23.01

Notices of Association activities may be posted on designated workplace bulletin boards by Association representatives appointed for this purpose. Association representatives may also receive Association mail addressed in care of the workplace and maintain in the workplace a file for Association correspondence.

23.02

The Association shall be permitted to install an electronic signage terminal in each detachment/unit in a location approved by the Employer to be used solely for communicating Association related business to its membership, as authorized by Association representatives appointed for the purpose of regulating the content of the information displayed on the terminal. The installation and maintenance of the terminal shall be at the expense of the Association.

22.01

The Employer shall continue to make necessary or approved deductions from an employee’s pay for benefits, taxes and other customary purposes and provide the employee with a statement of such deductions with each pay cheque.

21.01

This Article applies to the following classifications:

Administrator Monitor Room, QP

GHQ Access Security Control Administrator

GHQ Security Officer – Patrol Officer

Offender Transport Officer

Senior Offender Transport Officer

Security Driver, Intelligence

Security Officer (Queen’s Park)

Team Leader, Security Patrol Officer

21.02

Paid duty may be allowed at the discretion of the Employer on the following basis:

(a) An employee may make application in writing to the Detachment Commander or Section Manager for permission to perform paid duty, however, in emergent situations verbal approval may be given and confirmed afterwards in writing. Paid duty performed on a continuing basis to meet a specific situation occurring on a regular basis need not be approved in each individual instance, and the Detachment Commander or Section Manager may give a standard (or blanket) approval in such situations.

(b) While engaged in authorized paid duty, an employee shall be deemed to be in the service of the Employer.

(c) Paid duty shall be assigned on a fair and equitable basis at each work location, and each employee shall be given an opportunity to work paid duty. The method of assigning on a fair and equitable basis shall be decided at the local level after consultation with the employees.

20.01

Uniforms will be issued to employees where the Employer determines that such uniforms are necessary in the performance of their duties.

20.02

Uniforms or civilian clothing soiled in performing duties under conditions not normally encountered shall be cleaned at the expense of the Employer on authorization by an employee’s supervisor.

20.03

Effective January 1, 2025, an annual tool allowance of six hundred dollars ($600.00) shall be paid to employees who are in positions classified in the following classes, provided that these employees are required to use their own tool kits and further provided that the employees have been continuously employed for at least one (1) year:

(a) Air Engineer

(b) Automotive Service Technician

(c) Garage Foreperson

(d) Maintenance Mechanic

(e) Marine Mechanic

(f) Fabricating Mechanic

(g) Chief Engineer, FSB

(h) Helicopter Engineer

(i) Mechanical Support

(j) Equipment Refurbisher

(k) Motorcycle Mechanic

19.01.01

Where an employee who has served more than six (6) months dies, there shall be paid to the deceased employee’s personal representative or, if there is no personal representative, to such person as the Employer determines, the sum of:

(a) any regular salary due;

(b) one-twelfth (1/12) of the deceased employee’s annual salary;

(c) the deceased employee’s salary for the period of vacation, leave-of-absence and CTB credits that have accrued; and

(d) an amount in respect of attendance credits or severance pay computed in the manner and subject to the conditions set out in Article 31, Termination Payments.

(e) Benefit Coverage for Dependents of Deceased Employees – The Health and Welfare and Dental benefit coverage for spouses and eligible dependents of a deceased employee shall continue for one (1) year from the date of death of the employee.

19.02

(a) The surviving spouse or dependents of the deceased employee may be paid up to two thousand dollars ($2,000) of the above without the prior consent of the Provincial Treasurer.

(b) Any indebtedness to the Crown on the part of the deceased member, such as overpaid (advance) salary, and overdrawn attendance credits, must be deducted from the above entitlement before payment is made.

(c) All net payments are subject to income tax.

19.03

Where an employee is killed in the line of duty, the Employer will reimburse the employee’s surviving spouse or dependents of a deceased employee for funeral/burial expenses up to a maximum amount of twelve thousand dollars ($12,000).

19.04

Where an employee is killed in the line of duty, the Employer shall provide pecuniary aid to the employee’s spouse.

