travel to the post, as an alternative to home travel by the employee, travel for the employee and a spouse or common-law partner or dependant may be authorized to a third location up to the cost of home travel by the employee.

8.10 Home Communication

8.10.1 The deputy head shall authorize the provisions for home communication for employees assigned to posts located outside the continental U.S.A. only, in accordance with the relevant provisions of the NJC Travel Directive.

8.11 Dependant Care

8.11.1 The deputy head shall authorize dependant care for employees in accordance with the relevant provisions of the NJC Travel Directive.

8.12 Medical, Dental and Health Care

8.12.1 The deputy head shall authorize the application of FSD 9 - Medical and Dental Examinations for posts designated as unhealthy under FSD 38 - Preventive Medical Services Expenses.

8.12.2 It is the employee's responsibility to ensure Provincial or Territorial health care and Public Service Health Care Plan (PSHCP) Supplementary coverage while outside Canada as well as continued coverage under the Public Service Dental Care Plan (PSDCP).

8.12.3 If the short-term assignment is extended beyond one year, it is the employee’s responsibility to change coverage from Supplementary to Comprehensive Coverage under the Public Service Health Care Plan (PSHCP).

8.13 Foreign Service Premium

8.13.1 Subject to subsections 8.1.4 and 8.1.5 and to paragraph 8.17.3(c), the deputy head shall authorize payment of the Foreign Service Premium and the accrual of foreign service premium points in accordance with FSD 56 - Foreign Service Incentive Allowances (Foreign Service Premium).

8.14 Post Differential Allowance

8.14.1 Subject to subsections 8.1.4 and 8.1.5 and to paragraph 8.17.3(c), the deputy head shall authorize the provisions of the Post Differential Allowance in accordance with FSD 58 - Post Differential Allowance.

8.14.2 Where payment of an additional amount of post differential allowance or special payment has been established to recognize extraordinary conditions at a hardship post, in accordance with subsection 58.5.4 of FSD 58 - Post Differential Allowance, the deputy head shall authorize these payments from the first day of an assignment to a hardship post, notwithstanding that the employee may not otherwise be subject to the provisions of FSD 58 - Post Differential Allowance.

8.15 Temporary Absence

8.15.1 An absence from the post on authorized government travel under the NJC Travel Directive, approved leave, home travel or home travel alternative does not constitute a break in the short-term assignment for the purpose of determining the length of the short term assignment.

8.15.2 When an employee is absent from the post on authorized government travel, the employee shall not receive double benefits.

8.16 Currency Exchange

8.16.1 The deputy head shall authorize the provisions for currency exchange in accordance with the NJC Travel Directive.

8.17 Employee Accompanied by Dependant(s)

8.17.1 In rare and unusual cases, and subject to subsection 8.17.4, the deputy head may authorize the employee's spouse or common-law partner and any dependant(s) normally residing with the employee to accompany the employee, subject to proof of health insurance coverage.

8.17.2 The deputy head may authorize the employee to precede the spouse or common-law partner and dependant(s).

8.17.3 Where the spouse or common-law partner and dependant(s) are authorized to accompany an employee, assistance shall be limited to:

• transportation costs in accordance with subsection 8.2.1, up to the total cost of the employee’s home travel entitlement under section 8.9;
• FSD 55 - Post Living Allowance, where the Post Index is above 100;
• FSD 56 - Foreign Service Premium and FSD 58- Post Differential Allowance at the unaccompanied rate; and
• the provisions of FSD 39 – Health Care Expenses, FSD 41 - Health Care Travel and FSD 42 - Medical and/or Dental Expense Advance, unless otherwise covered by the employee's provincial and/or supplementary insurance plan.

8.17.4 Where the provisions of subsection 8.17.3 apply:

• home travel and alternative, home communication and meal allowances shall not apply;
• no additional accommodation/housing will be provided, or additional accommodation costs reimbursed;
• no additional costs will be authorized for shipment of household effects; and
• employees are responsible to ensure provincial and supplementary coverage, such as PSHCP, for their dependant(s) while outside Canada.

8.18 Assistance for Single Parents

8.18.1 At the request of the employee and in lieu of the provisions for home travel, the deputy head may authorize:

• payment of return transportation expenses for one or more pre-school aged children up to the cost of home travel for the employee which would otherwise be incurred;
• dependant care expenses at the work location outside Canada which are in excess of existing dependant care expenses for equivalent care, up to the costs which would otherwise be incurred at the old place of duty and reimbursed under the NJC Travel Directive; and
• expenses for vaccinations and/or inoculations for the child which are a consequence of the work location outside Canada.

8.19 Emergencies, Illnesses, Injuries or Death While on Short Term Assignment

8.19.1 In the event of emergencies, illnesses, injuries or death while on short term assignment, the employer shall authorize the payment of necessary expenses in accordance with Part V of the NJC Travel Directive for the employee, spouse or common-law partner and any dependant(s) in accordance with section 8.17.

