Below you will find a brief summary of the major changes to the CBA from this last round of collective bargaining.
Please note: This is not an exhaustive list of the changes to the CBA.
This summary will also be removed once the PDF copy is uploaded to the website, and the physical copies are available.
ARTICLE 1: DEFINITIONS
1.10. “Home Position” shall mean the last position occupied by the employee where they passed their probation period. It is understood that if a permanent employee’s home position is a casual position, they shall have the right to revert; however, if the reversion is initiated by the employee, they will not regain their seniority until December 31 of the reversion year.
* This means non-voluntary reversions will no longer result in a loss of seniority for one (1) calendar year.
ARTICLE 6: ANNUAL VACATION
6.9 Employees performing superior duty shall be allowed to take vacation at the superior duty rate while on an assignment.
ARTICLE 13: WORKERS’ COMPENSATION SUPPLEMENT (WCB)
13.1 When a permanent employee, or a casual employee with seniority, is injured in the course of their employment with the City and it is deemed Workers' Compensation benefits are payable under The Workers' Compensation Act, the City shall pay to such an employee an amount per day based on their wage rate on the injury date. The wage rate shall be the rate paid to the employee immediately prior to injury. This wage rate shall be adjusted by general wage increases afforded through collective bargaining and increments as described in 18.2.2.
The calculated amount of payment per day shall, when added to the amount of Workers’ Compensation payment, be equal to the net amount that such an employee would have received as net income after deductions for income tax, Canada Pension Plan, Civic Pension Plan, Employment Insurance, benefit plan payments, union dues, and any other personally authorized deductions that would have been made. Disability benefits payable by the employer shall be offset by disability benefits payable from the Canada Pension Plan.
13.2 In the event the Workers' Compensation Board determines that the injury is not compensable under the Act, the amount advanced by the City under this Article shall be reimbursed by the Employee.
13.3 The Workers' Compensation Board benefits, as referred to in 13.1 shall not be considered as including pension payments or cash settlement payments or an award for permanent physical impairment or Workers' Compensation Board long-term earning loss.
13.4 The parties acknowledge that in certain circumstances, the benefits afforded by The Workers’ Compensation Act will exceed the total payments provided by 13.1 (excess funds). In the event the Workers’ Compensation Board payments exceed the gross amount required to achieve the net pay described in 13.1, the City shall ensure the remaining Workers’ Compensation Board payments are provided to the employee by means of periodic reconciliation. Periodic reconciliations will occur and payments of excess funds made to employees, if applicable, semi-annually and at the end of the claim.
13.5 The City's obligation under this Article shall cease when the Workers' Compensation Board adjudicates that the employee is fit for suitable employment excepting where employment assistance payments are paid by the Workers' Compensation Board.
13.6 An employee receiving benefits under this Article for a period of twelve (12) consecutive months or more shall not be entitled to vacation credits as provided for in this agreement.
ARTICLE 14: HEALTH & SAFETY
14.1 Working Alone - The parties agree that employees may be required to work alone.
Every branch shall provide an updated Standard Operating Procedure (SOP) on working alone to the respective Occupational Health & Safety Committee on an annual basis.
ARTICLE 15: BENEFIT PLANS
15.2. Medical Plan
Effective January 1, 2027, the City of Regina shall provide a Health Spending Account (HSA) for all employees covered by the medical plan in the amount of $500.00 per year subject to the guidelines of the plan.
B16. Health Spending Account (HSA) (included out of order due to relevance).
Effective January 1, 2027, the City of Regina shall provide a Health Spending Account (HSA) for all casual employees with 4,160 regular hours worked in the amount of $200.00 per year subject to the guidelines of the plan.
ARTICLE 19: PREMIUM PAY & ALLOWANCES
19.3 Shift Differential
19.3.1 A shift differential in the amount of three dollars ($3.00) (formerly $1.25) per hour shall be paid for all hours worked between the hours of 7:00 p.m. and 5:00 a.m. (formerly 4:30 pm and 7:30 am).
Shift differential shall not be part of basic wage rates or be used in calculating overtime rates, nor shall it be paid for any hours for which overtime rates are being paid.
19.3.2 When an employee is required to work on a Statutory Holiday during the hours specified above, they shall be paid the shift differential in addition to the premium pay for working on the statutory holiday.
19.4 A weekend premium in the amount of seventy-five (75 cents) (formerly 50 cents) per hour shall be paid for all hours worked between the hours of midnight Friday to midnight Sunday.
Weekend premium shall not be part of the basic wage rates or be used in calculating overtime rates, nor shall it be paid for any hours for which overtime rates are being paid.
19.6 Dirty Work
House keeping change - adjust the rates to read one dollar ($1.00) per hour ... renumbering – 19.6.7 becomes 19.6.9.
Effective July 1, 2025, all dirty pay rates in 19.6.1 through 19.6.7 will be increased to one dollar and fifty cents ($1.50) per hour.
19.6.7 A dirty work bonus of one dollar ($1.00) per hour will be paid to Pest Management staff when doing the following work:
19.6.8.1 Pick up of large dead animals (e.g. coyotes, deer, moose) having been killed in a roadway by a motor vehicle (dead animal pick up);
19.6.8.2 Dead fish pick up from a natural event in Wascana Creek (e.g. winter kill or oxygen deprivation from extreme summer heat); and
19.6.8.3 Disposal of skunk remains from either natural causes, motor vehicles or pest control operations. Agreed January 23, 2025 19.6.8.
Effective July 1, 2025, a dirty work bonus of one dollar and fifty cent ($1.50) per hour will be paid to employees in Parks & Open Space when the majority of the work includes disposal of needles, condoms, or human feces (e.g. an encampment clean-up).
This premium may be applicable to other operating areas at the discretion of management.
ARTICLE 20: SPECIAL TRAINING
20.5 Employees that are assigned by the Director of the Department to instruct formalized training courses, shall be paid one dollar ($1.00) per hour in addition to their regular wage, during the time occupied by them giving such instruction and training.
Effective July 1, 2025, this rate shall increase to one dollar and fifty cents ($1.50) per hour.
B13. BEREAVEMENT LEAVE
* This language is being struck and casual employees will have access to bereavment leave upon being hired.
(Where a casual employee with 2,080 regular hours worked suffers a death in the immediate family, providing the relationship with the decedent is that of spouse, child, father, mother, brother, sister, fatherin-law, mother-in-law, brother-in-law, sister-in-law, daughter-in-law, son-in-law, or of equivalent common law status; grandparent, grandchild, or equivalent "step" relationship, the employee shall be granted up to three (3) consecutive working days bereavement leave with pay at the discretion of the Director of the Department. "Regular hours" for the purpose of this clause shall mean all hours worked for which overtime is not payable. This clause will expire on June 30, 2023 and be replaced with the following effective July 1, 2023)
WAGE INCREASES:
• January 1, 2025 – 2.00%
• January 1, 2026 – 3.00%
• January 1, 2027 – 1.60% .... (0.40% taken off in exchange for all increases to Benefits and Premiums)
