On January 25, 2018, a tentative agreement was reached for the Operational (OP) group.  Ratification packages will be sent out via NRC interoffice mail to all members.

 

Highlights of the Tentative Agreement

Economic Increases

The total compensation for all OP group members amounts to an increase of 3.75% over the three years of the collective agreement, plus additional increases for most members of the group, to bring the NRC rates of pay in line with the Core Public Service rates of pay. Where NRC rates of pay exceed the Core Public Service, no additional wage adjustment is being provided.

Effective July 31, 2015 – 1.25%

Effective July 31, 2016 – Wage Adjustment

PSF – 2.26%

BLDG – 4.48%

ELEC – 7.17%

PLA1 – 5.92%

PLA2 – 5.95%

PLA3 – 4.90%

ELEA – 10.60%

HP1 – 14.57%

HP2 – 14.61%

HP3 – 14.74%

HP4 – 14.65%

HP5 –  14.70%

HP6 – 14.75%

HP7 – 14.68%

HP8 – 14.71%

LSA2 – 5.90%

LSA3 – 5.94%

LSA4 – 5.95%

LSA5 – 5.72%

RAC1 – 7.35%

RAC2 – 7.30%

RAC3 – 6.00%

PR(S) – 0.25%

 

Effective July 31, 2016 – 1.25%

Effective July 31, 2017 – 1.25%

HVAC – Annual Terminable Allowance – $5750 (effective date of signing as per notice posted on RCEA website September 27, 2018)

 Other Changes (full details will be provided in the ratification package)

  • Shift premium – will now be payable for all eligible hours worked, including overtime hours
  • Shift premium – remove the requirement that shift premium be paid only when half or more of the shift hours are between 1600 and 800
  • Shift premium – pay shift premium to maintenance relief workers when they work 12-hour night shift
  • Overtime – double time continues for a continuous period until a break of 8 hours is given
  • Overtime and Call-back – change default method of compensation from leave to pay, with leave granted upon request subject to operational requirements
  • Overtime and Call-back – delete cap of comp leave that can be banked at any one time in the fiscal year
  • Vacation Leave – the Council may assign vacation periods after October 1 if the Council has not been able to schedule the employee’s preferred time or if the employee has failed to indicate a preferred time
  • Vacation Leave – members who leave the public service and then return shall have their prior service count for the calculation of annual leave entitlements
  • Employee Performance Review – the Council’s representative who assesses an employee’s performance must have observed or been aware of the employee’s performance for at least one half (1/2) of the period for the which the employee is being assessed
  • Elimination of volunteer leave and the increase in personal leave to 2 days
  • Changes to Maternity, Parental, Bereavement and Family Related Leave
  • Introduction of Compassionate Care Leave without Pay
  • Agreement that if a new Wellness Program is negotiated in the Core Public Service, it will be submitted to the membership for a ratification vote and then be included in any new collective agreement
  • Letter of Intent from NRC regarding drafting of policy on Leave with Income Averaging
  • Letter of Intent from ASPM regarding time entry and pilot project on flexible hours