Micro Missions

Main Page | FR Contents 1 Diversity and Inclusion Analyst 1.1 3-month Micro-Mission Opportunity (all levels and language profiles welcome) 1.2 Does this speak to you? 1.3 How to apply? Send an email to [email protected] with the following: 1.4 About Micro-Missions 1.5 Micro-Mission Testimonials 1.6 FAQ Diversity and Inclusion Analyst 3-month Micro-Mission Opportunity (all levels and language profiles welcome) Are you interested in co-creating a culture of diversity, inclusion and belonging for our organization? The ADM(Mat) Level 1 Diversity and Inclusion Advisor is looking to accelerate culture change activities for our organization and we need your help! Does this speak to you? We are looking for collaborative and strategic thinkers who are passionate about supporting culture and systemic change to ensure equity, diversity, inclusion and belonging in our workplace. During your micro-assignment you will be: executing culture change activities; conducting research and analysis on initiatives, trends, and issues; supporting the development, implementation and monitoring of our diversity and inclusion plans and initiatives; providing advice and analysis to management on the content, delivery and implementation of our culture change programming; participating on, and providing subject matter knowledge to colleagues, working groups or networks; preparing input to communication materials to promote initiatives across the organization and in our department. We will work collaboratively to grow your experience and subject matter expertise while on the job. The most important skills are willingness to learn; a passion for the subject matter; and a strong desire to drive change. If you are looking for a new challenge, enjoy working in a fast-paced environment, and wish to hone your leadership and change management skills, this may be the opportunity for you! If you are interested in joining our Team and have the support of your manager to take on a micro-assignment, please send your application as soon as possible. How to apply? Send an email to [email protected] with the following: A copy of your CV. A short explanation, in your email, of how you think joining this Team will be beneficial to both yourself and our team. Please address any questions and comments about the content of this message to [ [1] ] About Micro-Missions Micro-missions are short-term, voluntary opportunities for members to showcase and develop their skills, and to build networks by contributing to different projects while remaining in their work units and substantive positions. Micro-missions are an informal way for members to gain experience and for managers to get support for projects that require specific knowledge or skills. They also help foster an agile workplace and workforce. Micro-Mission Testimonials Abigaïl (Biggie)Theano-Pudwill Kurtis DePippo Laura Raine Sandra Griffith-Bonaparte Salisa Bose Wanda Lewis FAQ

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Registration of assignments and correction of assignment-related information.

From: Canadian Intellectual Property Office

This practice notice is intended to provide guidance on current Canadian Intellectual Property Office (CIPO) practice and interpretation of relevant legislation and should not be quoted as, or considered to be, a legal authority. In the event of any inconsistency between this notice and the applicable legislation, the legislation must be followed. It is the responsibility of the applicant/right holder to decide how to proceed with respect to a particular application or other matter.

Registration

Assignments are often complex and diverse, frequently addressing matters reaching beyond IP rights. The complexity of these documents may necessitate a significant effort from the Patent Office in order to ensure that the documented changes in title are accurately reflected in Office records.

Therefore, in order to assist the Office in its effort to simplify and expedite the processing of assignments while maintaining a high quality standard, the Office has developed new forms for requesting the registration of assignments and strongly recommends their use.

The forms will be part of the record and will help ensure that all the required information has been submitted to the Office. The Office will use the content of the forms to assist with the registration of the assignment.

Please note that the assignments submitted will continue to be made available to the public. Parts of these documents may display personal information that is not relevant to the assignment being registered and the Office will accept that requesters omit or obscure any such information.

In the case where the forms are not used, the Office urges any requester to submit clear instructions. More specifically, in addition to the prescribed fee a request should include the following information, ideally on a cover sheet:

• the name of the assignor(s);
• the name and complete address of the assignee(s);
• the application or patent number against which the assignment is to be registered;
• specific information identifying which rights are being assigned and whether the interest in a right is being transferred in whole or in part.

A copy of the document effecting the transfer and either an affidavit or another proof satisfactory to the Commissioner that the assignment has been signed and executed must be submitted as per sections 49 and 50 of the Patent Act . The following proofs are all considered to be satisfactory:

• with respect to a patent, a statement from the requester stating that, to their knowledge, the document effecting the transfer has been signed and executed by all parties;
• with respect to a patent application, a statement from the requester stating that, to their knowledge, the document effecting the transfer has been signed and executed by the assignor;
• a similar statement of a witness;
• the signature of a witness or the presence of a corporate seal on the assignment document;
• a document showing that the assignment was registered in a patent office of another country.

Occasionally, an error is present in an assignment (in the document effecting the change in ownership) and/or an error is made in the entry of information in the Patent Office's records.

