Ontario Power Generation

Provincewide, Ontario (6,711 employees) and the Power Workers' Union (PWU), the Canadian Union of Public Employees (CUPE), Local 1000 (nuclear generating employees)

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 on April 1, 2021.

Wage adjustments:

Effective April 1, 2021: 1%
Shift premium: $0.80 per hour for 10-hour shifts worked between 2 p.m. and 2 a.m. $0.75 per hour for employees working 8-hour shifts between 4 p.m. and midnight. $0.95 per hour for employees working 8-hour shifts between midnight and 8 a.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 given on day before. When Christmas falls on Wednesday, Friday following Boxing Day will be given as additional holiday. When New Year’s Day falls on Saturday, additional day off will be given 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 outside of normal quitting time, Monday to Friday; all work performed on regular day off, Saturdays, Sundays, statutory holidays. employee who is required to work continuously for more than 16 hours or employee who accumulates 16 hours of working time in any 24-hour period without minimum 5-hour continuous break between 11 p.m. and 7 a.m. will be entitled to 8-hour rest period. If rest period extends into employee’s normal scheduled hours of work, employee will be paid at straight-time rates for portion of rest period that extends into normal schedule hours. Should employee continue working beyond 16 hours, employee will be paid double time until 8-hour rest period is given. For part-time employees, double time for hours worked in excess of 24 in 1 week. Shift workers: Time and one-half for Saturday, Sundays; double time for statutory holidays on Monday to Friday.

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 each year. Employee who runs out of credits will be given 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; 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 and employees contribute to OPG DC pension plan.

Bereavement leave: 3 paid days for death of parent, stepparent, 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: Minimum 2 hours at straight-time. Minimum 4 hours at straight-time for emergency overtime work. Prearranged overtime cancelled within 48 hours require payment of 2 hours’ straight-time (4 hours if on weekend or statutory holiday).

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/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 of 104 weeks’ pay. For employees who have not elected to voluntarily terminate if given opportunity, 3 weeks’ base pay per year of service up to maximum of 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 employees 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. Up to $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. Employer will purchase certain types of work clothing in bulk for resale on most favourable terms possible to employees requiring them in connection with company work. Where uniform appearance is required by employer as in case of certain receptionists, guides, messengers, drivers, security guards, uniforms will be provided. $200 yearly allowance for employees required to wear uniforms to offset cleaning costs. Limited number of rainproof coats and hats may be obtained and kept available for persons who normally work indoors but who are occasionally required to work outside under adverse weather conditions. Rubber boots, aprons and gloves of approved material may be provided for employees when handling acids for batteries, cleaning transformer coils or for other work which is similarly destructive to clothing.

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 company business.

Sample rates of hourly pay (current):

Janitor: $28.40

Control tech: $58.04

Mechanical technician: $57.24

Civil maintainer 1: $52.96

Civil maintainer 3: $33.17

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 due to contracting out work will be given surplus priority consideration from date of notification until 11 months after surplus date. Employee’s grade and progression step will be maintained and negotiated increases will apply for 1 year from surplus date or until date employee accepts vacancy, whichever comes first. Variable working hours: Each month employees may select standards work period for following month. Employee may select starting time not earlier than 7 a.m. (nuclear)/6:30 a.m. (non-nuclear) and not later than 10 a.m.; finishing time not earlier than 2:30 p.m.; they may select 30-, 45-, 60-, 75- or 90-minute lunch period between 11:45 a.m. and 1:15 p.m. Selections must be in accordance with core working hours of 9 a.m. to 11:45 a.m. and 1:15 p.m. to 2:30 p.m. (nuclear)/10 a.m. to 2:30 p.m. (non-nuclear). Radiation: Employees performing their normal work who exceed radiological limits requiring them to be removed from certain work locations, will be given suitable work elsewhere at not less than basic rate of pay. Every reasonable effort will be made to assign pregnant nuclear energy worker to location where there is no expected recordable radiation dose above natural background. Reimbursement for losses of employee’s personal property due to radioactive contamination will be considered and assessed on individual merits of each case. Employer will pursue policy of controlling radiation doses to its employees such that individual doses will not exceed 10 mSv per year averaged over any 5-year period. Emergency response teams: Qualified designated members of emergency response teams will receive $1,350 per year.

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