The deal runs from January 1, 2026, to December 31, 2030, and includes wage increases of six per cent for sworn members and four per cent for civilian members in year one, followed by four per cent annually in each subsequent year, plus enhanced benefits, mental health supports, and scheduling provisions.
At a glance
- Union: Chatham-Kent Police Association
- Employer: Chatham-Kent Police Services Board
- Province: Ontario
- Term: January 1, 2026 – December 31, 2030
- Top wage (sworn): $185,035.72 (Staff Sergeant/Detective Sergeant at 23-year service increment, effective Jan. 1, 2030)
- Top wage (civilian): $208,644.82 (Grade 12b/Level IV, effective Jan. 1, 2030)
- Vacation: 10 days after one year of service, rising to 35 days after 27 years
- Benefits: Board pays 100% of premiums for extended health, dental, vision, group life, AD&D, and OMERS employer share; enhanced mental health coverage rising to $7,500 per family member annually by 2030
Wages
Schedule A — Sworn Members Salary Grid
Salary adjustments are applied to a base 2025 rate. Constable First Class (100%) serves as the benchmark; all other ranks are expressed as a percentage of that rate.
| Rank / Step | 2025 (Base) | Jan. 1, 2026 (+6%) | Jan. 1, 2027 (+4%) | Jan. 1, 2028 (+4%) | Jan. 1, 2029 (+4%) | Jan. 1, 2030 (+4%) |
|---|---|---|---|---|---|---|
| Constable IV (−30%) | $78,534.91 | $83,247.00 | $86,576.88 | $90,039.96 | $93,641.56 | $97,387.22 |
| Constable III (−20%) | $89,754.19 | $95,139.44 | $98,945.02 | $102,902.82 | $107,018.93 | $111,299.69 |
| Constable II (−10%) | $100,973.46 | $107,031.87 | $111,313.14 | $115,765.67 | $120,396.29 | $125,212.15 |
| Constable I (100%) | $112,192.73 | $118,924.29 | $123,681.27 | $128,628.52 | $133,773.66 | $139,124.60 |
| Constable I — 10 yrs (+3%) | $115,558.52 | $122,492.03 | $127,391.71 | $132,487.38 | $137,786.88 | $143,298.35 |
| Constable I — 15 yrs (+6%) | $118,924.30 | $126,059.76 | $131,102.15 | $136,346.23 | $141,800.08 | $147,472.09 |
| Constable I — 23 yrs (+9%) | $122,290.08 | $129,627.48 | $134,812.58 | $140,205.09 | $145,813.29 | $151,645.82 |
| Sergeant / Detective (+12%) | $125,655.86 | $133,195.21 | $138,523.02 | $144,063.94 | $149,826.50 | $155,819.56 |
| Sergeant — 10 yrs (+15%) | $129,021.64 | $136,762.94 | $142,233.46 | $147,922.79 | $153,839.71 | $159,993.29 |
| Sergeant — 15 yrs (+18%) | $132,387.42 | $140,330.67 | $145,943.89 | $151,781.65 | $157,852.91 | $164,167.03 |
| Sergeant — 23 yrs (+21%) | $135,753.21 | $143,898.40 | $149,654.34 | $155,640.51 | $161,866.13 | $168,340.78 |
| Staff Sergeant / Det. Sgt. (+24%) | $139,118.99 | $147,466.13 | $153,364.77 | $159,499.37 | $165,879.34 | $172,514.51 |
| Staff Sergeant — 10 yrs (+27%) | $142,484.77 | $151,033.86 | $157,075.21 | $163,358.22 | $169,892.55 | $176,688.25 |
| Staff Sergeant — 15 yrs (+30%) | $145,850.55 | $154,601.58 | $160,785.65 | $167,217.07 | $173,905.76 | $180,861.99 |
| Staff Sergeant — 23 yrs (+33%) | $149,216.33 | $158,169.31 | $164,496.08 | $171,075.93 | $177,918.96 | $185,035.72 |
Progression through the grid occurs on each member’s appointment anniversary date, subject to continuous satisfactory performance.
Schedule B — Civilian Members Salary Grid (Selected Grades)
Civilian members receive four per cent annually across all five years. The table below shows selected grades; the full grid runs from Cadet through Grade 12b.
| Grade | Level | 2025 (Base) | Jan. 1, 2026 (+4%) | Jan. 1, 2027 (+4%) | Jan. 1, 2028 (+4%) | Jan. 1, 2029 (+4%) | Jan. 1, 2030 (+4%) |
|---|---|---|---|---|---|---|---|
| Cadet | I | $50,486.73 | $52,506.20 | $54,606.45 | $56,790.71 | $59,062.33 | $61,424.83 |
| Cadet | IV | $67,315.64 | $70,008.27 | $72,808.60 | $75,720.94 | $78,749.78 | $81,899.77 |
| Grade 5 (Old) / Grade 1 (New) | I | $58,394.52 | $60,730.30 | $63,159.51 | $65,685.89 | $68,313.33 | $71,045.86 |
| Grade 5 / Grade 1 | IV | $66,141.75 | $68,787.42 | $71,538.92 | $74,400.47 | $77,376.49 | $80,471.55 |
| Grade 7b / Grade 3b | I | $82,182.15 | $85,469.44 | $88,888.21 | $92,443.74 | $96,141.49 | $99,987.15 |
| Grade 7b / Grade 3b | IV | $92,892.99 | $96,608.71 | $100,473.06 | $104,491.98 | $108,671.66 | $113,018.53 |
| Grade 9b / Grade 5b | I | $102,370.14 | $106,464.95 | $110,723.54 | $115,152.49 | $119,758.58 | $124,548.93 |
| Grade 9b / Grade 5b | IV | $115,756.44 | $120,386.70 | $125,202.17 | $130,210.25 | $135,418.66 | $140,835.41 |
| Grade 11b / Grade 7b | I | $133,040.23 | $138,361.84 | $143,896.32 | $149,652.17 | $155,638.26 | $161,863.79 |
| Grade 11b / Grade 7b | IV | $150,430.56 | $156,447.78 | $162,705.69 | $169,213.92 | $175,982.47 | $183,021.77 |
| Grade 12b / Grade 8b | I | $151,665.87 | $157,732.50 | $164,041.80 | $170,603.47 | $177,427.61 | $184,524.72 |
| Grade 12b / Grade 8b | IV | $171,490.83 | $178,350.47 | $185,484.49 | $192,903.86 | $200,620.02 | $208,644.82 |
Civilian promotions to a higher classification are paid at the next step that is at least three per cent higher than the member’s current rate.