It is important to note that despite the fact that, as discussed below, many errors can be corrected; all documents that are registered by the Office will remain on record subject to a court order to the contrary.

Error introduced by the Office

Where the registered document provides the correct information but an error is introduced in the process of extracting the information from the document and reflecting it in Office records, the Office will correct the error upon receipt of a request from any person providing details about the error and referring to the registered document containing the accurate information. No fee will be required for the correction.

Error in an assignment document

In accordance with sections 49 and 50 of the Patent Act , the Office will proceed with the registration of an assignment provided that the request for registration complies with all procedural requirements. The Office takes the position, however, that an assignment may be registered without necessarily being recognized or, in other words, without being given effect. The Office will consequently not give effect to an assignment where it is satisfied that the assignment is invalid or where the assignor identified in the assignment does not correspond to the owner currently recognized by the Office.

Therefore, where a wrong document has been registered or where a registered document contains a mistake, Office records may be updated to reflect the correct situation following the receipt of:

• a request for the registration of a newly submitted correct assignment, which complies with all formal requirements for the registration of an assignment; and

To be considered acceptable, a request under b) must meet the following requirements:

• originate from one of the parties identified in the correct assignment; and
• contain a statement signed by the requester to the effect that the previously registered assignment contains a mistake and containing information describing the mistake.
• originate from one of the parties identified in the correct assignment;
• the assignee was incorrectly identified in the previously registered assignment;
• the error in the incorrect assignment was due to inadvertence or mistake without any intention to mislead; and
• the incorrectly identified assignee does not exist; or
• the incorrectly identified assignee is the same entity as the assignee identified in the correct assignment
• contain a statement signed by the mistakenly identified assignee to the effect that their name appeared in error on the incorrect assignment; and
• contain a statement signed by the assignee identified in the correct assignment to the effect that the error in the incorrect assignment was due to inadvertence or mistake without any intention to mislead

This mechanism cannot be used after the grant of a patent to correct errors that were introduced during the application stage.

Clerical errors

Certain errors in assignment documents may qualify as clerical errors that arose in the mechanical process of typewriting or transcribing.

These errors may be corrected under section 8 of the Patent Act rather than via the mechanism set out above. A request for a correction under section 8 of the Patent Act should be accompanied by the required supporting information and the prescribed fee.

The applicant must determine which correction mechanism applies to their particular situation and submit their request accordingly.

If a request for correction under section 8 of the Patent Act has already been submitted but is not the appropriate mechanism, a new request will be necessary and will have to refer explicitly to the appropriate mechanism.

Jurisdiction of the Federal Court

In order to obtain a change that will further alter the content of Office records, such as the removal of a previously registered document, a requester may need to seek an order from the Federal Court.

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Maternity and parental leave for public servants

From: Public Services and Procurement Canada

This information is for public servants (Federal government employees). If you are not a public servant and you are ready to apply for maternity or parental benefits, see the Employment insurance maternity and parental benefits web page.

If you are a public servant who is expecting or preparing to take leave to care for a newborn or adopted child, find out what to do to ensure you get the appropriate time and benefits.

Disclaimer: Changes in your work or life situation

The information on this page applies to departments and agencies served by the Pay Centre . If your department or agency is not served by the Pay Centre, contact your departmental compensation unit.

Please request additional guidance from your manager, departmental human resources and finance, as pay-related information and processes are subject to change.

About maternity and parental leave

Maternity leave is unpaid leave that allows employees time for pregnancy, childbirth, post-childbirth recuperation, adoption and childcare.

Parental leave without pay is unpaid leave that allows an employee time to care for their newly born or adopted child.

Your manager must grant maternity and parental leave to you upon request.

Maximum duration of maternity and parental leave

Maternity leave: You may begin your maternity leave without pay before, on the day, or after your pregnancy ends. Your leave without pay must end no later than 18 weeks after your pregnancy ends.

Parental leave following maternity leave: You are entitled to 52 weeks of combined maternity and parental leave following the date of your child’s birth.

Parental leave not following maternity leave: You may take up to 37 weeks of leave without pay in the 52-week period following the date of your child’s birth. At the discretion of your employer, you may take this leave in 2 periods.

Care of family (or equivalent): You may take leave without pay for care of family if you wish to extend your leave beyond the 52 week period after the date of birth of the child. Please refer to your collective agreement for details.

If your newborn needs to be hospitalized, your maternity or parental leave may be extended if certain conditions are met. Check your collective agreement specific to your classification group.

Parental leave for adoption: You may take up to 37 weeks of leave without pay in the 52-week period beginning on the day a child you are in the process of adopting comes into your care. At the discretion of your employer, you may take this leave in 2 periods. In addition, a provincially legal adoption process must be underway before you request this leave.