(a) The objective of the aid is to provide a supplement to eligible governmental, legislated and pension plan payments which an employee’s spouse is eligible for from the Workplace Safety and Insurance Board (“WSIB”), the Canada Pension Plan (“CPP”) and the Ontario Public Service Pension Plan (“PSPP”) on behalf of the spouse and their children.

(b) The supplementary payment shall be equal to the difference between total amount which the employee’s spouse is eligible to receive and the after-tax salary being paid to the employee at the date of the employee’s death, calculated monthly. The employee’s spouse shall co-operate by providing the necessary information required to determine these amounts.

(c) The award shall be adjusted, as required, to reflect the after-tax salary rate that would have been paid to the employee had they remained an employee of the Ontario Provincial Police at the rank or classification they held at the date of their death. The award shall continue until the employee’s earliest unreduced pension date or until their spouse remarries or enters into a common-law marriage, whichever date is earlier.

(d) If an employee is killed in the line of duty, the employee’s surviving spouse and eligible dependents shall have the option to make elections, which may include access to be covered by the OPPA’s insured benefits plan, unless the spouse and eligible dependents are covered for insured benefits as a survivor pension recipient.

Should the surviving spouse and eligible dependents not be entitled to insured benefits coverage as a survivor pension recipient, their entitlement shall continue until the date that would have been the employee’s earliest unreduced pension date or until the spouse remarries or enters into a common-law marriage, whichever date is earlier, and until the dependents are no longer defined as eligible dependents under the benefits plans.

18.01.01

An employee shall be entitled to the following paid holidays each year:

Any other public holiday as proclaimed by the Governor General or Lieutenant Governor.

18.01.02

Except as provided in Article 18.01.03 when a holiday specified in Article 18.01.01 falls on a Saturday and/or successive Sunday, the next regular working day(s) which are not also a holiday are taken as the holiday(s) in lieu thereof.

18.01.03

Those employees whose work schedules are subject to rotating work weeks which include scheduled weekend work on a regular or recurring basis shall have the Canada Day, Remembrance Day, Christmas Day, Boxing Day and New Year’s Day holidays designated as July 1st, November 11th, December 25th, December 26th and January 1st, respectively, and Article 18.01.02 shall have no application to these employees in respect of these holidays.

18.01.04

Where an employee works on a holiday included under Article 18.01.01, they shall be paid at the rate of two (2) times their basic hourly rate for all hours worked with a minimum credit of seven and one-quarter (7¼), eight (8), or the number of regularly scheduled hours, as applicable. At the employee’s request, the equivalent number of hours may be credited to the employee’s Compensating Time Bank in lieu of payment.

18.01.05

In addition to the compensation provided by Article 18.01.04, an employee who works on a holiday shall receive either seven and one-quarter (7-¼) or eight (8) hours pay as applicable at their basic hourly rate or seven and one-quarter (7 ¼) or eight (8) hours as applicable credited to their CTB.

18.01.06

It is understood that Articles 18.01.04 and 18.01.05 apply to an employee who is authorized to work on the holiday and who actually works on the holiday, and that an employee who, for any reason, does not actually work on the holiday shall not be entitled to the compensation described herein.

18.01.07

When a holiday included under Article 18.01.01 coincides with an employee’s scheduled day off and they do not work on that day, the employee shall be entitled to receive the number of regularly scheduled hours credited to their CTB.

18.01.08

Where an employee on a Compressed Work Week arrangement works on a holiday specified in Article 18.01.01 (Holidays) and opts for compensating leave under Article 18.01.05, they may elect, at that time, to receive, in addition to their entitlement under Article 18.01.05, further leave equal to the difference between the number of hours in the employee’s normal work day and their entitlement under Article 18.01.05. Where an employee makes this election, there shall be deducted from the employee’s pay for time worked under Article 18.01.04, an amount equal to the number of additional hours of leave granted under this Article.

17.01

An employee shall earn vacation credits at the following rates:

(a) One and one-quarter (1-1/4) days per month during the first eight (8) years of continuous service; 
(b) One and two-thirds (1-2/3) days per month upon completion of eight (8) years of continuous service; 
(c) Two and one-twelfth (2-1/12) days per month upon completion of fifteen (15) years of continuous service; 
(d) Two and one-half (2-1/2) days per month upon completion of twenty-four (24) years of continuous service; 
(e) Two and eleven-twelfths (2-11/12) days per month upon completion of thirty (30) years of continuous service. 

