2025-2028 IPC Tentative Agreement Highlights

Salary, merit, and other financial provisions 

Across-the-board salary increases 

• If the tentative agreement is ratified, 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%
• If ratified, under the tentative agreement everyone previously covered under the old step system provisions will be converted to the merit system.
• If ratified, the tentative agreement will also introduce clear, enforceable pay administration rules.  

Expense reimbursement

• If ratified, the tentative agreement will enshrine 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 tentative 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 tentative agreement includes provisions for three trained AMAPCEO Workplace Representatives (WPRs), who will be your first point of contact in the workplace for all collective agreement questions or disputes.
• You will 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 

• If ratified, the tentative agreement will establish an Employee Relations Committee (ERC), which addresses issues that impact the whole workplace or a large portion of the workplace.
• Your ERC could also address 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 will be clearly defined as 7.25 hours.
• Overtime pay would become the default compensation for overtime work.

Protections for fixed-term employees

• If ratified, the tentative agreement will enshrine new protections for fixed-term employees, including rules governing rollover from temporary to permanent. 

Job security provisions 

• The tentative 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 tentative agreement.

Leave, vacation, and benefits 

Added vacation days and holidays 

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

Your leave and benefits enshrined 

• If ratified, the tentative 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.