Maximum duration of maternity and parental leave More information

• Collective agreements for the public service : (Note: not all collective agreements are listed here) Check your collective agreement, terms and conditions of employment and other legally binding rules specific to your classification group

Combining maternity leave with other forms of leave

Most collective agreements and terms and conditions of employment provide for the use of sick, annual or compensatory leave for a period preceding or following the end of a pregnancy.

Combining maternity leave with other forms of leave More information

About the maternity and parental allowance.

Refer to your collective agreement to confirm eligibility criteria for the maternity or parental allowance. Generally, to be eligible for the maternity or parental allowance, you must:

• have 6 months of continuous employment before starting your maternity leave without pay
• provide proof that you applied for and are receiving maternity and/or parental benefits under EI or Quebec Parental Insurance Plan
• return to work when your leave without pay expires
• example: if you receive an allowance for 6 months, you must return to work for at least 6 months

About the maternity and parental allowance More information

• Collective agreements for the public service
• EI maternity and parental benefits
• Quebec Parental Insurance Plan

Allowances and rates of pay

In general, the maternity or parental allowance consists of:

• 93% of your weekly rate of pay for the waiting period under the Supplemental Unemployment Benefit Plan (that is, 1 week), minus any earnings made during this period
• the difference between 93% of your weekly rate of pay and the maternity or parental benefit that you are eligible for under the EI or the Quebec Parental Insurance Plan (QPIP), minus any earnings made during this period

If you are considering the extended option for EI parental benefits, please note that the maximum combined maternity and parental allowances payable will remain at 52 weeks, which includes 35 weeks of parental allowance.

More information

• Maximum duration of maternity and parental leave: Care of family

If you have been acting for more than 4 months, including the day immediately preceding the maternity or parental leave, your allowance will generally be based on your acting rate of pay.

Pay increments or revisions

Your maternity or parental allowance will be adjusted to reflect changes to your salary following a pay increment or revision.

Allowances and rates of pay More information

Disability and maternity and parental leave and allowances.

Most collective agreements and terms and conditions of employment contain special provisions for totally disabled employees requesting a maternity or parental allowance.

Disability and maternity and parental leave and allowances More information

Medical appointment leave for pregnant employees.

Generally, you are allowed up to 3.75 hours of leave with pay to attend routine medical appointments related to your pregnancy. If you need to book a series of appointments for the treatment of a particular condition relating to the pregnancy, you should use sick leave to account for your time off work.

Medical appointment leave for pregnant employees More information

• Time off for personal medical and dental appointments

Administrative processes related to maternity and parental leave and allowances

In this section, learn what you need to do to ensure you get the appropriate leave and allowances.

Notify your manager about your planned leave as soon as possible or at least 6 weeks before your expected leave date. Your manager must approve your request for leave. Once this is done, work with your manager and human resources personnel, including your department’s trusted source, to ensure the Pay Centre receives the necessary documentation and information before your leave begins.

Assessing the impact of maternity or parental leave on your pay, insurances and benefits

Obtaining a record of employment, recording your leave, completing your return-to-work agreement.

• Getting an advance on the maternity and parental allowance

Reconciling an advance

• Notifying your pay and insurance benefits providers

Important forms

You will receive a benefit letter outlining what happens to your pay, insurance and benefits as a result of your leave without pay. You may also contact the Client Contact Centre for an assessment of the impact your leave may have on these benefits.

You need a Record of Employment (ROE) to claim benefits under EI or the Quebec Parental Insurance Plan. A ROE establishes your eligibility and level of benefits. You can, however, apply for benefits even if your ROE has not yet been issued.

A web-based record of employment will be issued on your behalf within 5 calendar days of the end of the pay period during which the earnings are interrupted and retained by Economic and Social Development Canada.

Obtaining a Record of Employment More information

• Contact Service Canada

Before you begin your leave, ensure the information in your departmental leave system is accurate and up to date. It is your responsibility to request and receive authorization for any absences.

In addition, complete a leave application and absence report ( GC -178) and submit it to your manager before you begin your leave. Your manager will be responsible for approving your leave request and having it submitted through your trusted source, under cover of a pay action request form, to the Pay Centre. Upon receipt, a compensation advisor will record your maternity or parental leave without pay in the system

Recording your leave More information

• Leave application and absence report ( Form GC -178 ) (accessible in PDF format and only on the Government of Canada network)

You must complete, sign and return a return-to-work agreement under cover of a pay action request form. Without this agreement in place, the Pay Centre will be unable to issue any maternity or parental allowance.

If you do not fulfill your return-to-work agreement, you will have to repay part, or all of the allowance, as applicable. Check your collective agreement or terms and conditions of employment for more information.

Term employees

Before receiving the maternity or parental allowance, make sure your term of employment extends long enough for you to fulfill your return-to-work agreement. You may retroactively receive the maternity or parental allowance if applicable.

If you cannot fulfill your return-to-work agreement because your term of employment expires before the date in which the agreement is fulfilled, you will have to repay part or all of the allowance.