17.02

An employee is entitled to vacation credits under Article 17.01 in respect of a month or part thereof in which they are at work or on leave with pay. 

17.03

An employee is not entitled to vacation credits under Article 17.01 in respect of a whole month in which they are absent from duty for any reason other than vacation leave of absence or leave of absence with pay. 

17.04

An employee shall be credited with their vacation for a calendar year at the commencement of each calendar year. 

17.05

An employee may accumulate vacation to a maximum of twice their annual accrual but shall be required to reduce their accumulation to a maximum of one (1) year’s accrual by December 31st of each year. 

17.06

Where an employee is unable to reduce the vacation accumulation before the end of the year because of:

(a) sickness, 
(b) total disability, 
(c) an injury resulting in an award under the Workplace Safety and Insurance Act, 1997, 
(d) an extraordinary requirement of the Employer, and the employee’s vacation credits in respect of that vacation are forfeited under Article 17.05, the Commissioner or Deputy Minister shall, at the employee’s request, grant a leave of absence with pay to replace the forfeited vacation days. 

A request in writing for carry over of excess leave must be made prior to December 31st of each year. Failure to make a request will result in the loss of any excess vacation credits. 

17.07

On commencing employment an employee shall be credited with pro rata vacation for the balance of the calendar year, but shall not be permitted to take vacation until they have completed six (6) months of continuous service. 

17.08

An employee with over six (6) months of continuous service may, with the approval of the Commissioner or the Deputy Minister, take vacation to the extent of their vacation entitlement and their vacation credits shall be reduced by any such vacation taken. For this purpose, an employee may include any continuous service as an employee appointed under Part III of the Public Service of Ontario Act, 2006, immediately prior to their appointment to the Regular service. 

17.09

Where an employee leaves the service prior to the completion of six (6) months service as computed in accordance with Article 17.01 (Vacation and Vacation Credits), they are entitled to vacation pay at the rate of four percent (4%) of the salary paid during the period of their employment. 

17.10

An employee who has completed six (6) or more months of continuous service shall be paid for any earned and unused vacation standing to their credit at the date they cease to be an employee, or at the date they qualify for payments under a long term disability plan provided by the Association and any salary paid for unearned vacation used up to that time shall be recovered by the Employer from any monies owing to that employee. 

17.11

For the purpose of Article 17.01 and subject to 17.08, an employee’s length of “continuous service” will accumulate upon completion of a probationary period of not more than one (1) year and shall commence from the date on which an employee commences a period of unbroken, full-time service (Civilian and Uniform) in:  

(a) the Ontario Public Service; 

(b) a police force which is amalgamated with the OPP; 

(c) the Canadian Forces Military Police; 

(d) the OPP Administered First Nations Police; 

(e) any other Canadian Police Service; 

(f) Ontario Public Bodies and Commission Public Bodies. (g) Effective January 1, 2025, claims for vacation entitlement for previous service will be recognized by the Employer for purposes of vacation entitlement only.

(h) Within sixty (60) days of January 1, 2025, employees hired prior to January 1, 2025 and who remain employed will have a one (1) time opportunity to submit in writing a claim for previous service for the purposes of vacation entitlement only. The employee shall cooperate with the Employer by providing verification of previous service. These claims shall be reviewed by the Employer and employees shall be provided with the appropriate credit for years of service, for vacation entitlement purposes, commensurate with their years of service on a go-forward basis. For clarity, any change to the vacation entitlement shall become effective on January 1, 2025 and there shall be no retroactivity.

For clarity, vacation entitlement (the amount of annual vacation) is based on “continuous service” in (a), (b), (c), (d), and (e).

Vacation selection (the choosing of when to take vacation) is based on “seniority”. “Seniority” is continuous service in accordance with Article 34.

17.12

An employee who has completed their probationary period shall, upon giving at least two (2) months’ written notice receive, before commencing vacation, an advance against the pay cheques that fall due during the vacation period, based upon the following conditions:

(a) such an advance shall be provided only where the employee takes at least two (2) consecutive weeks’ vacation; 

(b) such an advance shall be in an amount equal to the employee’s lowest net regular pay cheque in the two (2) month period immediately preceding commencement of their vacation leave, and rounded to the closest ten dollars ($10) below such net amount; 

(c) where more than two (2) pay cheques are due and payable during the vacation period, in no case will the advance exceed twice the amount set out in (b) above. 

