The ability to collectively negotiate the terms and conditions of your employment, including your compensation, is an important advantage of being a unionized professional.
When employees negotiate together, they achieve better results and in turn, promote fairness and consistency at work. Collective bargaining of compensation also reduces the wage gap for women and for racialized and young workers.
Your salary is based on your position’s classification. Each classification has a minimum and maximum. You can see the ranges for each in Schedule A of your Collective Agreement.
The union negotiates increases to salaries as a part of collective bargaining with the employer—this is called an across-the-board increase. An across-the-board increase means that the minimum of the salary range, the maximum of the salary range, and everyone’s individual salary increases by the negotiated percentage.
Additional increases to salary range minimums and maximums may also be negotiated separately from across-the-board increases.
The union also negotiated a one-time 1% increase to the maximum of all salary ranges, effective April 1, 2020. While this does not affect your current salary, it improves the maximum for your position’s classification.
AMAPCEO also negotiated a lump sum payment of $750 for all members employed on the date the contract is ratified. This payment is non-pensionable and is pro-rated for part-time employees.
In addition to any across-the-board increases negotiated with the Employer, you may also be eligible for merit pay increases to your current salary based on your work performance during a 12-month work cycle.
Merit pay increases can be between 0% and 5% of your salary and are pensionable earnings.
Your supervisor will assess your performance between January 1 and December 31 against your yearly performance objectives.
They will then assign a rating for your performance. There are five potential ratings (poor, fair, good, very good, and excellent). If your rating is very good, you will automatically receive a 2.5% merit pay increase to your current salary.
While a merit pay increase is reflective of your performance in a calendar year, it will become effective on April 1 of the following year.
If your merit pay increase causes your salary to exceed the maximum for your position’s classification:
your new salary will be set to the maximum; and
the excess amount will be paid out to you as a lump-sum bonus.
Any lump sum you receive will not increase your base salary beyond the maximum salary range.
Your extra duty pay will be paid as a temporary, pensionable increase to your current salary.
If the duties last for less than three months, or if the temporary increase would cause your salary to exceed the maximum for your position’s classification, your extra duty pay will be paid as a lump sum.
Workplace Representatives are trained union members who have volunteered to confidentially assist members like you in the workplace. They should be your first point of contact in seeking information and representation with an issue at work.