Completing your return-to-work agreement More information

Obtaining the maternity or parental allowance.

To initiate payment of the maternity or parental allowance, submit the following documents to the Pay Centre:

• an original EI payment stub or letter confirming your eligibility for EI , if applicable
• an original Quebec Parental Insurance Plan (QPIP) payment stub or letter From: QPIP confirming your eligibility, if applicable
• a pay action request form (PAR)

Save all your subsequent EI / QPIP payment stubs. You must submit all of your payment stubs to the Pay Centre by the end of your maternity/parental leave, under cover of a PAR form. We need these stubs so that we can reconcile your allowance payments.

If you do not submit the payment stubs or EI / QPIP letter confirming your eligibility, we will treat the allowances you received as an overpayment (Debt to the Crown.)

Getting an advance on the maternity or parental allowance

Send your return-to-work agreement and leave application and absence report to the Pay Centre. We will estimate and advance your maternity or parental allowance while you are waiting for EI or QPIP to confirm your eligibility or issue you a first payment.

If you received an advance on your maternity or parental allowance, the Pay Centre will reconcile this advance against what your original payments should have been.

This reconciliation will occur once you provide proof of receipt of EI or QPIP benefits. Should there be an underpayment or overpayment, the Pay Centre will adjust your next payment accordingly. If an overpayment occurs and there are not enough maternity or parental allowances left to adjust before you return to work, we will give you repayment options for this overpayment.

Notifying your pay and benefits providers

You will need to submit information and certain documents (example: a copy of your child’s birth certificate) to the Pay Centre and your insurers. These documents ensure an accurate calculation of your pay, benefits and insurance coverage for you and members of your family. For more information, refer to Becoming a parent .

Work with your manager to ensure you complete the following form. Your trusted source must submit it to the Pay Centre before you begin your maternity or parental leave:

A compensation advisor will provide you with the following forms to complete and return to the Pay Centre:

• Public Service Health Care Plan: Leave without pay option form (if applicable)
• Return to work agreement
• Employee statement for Quebec Parental Insurance Plan (for all residents of Quebec)

Send these forms under cover of a pay action request form .

Related links

• Submit a pay action request
• Contact the Client Contact Centre
• Trusted sources and pay action requests
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• Next - Other leave or time off with pay

Military's former head of HR sues government, others for millions over handling of misconduct claim

Lawsuit alleges damages for loss of employment opportunities, reputational harm.

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Claiming they destroyed his career to score political points after he was accused of having an inappropriate relationship with a subordinate, Lt.-Gen. Steven Whelan is suing his accuser, the federal government, Canada's top soldier and other military officials for $10 million in damages.

Military prosecutors withdrew the service offence charges against Whelan last year.

He was accused by military prosecutors of giving a female military member a better score on her performance evaluation report in 2011 to stop her from reporting "flirtatious" emails he sent her.

Whelan's lawyer last year said his client made "a mistake" by engaging in a "personal relationship" with a subordinate, but nothing sexual happened between them. Whelan pleaded not guilty to the charges.

• Military's former HR head pleads not guilty to charge related to alleged inappropriate relationship

In a statement of claim processed Tuesday in Federal Court, Whelan's lawyer argues the defendants should pay $8 million in damages for his lost promotions and opportunities, another $1.5 million for damage to his reputation and $500,000 for violating his Charter rights.

Whelan was "on a path towards competing" to be named chief of the defence staff and "likely would have been appointed" as vice chief, the statement of claim says. His opportunities to enter the private sector were also damaged by the charges, the lawsuit alleges. 

"He was the most decorated General Officer at the time of his removal," the statement of claim says. "But for the reputation damage suffered, his opportunities in the private sector were enormously wide and lucrative. He will be denied millions of dollars in lost income and opportunities earned through a life of service and sacrifice to his country."

The allegations in the statement of claim have not been proven in court. 

Whelan was removed from his post as head of the military's human relations section while under investigation by military police in October 2021.

His statement of claim names as defendants Chief of Defence Staff Gen. Wayne Eyre, Vice Chief of Defence Staff Lt.-Gen. Frances Allen, Lt.-Gen. Jennie Carignan — tasked by the federal government with changing the military's culture to prevent sexual misconduct — National Defence assistant deputy minister of public affairs Laurie Kempton, director of military prosecutions Col. Dylan Kerr and Provost Marshal Maj.-Gen. Simon Trudeau.

The statement of claim, signed by Whelan's lawyer Phillip Millar, claims the allegations against him were "negligently investigated and maliciously prosecuted"  in response "to intense political and media pressure to respond" to the military's sexual misconduct crisis.

Since early February 2021, roughly a dozen male senior Canadian military officers , current and former, have been sidelined, investigated or forced into retirement from some of the most powerful and prestigious posts in the military over claims of sexual misconduct. The government tasked former Supreme Court justice Louise Arbour with investigating the problem of sexual misconduct in the military; she recommended sweeping changes to the military's culture. 

