CPT3.01
The Employer agrees to pay and the Association agrees to accept for the term of this Collective Agreement the rate of pay for all casual part-time employees as equivalent to that of the CSO3.
SHIFT PREMIUM
CPT3.02
(a) Up to and including June 30, 2019, a shift premium of ninety-eight (98) cents per hour shall be paid for all hours worked at or after 4:00 p.m. and before 5:00 a.m.
Effective July 1, 2019, a shift premium of one dollar and fifty cents ($1.50) per hour shall be paid for all hours worked at or after 4:00 p.m. and before 5:00 a.m.
(b) Shift premium shall not be considered as part of an employee’s basic hourly rate.
CPT2.01
Where an employee receives an official notice, and is required by the employer to serve as a witness for an OPP related matter incurred in the carrying out of the employee’s duties on behalf of the OPP, the employee will identify the date(s) required to attend. The supervisor will schedule the employee to attend as part of the employee’s regular working schedule.
CPT1.01
The only terms of the Collective Agreement that apply to casual part-time employees are those that are set out below.
CPT1.02
The following Articles of the Collective Agreement shall also apply to casual part-time employees:
ARTICLE 1 RECOGNITION
ARTICLE 2 NO DISCRIMINATION/WORKPLACE HARASSMENT
ARTICLE 3 THE ONTARIO PROVINCIAL POLICE NEGOTIATING AND ARBITRATION BOARD
ARTICLE 4 GRIEVANCE PROCEDURE
ARTICLE 26 DEDUCTION OF ASSOCIATION DUES
ARTICLE 28 NEW EMPLOYEES
ARTICLE 34 LEGAL INDEMNIFICATION
ARTICLE 41 DURATION
LETTER OF INTENT #4
A)
Effective January 1, 2025 the salary or all Uniform employees shall be:
CS05 Recruit Constable (Period of Training) rate of pay;
CS04 0-12 months receive the 4th class rate of pay;
CS03 12-24 months receive the 3rd class rate of pay;
CS02 24-36 months receive the 2nd class rate of pay;
CS01 3 plus years receive the first class rate of pay;
B)
Until December 31, 2024, the following salary progression shall remain in effect:
For the first two months at the rank of 3rd Class Constable, a constable will receive the 4th class rate of pay;
For the first four months at the rank of 2nd Class Constable, a constable will receive the 3rd class rate of pay; and
For the first six months at the rank of 1st Class Constable, a constable will receive the 2nd class rate of pay.
C)
Any civilian member of the O.P.P. and any civilian employee of the Ontario Public Service who is hired by the Employer as a Probationary Constable or Constable shall remain at the same rate of pay as they had been receiving immediately prior to being hired as a uniform member, unless the rate of pay is lower than the rate of pay of their new uniform member position.
Any civilian member to whom the above paragraph applies shall remain at that same rate of pay until such time as they would have been entitled to a higher rate of pay within their new uniform member position based on their anniversary date in the new position, at which time, the uniform member shall commence receiving the rate of pay commensurate with the length of service spent in the uniform member position.
The full Uniform Members salary schedule tables can be found on pages 79–82 of the collective agreement.
Across-the-Board Wage Increases
The salary schedules for Uniformed Officers for January 1, 2023 through to December 31, 2026 are attached. The following Across-the-Board Wage increases are applicable:
| January 1, 2023 | 4.75% |
| January 1, 2024 | 4.50% |
| January 1, 2025 | 2.75% |
| January 1, 2026 | 2.75% |
Corresponding percentage increases to apply to all Uniform classifications.
Corresponding percentage increases to apply to Cadets.
Provincial Responsibility Incentive (PRI)
The Provincial Responsibility Incentive shall be applied to all classifications at the rank of First Class Constable and above structured as follows:
- 3% of the First Class Constable rate from the commencement of the 8th year of service to the completion of the 16th year of continuous service.
- 6% of the First Class Constable rate from the commencement of the 17th year of continuous service and continues through to the completion of the 22nd year of continuous service.
- 9% of the First Class Constable rate from the commencement of the 23rd year of continuous service and continues until service terminates.
The PRI will be considered as basic pay for the purposes of pension contributions and premium calculation (e.g. overtime, statutory holidays, vacation). It is not included in base salary for the purposes of calculating annual increases.
* The Provincial Responsibility Incentive is to recognize the contribution made by OPPA members to provincial policing across the province.
For employees hired prior to January 1, 2009, service for the purposes of the Provincial Responsibility Incentive (PRI) only will be composed of both continuous service with the Ontario Provincial Police and previous unbroken, full-time continuous service as a uniform officer with:
- (a) a Police force which is amalgamated with the OPP;
- (b) the Canadian Forces Military Police;
- (c) the OPP Administered First Nations Police;
- (d) any other Canadian Police Service.
For all other employees, service will be composed of only continuous service with the Ontario Provincial Police.
Increments Within the Salary Range
The Commissioner may grant a regular increase in salary to a member by advancing the member from one step of the salary range to the next step annually or semi-annually as prescribed by the salary schedule applicable, if the work of the member has been performed satisfactorily.
