2025-2028 IPC Collective Agreement Highlights

Salary, merit, and other financial provisions 

Across-the-board salary increases 

• AMAPCEO-represented employees at IPC will receive the following across-the-board increases:
  • 2.75% on April 1, 2025 (retroactive)
  • 2.25% on April 1, 2026 (retroactive)
  • 2.00% on April, 1, 2027
• All retroactive salary increases will be implemented within 90 days of ratification.

Significant improvements to merit pay provisions and pay administration

• Improvements to merit pay provisions:
  • Default merit increase for meeting all expectations is now 5% 
  • Increase for meeting most expectations is now 3.5%
  • Increase for exceeding expectations is now 6%
• Everyone previously covered under the old step system provisions will now be converted to the merit system.
• The Collective Agreement introduces clear, enforceable pay administration rules.  

Expense reimbursement

• The Collective Agreement enshrines the following updated meal reimbursement rates:
  • $20 for breakfast;
  • $20 for lunch; and 
  • $40 for dinner. 

Workplace protections 

Your right to grieve in a fair, transparent process 

• The Collective Agreement establishes a dispute resolution procedure that enshrines your right to grieve any violation of the collective agreement before an independent, third-party labour arbitrator that can bind the Employer.
• It also establishes a similar right to grieve harassment and discrimination claims. 
• These processes are in lieu of relying on the Employer’s arbitrary decisions and sometimes opaque policies and procedures. 

Union representation in the workplace 

• The Collective Agreement includes provisions for three trained AMAPCEO Workplace Representatives (WPRs), who are your first point of contact in the workplace for all agreement questions or disputes.
• You have the right to AMAPCEO representation if you are being disciplined or investigated for wrongdoing, or are seeking an accommodation or return from sick leave.
  • Your AMAPCEO WPR will be your first point of contact, and behind them is the experience and expertise of AMAPCEO’s professional staff.

Strong disciplinary protections

• Enshrines the right to progressive discipline and to only be disciplined for just cause.

A committee advocating for your interests 

• The Collective Agreement establishes an Employee Relations Committee (ERC), which addresses issues that impact the whole workplace or a large portion of the workplace.
• Your ERC addresses issues not covered by the collective agreement but that are important to morale, such as building security or office space allocation.  

Defined working hours and overtime 

• A workday is clearly defined as 7.25 hours.
• Overtime pay is the default compensation for overtime work.

Protections for fixed-term employees

• The Collective Agreement enshrines new protections for fixed-term employees, including rules governing rollover from temporary to permanent. 

Job security provisions 

• The Collective Agreement provides a new layoff provision giving six months’ notice of layoff and enshrines the previous provision of severance pay of one week per year up to 26 weeks.
  • This new six months’ notice period applies to all members, regardless of length of service. 

Defined probation period 

• A maximum 12 months’ probationary period for any IPC employees hired after the ratification of the Collective Agreement.

Leave, vacation, and benefits 

Added vacation days and holidays 

• The Collective Agreement provides one additional vacation day for all AMAPCEO-represented employees at IPC.
  • Some members will see up to six additional vacation days, as the article establishing the number of vacation days applies to all permanent employees. 
• The agreement enshrines all existing paid holidays, with the addition of the National Day for Truth and Reconciliation.

Your leave and benefits enshrined 

• The Collective Agreement will enshrine existing:
  • leave provisions, including three paid personal leaves per year;
  • pregnancy and parental leave employment insurance top-ups; and 
  • short-term and long-term sickness plan. 
•  Any changes to your benefits must be negotiated in collective bargaining going forward and cannot be unilaterally changed by the Employer.