The statement of claim alleges Whelan's prosecution and trial were "part of a deliberate campaign to show that authorities were taking action" in response to the crisis.

"Tragically for the [Canadian Armed Forces], the presiding government recognized this crisis as an opportunistic tool that could be leveraged to advance its political goals," the lawsuit said. "The CAF became a tool to advance public policy. In doing so, the government destroyed the lives of many senior officers on allegations alone."

Whelan's statement of claim alleges the female complainant "frequently misrepresented facts for her personal gain" and defamed him.

The statement of claim also says Whelan's family received multiple threats and he became a "pariah in his community, an enemy amongst his colleagues" and a "magnet for strangers to stalk him and his family."

"On more than one occasion, protesters and or media would stalk L.Gen. Whelan outside his house and stay out there for hours," the statement of claim said. "These stalking incidents traumatized all family members."

Whelan's lawsuit is the second of its kind to be filed against the federal government in recent years.

Maj.-Gen. Dany Fortin retired from the military last year after settling a lawsuit for an undisclosed amount against the military and top government officials over the handling of his case. Fortin was acquitted of a sexual assault charge in civilian court; he denied the allegations.

Maj.-Gen. Dany Fortin, acquitted on sex assault charge, settles lawsuit

The defence department said in a statement to CBC News it's aware of the lawsuit, but "as this is active litigation, it would be inappropriate to provide any comment."

ABOUT THE AUTHOR

Senior reporter

Ashley Burke is a senior reporter with the CBC's Parliamentary Bureau in Ottawa. She was recognized with the Charles Lynch Award and was a finalist for the Michener Award for her exclusive reporting on the toxic workplace at Rideau Hall. She has also uncovered allegations of sexual misconduct involving senior leaders in the Canadian military. You can reach her confidentially by email: [email protected]

Related Stories

• Military withdraws final conduct charge against Lt.-Gen. Steven Whelan
• Military's key witness takes stand at Lt.-Gen. Whelan's court martial

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CBP Releases April 2024 Monthly Update

WASHINGTON – U.S. Customs and Border Protection (CBP) released operational statistics today for April 2024. CBP monthly reporting can be viewed on CBP’s Stats and Summaries webpage.

“CBP continues to surge resources and personnel to impacted sectors along the border to ensure the safe, swift, and orderly processing of individuals to maximize expedited removals. We have redoubled our efforts, in coordination with partners throughout the hemisphere and around the world, to disrupt the criminal organizations and transportation networks who are putting vulnerable migrants in danger while peddling lies and profiting from them. We have executed the largest surge of removals and disruptive activities against human smuggling networks in the past decade,” said Troy A. Miller, Senior Official Performing the Duties of the Commissioner . “As a result of this increased enforcement, southwest border encounters have not increased, bucking previous trends. We will remain vigilant to continually shifting migration patterns. We are still experiencing challenges along the borders and the nation’s immigration system is not appropriately resourced to handle them, so we continue to call on Congress to take action that would provide our personnel with additional resources and tools.”

CBP continues to work tirelessly to strengthen border security and enforcement efforts, including collaborating with U.S. Immigration and Customs Enforcement (ICE) and U.S. Citizenship and Immigration Services (USCIS) to quickly process noncitizens encountered at the border and remove or return those who do not establish a legal basis to remain in the United States, delivering strengthened consequences promulgated by the Circumvention of Lawful Pathways rule and its associated measures. Since the lifting of Title 42 May 12, 2023 to April 30, 2024, DHS has removed or returned over 720,000 individuals, the vast majority of whom crossed the southwest border, including more than 109,000 individual family members. Total removals and returns since mid-May 2023 exceed removals and returns in every full fiscal year since 2011.

Below are key operational statistics for CBP’s primary mission areas in April 2024. View all CBP statistics online.

Ensuring Border Security and Managing Migration

CBP continues to expeditiously process, remove, and strengthen consequences for individuals who cross our borders unlawfully. Individuals and families without a legal basis to remain in the U.S. are subject to removal pursuant to Title 8 authorities and are subject to a minimum five-year bar on admission as well as potential prosecution if they subsequently re-enter without authorization. No one should believe the lies of smugglers. The fact is that people without a legal basis to remain in the United States will be removed.

The United States is working together with our domestic and foreign partners to jointly disrupt irregular migration across the region, offering safe, orderly, and lawful pathways for intending migrants and taking action against ruthless smugglers who continue to spread falsehoods and show disregard for the safety and well-being of vulnerable migrants.

In April 2024, the U.S. Border Patrol recorded 128,900 encounters between ports of entry along the southwest border. In April, encounters between ports of entry along the southwest border were 6% lower than in March 2024 and 30% lower than April 2023.

