Ontario Power Generation

Provincewide, Ontario (6,711 maintenance employees) and the Power Workers’ Union (PWU), the Canadian Union of Public Employees, Local 1000 (Maintenance trades)

Ontario Power Generation
Click here to view the original collective agreement.

Renewal agreement: Effective April 1, 2021 to March 31, 2022. Ratified in January 2021. Signed April 1, 2021.

Wage adjustments:

Effective April 1, 2021: 1%

Shift premium: Hydroelectric maintenance trade employees: $0.95 per hour for shifts from midnight to 8 a.m.; $0.75 per hour for shift from 4 p.m. to midnight; $0.80 per hour for 10-hour shift between 2 p.m. and 2 a.m.; $1.10 per hour for 12-hour shifts from 6 p.m. to 6 a.m.; payable for regular shift hours but not overtime hours. Other maintenance trade employees: $0.75 per hour for hours worked between 4 p.m. and midnight; $0.95 per hour for hours worked between midnight and 8 a.m.; not applicable when shift starts and ends between 7 a.m. and 6 p.m.

Paid holidays: 11 days plus 3 floating days for employees who have accumulated 20 weeks’ continuous service in any calendar year. When Christmas Day falls on Friday or Saturday, additional half-day off will be granted on day before. When Christmas falls on Wednesday, Friday following Boxing Day will be granted as additional holiday. When New Year’s Day falls on Saturday, additional day off will be granted on either preceding Friday or following Monday. Employees who are serving or have served in Canadian Forces, including reserves, receive Remembrance Day off with pay at straight-time for scheduled hours or equivalent time off within 6 months.

Vacations with pay: 1 working day for each full months of service up to 2 weeks to start, 2 weeks after 1 year, 3 weeks after 3 years, 4 weeks after 8 years, 5 weeks after 16 years, 6 weeks after 25 years. Vacation pay bonus: 1 day’s base pay after 26 years, 2 days’ base pay after 27 years, 3 days’ base pay after 28 years, 4 days’ base pay after 29 years, 5 days’ base pay after 30 years, 6 days’ base pay after 31 years, 7 days’ base pay after 32 years, 8 days’ base pay after 33 years, 9 days’ base pay after 34 years, 10 days’ base pay after 35 years and beyond.

Overtime: Double time for all work performed after normal quitting time Monday to Friday and all work performed on regular day off, Saturdays, Sundays or statutory holidays, with minimum payment of 4 hours. When less than 48 hours’ notice has been provided and extra trip to work location has been made to work overtime, time will be counted from time employee leaves home until they return. If overtime is cancelled within 48 hours of scheduled commencement, employee receives cancellation payment of 2 hours at straight-time rate, unless it was extension to normal scheduled hours same day or more than 16 hours’ notice to that extension. Part-time employees: Double time for first 4 clocked hours unless employee works more than 28 hours in 1 week, in which case hours in excess of 28 will be paid at double time.

Medical benefits: Employer pays 100% of premiums for OHIP medical and standard ward hospital services.

Dental: Employer pays 100% of premiums for OPG group dental insurance plan.

Paramedical: Employer pays 100% of premiums for extended health benefit plan.

Sick leave: 8 days at full pay and 15 days at 75% pay, payable from first day of sickness. Additional 8/15 days will be added annually. Employees who runs out of credits will be granted unpaid leave of absence until 6-month qualifying period for LTD elapses. For employees hired on or after Jan. 1, 2001: 8 days per year of service at 100% base pay. Employee who runs out of credits will be paid at 75% of base rate for up to 6 months. If denied LTD benefits, 75% of base rate will continue to be paid until completion of appeal process.

LTD: Employer pays 100% of coverage for lesser of: 65% of base earnings beginning 6 months from start of employee’s continuous absence or 75% of base earnings less any workers’ compensation awards. Stops when employee becomes no longer totally disabled, reaches 65 years of age, fails to furnish proof of continued disability, receives pension or dies.

Pension: Employer, employees contribute to OPG defined contribution pension plan.

Bereavement leave: 3 paid days for death of parent, step-parent, parent-in-law, sibling, stepsibling, sibling-in-law, spouse, child, stepchild, grandparent, spouse’s grandparent, great grandparent, grandchild. Time off with pay to attend funeral of fellow employee.

Seniority – recall rights: 3 years.

Call-in pay: Overtime rates for on-call work. One-half hour of basic hourly rate per day to be on-call; 1 hour per day on Saturdays, Sundays, and statutory holidays.

Probationary period: 3 months. May be extended to maximum of 3 additional months.

Discipline: Sunset clause is 2 years.

Severance: 2 months’ initial notice of termination or layoff. For employees who have elected to voluntarily terminate if given opportunity, 5 months’ base pay plus 4 weeks’ base pay per year of services (pro-rated for incomplete years of service), maximum 104 weeks’ pay. For employees who have not elected to voluntarily terminate if given opportunity, 3 weeks’ base pay per year of service, maximum 78 weeks’ pay. Surplus employee who takes severance pay and terminates employment is entitled to reimbursement of tuition fees and other associated expenses up to $5,000 within 12 months of termination.

Safety shoes: Special footwear will be provided for safety of workers when required to work near forebays, sluices, under icy, slippery or otherwise hazardous conditions. $350 per year for persons required to wear climbing spurs or climb steel structures as part of normal duties. $300 for others who choose or are required to wear CSA-approved ESR (electric shock resistant) protective footwear. Maximum $20 per year for employees who are not required to wear protective footwear but want to buy it.

Uniforms/clothing: Approved eye protection supplied to individual prescription to all employees who normally wear glasses and are required to wear eye protection for appreciable amount of time in performance of duties. Where uniform appearance is required by employer as in case of certain receptionists, guides, messengers, drivers, security guards, uniforms will be provided at no cost to employees. $200 yearly allowance for employees required to wear uniforms to offset cleaning costs. Hydroelectric maintenance trades: Up to 2 pairs of clean coveralls or overalls and 8 cotton or nature fibre shirts and pants per 24 months. 1 parka and insulated bib-overalls or insulated overalls every 36 months to employees required to work outdoors. 1 spring-fall jacket every 36 months. Facilities maintenance trade employees receive appropriate outerwear every 36 months.

Tool allowance: Each employee will be allowed 8% of personal tool list retail price per year for tool replacement or upgrading based on own tool list. Minimum allowance of $50 per year; unused portion of allowance may be carried forward. Employer will replace personal tools stolen, destroyed, or damaged by fire.

Mileage: $0.61 per kilometre for employees using vehicles on employer business.

Sample current hourly rates of pay:

Band 1 (start): $20.64

Band 1 (step 3): $29.40

Band 1 (step 6): $36.52

Band 2 (start): $27

Band 2 (step 4): $34.56

Band 2 (step 8): $44.46

Band 3 (start): $34.93

Band 3 (step 4): $44.84

Band 3 (step 8): $57.16

Editor’s notes: Employment security: Employees with 5 or more years’ seniority who become surplus from position as result of contracting out work will be given surplus priority consideration from date of notification until 11 months after surplus date. Employee’s grad and progression step will be maintained and negotiated increases will apply for 1 year from surplus date or until employee accepts vacancy, whichever comes first.

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