The Commissioner may grant an accelerated increase to a member by advancing the member two steps of the salary range at the time of a regular increase, or by granting an increase of one step before the time for a regular increase, if:
- (a) the performance of work by the member has been exceptional as established by a performance rating report; and
- (b) the member has not previously been granted an accelerated increase while in the same salary range.
The granting of an accelerated increase before the time for a regular increase shall not be considered in determining the anniversary date for the purpose of regular increase.
CS05 Special Adjustment
The rate for CS05 will be increased by a special adjustment of 3% effective January 1, 2007, prior to any across the board increase, and the across the board increase will be compounded on the special adjustment.
41.01
The Collective Agreement covers the period from January 1, 2023 until December 31, 2026. The effective date of any provisions under this Collective Agreement shall be the date of ratification, unless otherwise specified herein. This Collective Agreement shall continue in effect until December 31, 2026, and during negotiation or arbitration for its renewal or revision.
40
(a) The Employer shall continue to make reasonable provisions for the safety and health of its employees. It is agreed that both the Employer and the Association shall co-operate to the fullest extent possible in the prevention of injury and in the reasonable promotion of safety and health of all employees.
(b) The Employer shall provide safety equipment and protective clothing where it requires that such equipment or clothing be worn by its employees.
39.01
Effective January 1, 2013, the Employer will pay one hundred percent (100%) of the premium of the Long Term Income Protection Plan (LTIP).
39.02
Effective January 1, 2013, and annually thereafter, the total monthly payment for employees in receipt of LTIP under the Employer’s Plan shall be increased by up to two percent (2%) based on the average annual increase in the Ontario Consumer Price Index (CPI) as published by Statistics Canada each January.
39.03
Employees have the right to appeal the denial of LTIP benefits to a Joint LTIP Benefits Review Committee in addition to the right to appeal directly to the carrier.
38.01
The Parties agree that the Benefit Plans as contained in the Memorandum of Understanding dated January 1, 2006–December 31, 2008 shall remain in full force and effect up to and including June 30, 2009.
38.02
(a) The Parties further agree that effective July 1, 2009 the employee health and welfare benefits as specified below shall be administered through the Association for the benefit of its members and pensioners. The Employer will no longer administer these plans.
For greater certainty, these health and welfare benefits are:
- Employee’s Group Insurance
- Basic Life Coverage
- Supplementary Life Coverage for Employees
- Life Insurance for Dependents
- Group Life Insurance Plan
- Supplementary Health and Hospital Insurance
- Long Term Income Protection Plan up to and including December 31, 2012
- Dental Plan
- Vision Care and Hearing Aids
(b) Effective January 1, 2013, the LTIP plan shall be administered by the Employer.
All employees eligible for LTIP benefits, excluding those employees in receipt of LTIP under the Association’s administration of the LTIP Plan, will receive disability benefits under the Employer’s LTIP Plan effective January 1, 2013. Employees in receipt of LTIP under the Association’s administration of the LTIP Plans shall be transferred to the Employer’s LTIP Plan effective March 1, 2013. The Employer will assume full responsibility for payment of LTIP benefits to eligible current and future disabled employees following the transfer date.
(c) The Parties acknowledge that the May 6, 2019 interest arbitration award provides that the Employer is responsible for funding the cost associated with the elimination of any annual and per visit caps for coverage related to the services of a Psychologist or Social Worker (MSW). The parties further acknowledge that these changes took effect the day of the award.
38.03
The Association agrees to provide health and welfare benefits not less than health and welfare benefits contained in the January 1, 2006 to December 31, 2008 Memorandum of Understanding.
38.04
Pensioners include retirees, survivors, and deferred members. For the purposes of this Article, a “retiree” is defined as a former member of the Association who is in receipt of a pension from the Public Service Pension Plan and who has met the eligibility criteria to receive post-retirement benefits.
38.05
The Association shall provide pensioners with benefits equivalent to benefits provided to active members save and except Long Term Income Protection and Group Life as per current plan provisions.
38.06
The Employer shall remit agreed funding to the Association on a monthly basis for total active members and pensioners for the purposes of funding these health and welfare benefits.
38.07
The Employer also agrees to provide funding, as described in the Agreement between the Association and the Employer dated February 26, 2016 to the Association for the self-administration of health and welfare benefits and reserve.
38.08
Notwithstanding the self-administration of health and welfare benefits by the Association save and except LTIP, the Employer remains fully responsible for providing short term sickness benefits under the Collective Agreement. The Accidental Death Benefit Plan will also be maintained and provided by the Employer.
38.09
The Employer agrees to continue to deduct premiums for the voluntary benefits, supplementary life and dependent group life from employees as a payroll deduction and to remit these premiums with reports to the Association benefit provider.
38.10
The Employer also agrees to provide to the Association necessary information to permit self-administration of the health and welfare benefit plan.
37.01
Confidential disclosure shall be provided to the Association at least two (2) weeks before any changes to Police Orders, rules and regulations are announced to employees.