CBP continually analyzes and responds to changes in migration patterns, particularly irregular migration outside of lawful pathways and border crossings. We work with our federal and international partners to combat human smuggling. The fact remains: the United States continues to enforce immigration law, and those without a legal basis to remain will be removed. Migrants attempting to enter without authorization are subject to removal under Title 8 authorities.

The U.S. Border Patrol has undertaken significant efforts in recent years to expand capacity to aid and rescue individuals in distress. To prevent the loss of life, CBP initiated a Missing Migrant Program in 2017 that locates noncitizens reported missing, rescues individuals in distress, and reunifies decedents’ remains with their families in the border region. In April, the U.S. Border Patrol conducted 411 rescues, bringing the FY 2024 total to 3,096 rescues.

View more migration statistics and rescues statistics .

CBP One™ App

The CBP One™ mobile application remains a key scheduling tool as part of DHS’s efforts to incentivize noncitizens to use lawful, safe, humane, and orderly pathways and processes. Generally, noncitizens who cross between the ports of entry or who present themselves at a port of entry without making a CBP One™ appointment are subject to the Circumvention of Lawful Pathways rule. This rule presumes asylum ineligibility for those who fail to use lawful processes, with certain exceptions. DHS encourages migrants to utilize lawful processes, rather than taking the dangerous journey to cross unlawfully between the ports of entry, which also carries consequences under Title 8.

The CBP One™ app allows noncitizens throughout central or northern Mexico who lack documents sufficient for admission to the United States to schedule an appointment and remain in place until presenting at a preferred port of entry for their appointment, reducing migrants’ need to crowd into immediate border areas. Use of the CBP One™ app to schedule appointments at ports of entry has increased CBP’s capacity to process migrants more efficiently and orderly while cutting out unscrupulous smugglers who endanger and profit from vulnerable migrants.

In April, CBP processed 41,400 individuals through appointments at ports of entry utilizing advanced information submitted in CBP One™. Since the appointment scheduling function in CBP One™ was introduced in January 2023 through the end of April 2024, more than 591,000 individuals have successfully scheduled appointments to present at ports of entry instead of risking their lives in the hands of smugglers. The top nationalities processed subsequent to arrival for their appointment are Cuban, Haitian, Honduran, Mexican, and Venezuelan.

A percentage of daily available appointments are allocated to the earliest registered CBP One™ profiles, so noncitizens who have been trying to obtain appointments for the longest time are prioritized. CBP is continually monitoring and evaluating the application to ensure its functionality and guard against bad actors.

CHNV Parole Processes

On January 5, 2023, DHS announced processes providing certain Cubans, Haitians, and Nicaraguans who have a supporter in the United States undergo and clear robust security vetting and meet other eligibility criteria authorization to travel to the United States in a safe, orderly, and lawful way. Once they purchase commercial airline tickets for themselves These processes were built on the success of the process for Venezuelans established in October 2022; they are publicly available online, and DHS has been providing regular updates on their use to the public. This is part of the Administration’s strategy to combine expanded lawful pathways with stronger consequences to reduce irregular migration and have kept hundreds of thousands of people from migrating irregularly.Through the end of April 2024, 434,800 Cubans, Haitians, Nicaraguans, and Venezuelans arrived lawfully on commercial flights and were granted parole under these processes. Specifically, 95,500 Cubans, 184,600 Haitians, 83,800 Nicaraguans, and 109,200 Venezuelans were vetted and authorized for travel; and 91,100 Cubans, 166,700 Haitians, 75,700 Nicaraguans, and 101,200 Venezuelans arrived lawfully and were granted parole.

Safeguarding Communities by Interdicting Narcotics and Dangerous Drugs

As the largest law enforcement agency in the United States, CBP is uniquely positioned to detect, identify, and seize illicit drugs before they enter our communities. CBP’s combination of interdiction and intelligence capabilities, complemented by its border search authorities, scientific services, non-intrusive inspection equipment, and canine detection teams, places it at the forefront of the U.S. government’s efforts to combat illicit fentanyl and other dangerous drugs.

In April, CBP also announced an expanded, multi-agency effort to target transnational criminals funneling fentanyl from Mexico into American communities. Operation Plaza Spike targets the cartels that facilitate the flow of deadly fentanyl, as well as its analogs, precursors, and tools to make the drugs. The operation is designed to disrupt operations in the “plazas,” cartel territories located directly south of the United States that are natural logistical chokepoints within the cartels’ operations. This is the next phase in CBP’s Strategy to Combat Fentanyl and Other Synthetic Drugs , a whole-of-government and international effort to anticipate, identify, mitigate, and disrupt illicit synthetic drug producers, suppliers, and traffickers.