Any additional amount due the employee as a result of the application of (b) and (c) above will be paid to the employee in the normal manner. 

17.13

For an employee on a Compressed Work Week arrangement, a pro- rated deduction from the employee’s vacation credits will be made for each day of approved vacation leave of absence. The pro-rating will be determined by dividing the hours in the employee’s Compressed Work Week day by 7.25 hours or 8 hours in a day (as applicable). 

A partial day’s absence will be pro-rated on the same formula. 

16.01

The Employer shall continue to make reasonable provisions for the safety and health of its employees during the hours of their employment. It is agreed that both the Employer and the Association shall co-operate to the fullest extent possible in the prevention of accidents and in the reasonable promotion of safety and health of all employees. 

16.02

The Employer shall provide safety equipment and protective clothing where it requires that such shall be worn by its employees. 

16.03

The purchase of safety shoes or boots for on-the-job protection of the purchaser shall be subsidized as per the applicable practice in the ministry. 

16.04

VDT workstations shall be equipped with tables or stands for the terminal to permit it to be at a height appropriate to the circumstances of its use and the seating available for the operator. The chair provided shall have a seat which is adjustable in height, a back rest which is adjustable in height, and a foot rest where necessary to accommodate a particular operator. Where appropriate to the nature of the work, paper stands or work stands shall be provided. 

15.01

Where an employee is absent by reason of an injury or an occupational disease for which a claim is made under the Workplace Safety and Insurance Act, 1997, the employee’s salary shall continue to be paid for a period not exceeding thirty (30) days. If an award is not made, any payments made under the foregoing provisions in excess of that to which the employee is entitled under Articles 12.01 and 12.08 (Short Term Sickness Plan) shall be an amount owed by the employee to the Employer and may be repaid by the employee by having a corresponding deduction made from the employee’s bank of accumulated attendance credits.

15.02

Up to and including August 31, 2019, where an employee is absent by reason or an injury of an occupational disease for which an award is made under the Workplace Safety and Insurance Act, 1997, the employee’s salary shall continue to be paid without loss of credits for a period not exceeding one (1) year. This period may be continuous or an accumulation of several absences.

Effective September 1, 2019, where an employee is absent by reason of an injury or occupational disease for which an award is made under the Workplace Safety and Insurance Act, 1997, the employee’s salary shall continue to be paid without loss of credits for the duration of the member’s receipt of WSIB benefits.

15.03

Effective November 1, 2016 salary payments under Article 15.02 shall be reduced to the extent necessary to provide that an employee’s net earnings equals one hundred percent (100%) of their net earnings prior to the commencement of their absence.

15.04

Up to and including August 31, 2019, where an employee is absent by reason of an injury or an occupational disease for which an award is made under the Workplace Safety and Insurance Act, 1997, that is less than the employee’s regular salary and where the award continues to apply for longer than the periods set out in Article 15.02 and the employee has accumulated credits, the employee’s regular salary may be paid and the difference between the regular salary of the employee and the award shall be converted to its equivalent time and deducted from the employee’s accumulated credits.

15.05

Up to and including August 31, 2019, where an employee is absent by reason of an injury or an occupational disease for which an award is made under the Workplace Safety and Insurance Act, 1997, that is less than the employee’s regular salary and where the award continues to apply for longer than the periods set out in 15.02 the employee may, at the employee’s option, elect to receive benefits under the Short Term Sickness Plan as described in Articles 12.01 and 12.08, including the right to use any accumulated credits to supplement the seventy-five percent (75%) benefit to one hundred percent (100%).