That strategy also includes conducting operations, including Operation Apollo, that target the smuggling of illicit fentanyl and other dangerous drugs. First implemented in southern California in October 2023, and recently expanded into Arizona, Operation Apollo utilizes local field assets augmented by federal, state, local, tribal, and territorial partners to target drug traffickers’ supply chains in select locations based on ongoing investigations, intelligence collection, and drug seizure data. Operation Apollo targets items required in the production of illicit fentanyl, including precursor chemicals, pill presses and parts, movement of finished product, and illicit proceeds.

Nationwide in April, cocaine seizures increased by 95% compared to March. To date in FY 2024 through the end of April, CBP has seized over 11,400 pounds of fentanyl. CBP has caught more fentanyl nationwide between the start of fiscal year 2023 through April 30, 2024 than in the previous five fiscal years combined, and we continue to optimize our intelligence and field operations to stop these deadly substances from reaching American communities.

Additional CBP drug seizure statistics can be found on the Drug Seizure Statistics webpage .

Facilitating Lawful Trade and Travel

As international travel continues to increase, CBP is leveraging technology to streamline efficiency and increase security at air and land ports of entry. Travelers are encouraged to utilize CBP’s mobile apps to enhance their travel experience, including the Global Entry Mobile Application and Mobile Passport Control , as well as new Global Entry Touchless Portals at nearly all international airports across the United States, which protect passenger privacy and expedite arrival processing by eliminating paper receipts.

Commercial trucks processed at ports of entry increased 15% from April 2023 to April 2024. Travelers arriving by air into the United States increased 8% in the same period; passenger vehicles processed at ports of entry increased 3% ; and pedestrians arriving by land at ports of entry increased 2% over the same period.

CBP works diligently with the trade community and port operators to ensure that merchandise is cleared as efficiently as possible and to strengthen international supply chains and improve border security. In April 2024, CBP processed more than 3.2 million entry summaries valued at more than $289 billion, identifying estimated duties of nearly $6.4 billion to be collected by the U.S. government. In April, trade via the ocean environment accounted for 39.66% of the total import value, followed by air, truck, and rail.

View more travel statistics , and trade statistics .

Protecting Consumers, Eradicating Forced Labor from Supply Chains, and Promoting Economic Security

CBP continues to lead U.S. government efforts to eliminate goods from the supply chain made with forced labor from the Xinjiang Uyghur Autonomous Region of China. In April, CBP stopped 392 shipments valued at more than $184 million for further examination based on the suspected use of forced labor.

Intellectual property rights violations continue to put America’s innovation economy at risk. Counterfeit and pirated goods threaten the competitiveness of U.S. businesses, the livelihoods of American workers, and the health and safety of consumers.

Consumers are encouraged to be alert to the dangers of counterfeit goods especially when shopping online as they support criminal activity, hurt American businesses, and often have materials or ingredients that can pose serious health and safety risks. Every year CBP seizes millions of counterfeit products worth billions of dollars had they been genuine. In April, CBP seized 1,736 shipments that contained counterfeit goods valued at more than $235 million . More information about CBP’s intellectual property rights enforcement is available at www.cbp.gov/trade .

CBP completed 20 audits in April that identified $13 million in duties and fees owed to the U.S. government, stemming from goods that had been improperly declared in accordance with U.S. trade laws and customs regulations. CBP collected over $5.7 million of this identified revenue and from previous fiscal years’ assignments.

CBP is on the frontline of textiles and trade agreements enforcement, combating textile imports that are not compliant with U.S. trade laws. Protecting the domestic textile industry and American consumers is vital to U.S. national security, health care, and economic priorities. Toward this end, CBP is intensifying its targeting and enforcement efforts to increase and expedite the prosecution of illegal customs practices. CBP’s efforts include de minimis compliance, forced labor enforcement, cargo compliance, regulatory audits, and public awareness. This month DHS announced an enhanced strategy to combat illicit trade and level the playing field for the American textile industry, which accounts for over 500,000 U.S. jobs and is critical for our national security. The plan details the actions CBP and Homeland Security Investigations will take to hold perpetrators accountable for customs violations and safeguard the American textile industry.

View more UFLPA enforcement statistics , and intellectual property rights enforcement statistics .

Defending our Nation’s Agricultural System

Through targeting, detection, and interception, CBP agriculture specialists work to prevent threats from entering the United States.

CBP issued 7,139 emergency action notifications for restricted and prohibited plant and animal products entering the United States in April 2024. CBP conducted 101,416 positive passenger inspections and issued 823 civil penalties and/or violations to the traveling public for failing to declare prohibited agriculture items.

View more agricultural enforcement statistics .

U.S. Customs and Border Protection (CBP) is America's frontline: the nation's largest law enforcement organization and the world's first unified border management agency. The 65,000+ men and women of CBP protect America on the ground, in the air, and on the seas. We facilitate safe, lawful travel and trade and ensure our country's economic prosperity. We enhance the nation's security through innovation, intelligence, collaboration, and trust.

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