14.01.01

Effective April 19, 2022, leave of absence for the purpose of travelling to and attending executive board meetings shall be granted without deduction from credits, as follows:

a) No member will be granted leave of absence to attend the Association’s Spring Board Meeting. For clarity, the Association voluntarily decided to eliminate this meeting.

b) The President and Vice-President of each branch (up to twenty Presidents and twenty Vice-Presidents in total) shall be granted up to five (5) days for the purpose of attending the annual OPPA Spring Executive Meeting, formerly known as Presidents’ Week, in May. In addition, up to two (2) days’ leave of absence may be granted for necessary traveling time.

c) Civilian delegates from each branch shall be granted four (4) days for the purpose of attending the Fall Annual General Meeting (AGM). In addition, up to two (2) days’ leave of absence may be granted for necessary traveling time.

d) Uniform delegates from each branch shall be granted four (4) days for the purpose of attending the Fall Annual General Meeting (AGM). In addition, up to two (2) days’ leave of absence may be granted for necessary travelling time.

e) For the purposes of the AGM, the total delegates from paragraphs c) and d) will not exceed eighty (80) delegates.

f) For clarity, time off shall only be granted for the sole purpose of attending the meetings as set out under this article. The delegate’s schedule should be altered to balance their schedule in accordance with a standard administrative schedule (i.e. Monday to Friday, eight (8) hours per day) as per current practice for mandatory training. Where there is disagreement on the application of this provision, either party may address the issue with the Regional/Bureau Commander. If it cannot be resolved at this level, final resolution will be taken to the respective Deputy Commissioner or Provincial Commander.

g) In the event that the meetings conclude prior to the maximum number of days outlined above, members shall not be permitted to use the remaining days intended for meeting attendance and related travel, where applicable, for further leave.

14.01.02

Where a member is required to be on duty on the shift that falls on the day immediately prior or immediately after either association executive board meetings, the member may request additional leave of absence for purpose of rest. Requests for this additional leave shall be subject to operational requirements and will not be unreasonably denied. Where a request for a rest day is granted, the time off shall be deducted from the member’s available attendance credits (i.e. Stat Time, Vacation, Overtime).

14.01.03

The OPPA will provide notification to the OPP of the dates of the AGM and the Spring Executive Meeting, and the names of members who will attend each meeting. Notification is to be provided to the OPP at minimum forty-three (43) days in advance of the commencement of the leave period. Notwithstanding the OPPA’s notification obligations, any member attending the AGM or Spring Executive Meeting shall also notify their Regional/Bureau Commander of the dates of the leave, at minimum forty-three (43) days in advance of its commencement. Changes may be requested up to six (6) days prior to the date of the meeting, subject to the approval of the Regional/Bureau Commander.

14.02

A leave-of-absence with pay may be granted to employees to assume full-time duties as Executive Officers of the Association. The salaries shall be determined by the Association and paid by the Employer as advised from time to time by the Association. Pension and benefits plans shall be calculated based on the salary for the Executive Officer. The Association shall reimburse the Employer for the salaries, the Employer’s share of pension contributions, the premiums for all benefit and insurance plans and the cost of any other employee benefit or premium. All other benefits applicable to the employee so placed on leave shall apply.

14.03

A leave-of-absence with pay shall be granted to seven (7) employees to assume full-time duties as members of the Board of Directors and President of the Association. An additional leave of absence with pay shall be granted for one (1) employee to assume the full time duties of the position of Chief Administrative Officer of the Association in the event that this position is filled by an employee from a position in the Uniform or Civilian bargaining unit. Their salaries will be determined by the Association in consultation with the Employer and paid by the Government of Ontario as advised from time to time by the Association. Pension and benefits plans shall be calculated based on the salary of the Board of Directors, President, and Chief Administrative Officer, and all other benefits applicable to the employees placed on leave shall apply. The Association will reimburse the Government of Ontario the difference between the salary, pension contributions and premiums for their insurance and benefits plans of the Board of Directors, President and Chief Administrative Officer of the Association and their OPP rank/classification salary, pension contributions and premiums for their insurance and benefit plans.

14.04

For clarity, the eight (8) employees identified in the 14.03 shall be a combined total of uniform and civilian members.

14.05

(a) Effective April 1, 2017, the Association will reimburse the Government of Ontario for the salaries and the Government’s share of the pension contributions for two (2) of the eight (8) paid leave positions listed in 14.03 above. The Association shall identify the selected positions to the Employer before April 1, 2017.

(b) Effective April 1, 2018, the Association will reimburse the Government of Ontario for the salaries and the Government’s share of the pension contributions for two (2) more of the eight (8) paid leave positions listed in 14.03 above. The Association shall identify the selected positions to the Employer before April 1, 2018.