Benefits
- Premiums: The board pays 100% of premiums for member and dependent life insurance, hospital benefit, major medical, pay-direct drug, dental, accidental death and dismemberment, and the OMERS employer share.
- Dental: Basic, major restorative, and orthodontic coverage. Orthodontic lifetime maximum rises from $4,200 (Jan. 1, 2026) to $4,600 (Jan. 1, 2030). Major restorative annual maximum rises from $3,700 to $4,100 over the same period.
- Vision: Adults reimbursed $700 every 24 months (rising to $750 by 2030); children $375 every 12 months (rising to $425 by 2030). Laser eye surgery covered up to $2,000.
- Group life insurance: Two-and-a-half times annual salary to a maximum of $300,000; spouse $15,000; each child $5,000.
- Accidental death and dismemberment: Two-and-a-half times annual salary to a maximum of $300,000.
- Hearing aids: $200 lifetime maximum under the major medical plan, plus an additional $1,700 per individual per 36-month period (rising to $1,900 by 2030).
- Paramedical: 100% coverage for chiropractor, physiotherapist, massage therapist, naturopath, acupuncturist, and other regulated practitioners up to $900 per discipline per year (rising to $1,000 by 2030).
- Mental health and counselling: 100% coverage for psychologist, psychiatrist, registered social worker, psychotherapist, and registered marriage and family therapist — up to $5,500 per family member annually in 2026, rising to $7,500 by 2030.
- Long-term disability: Benefit of 75% of salary; maximum monthly benefit rises from $9,885 (2026) to $11,620 (2030); 119-day qualifying period; benefits payable to age 65.
- Pension: OMERS; board and members share equally the cost of the supplementary pension. Normal retirement age is 60 for sworn officers and 65 for civilian members.
- Lifestyle Spending Account: Introduced Jan. 1, 2029 at $500 per member annually, rising to $750 on Jan. 1, 2030.
- Retirees: Board continues health benefits (excluding group life, AD&D, LTD, and Lifestyle Spending Account) from retirement under OMERS to age 65. A $5,000 term life policy is provided to age 65. A Health Care Spending Account of $2,600 annually is available from age 65 to 75 (rising to $2,800 effective Jan. 1, 2029).
- WSIB top-up: Members on approved WSIB claims receive top-up to 100% net pay in year one, 95% in year two, and 90% in year three, for a maximum of three cumulative years per claim number.
- Maternity/parental leave: Board tops up EI to 80% of net salary for the first 20 weeks, then 70% for an additional 20 weeks.
Hours, Overtime & Scheduling
Standard hours
Sworn members (including Emergency Communications Centre managers, Special Constables in community service, courts, and digital forensics) work eight-hour shifts, five days per week, for a total of 40 hours per week, with a paid 30-minute lunch period.
Civilian members work seven-hour shifts, five days per week, for a total of 35 hours per week, with an unpaid one-hour lunch.
Compressed work week — 12-hour shifts (Community Patrol and Communications Centre)
Members rotate through a 5-5-4 pattern: two five-day rotations and one four-day rotation. Each working day consists of 12 hours. Day shifts run 0600–1800 or 0700–1900; nights run 1800–0600 or 1900–0700. A split option of 1200–2400 or 1500–0300 is available. Members on the compressed schedule receive 104 hours of flex time annually and two paid breaks of 20 minutes per shift.
Flex time is taken subject to staffing requirements. Unused flex time is prorated on retirement or resignation and forfeited if not exhausted; it is paid out to the estate in the event of a member’s death.
Specialized units
Major Crime Team and Investigative Support Section members work 40-hour weeks on eight-hour shifts. General Investigation Section members follow the front-line 5-5-4 twelve-hour rotation. Intelligence Section members work a 40-hour week with variable hours depending on assignments.
Shift exchanges and giveaways
Members may arrange shift exchanges (trading shifts for a mutually agreed future date) or shift giveaways (one member working for another in exchange for bank, flex, or training time), provided operational requirements are not compromised.
Overtime
Overtime is paid at time and a half. Members required to work on a statutory holiday receive time and a half in addition to the regular day off for the holiday. A bank-time system allows overtime to be banked for future time off.
Scheduling notice
Tour schedules must be posted at least four weeks in advance. Platoon transfers require a minimum of 15 working days’ notice unless both parties agree otherwise.
Leaves & Time Off
Vacation Entitlement
| Years of Service (police experience in Canada) | Days of Vacation |
|---|---|
| Completion of 1 year | 10 days |
| Completion of 5 years | 15 days |
| Completion of 10 years | 20 days |
| Completion of 15 years | 25 days |
| Completion of 22 years | 30 days |
| Completion of 27 years | 35 days |
Vacation is selected annually by seniority within each branch group, with lists distributed no later than October 31. Members are limited to two weeks during the July–August prime period. Members may reserve up to four additional days per year in increments of one to four days, to be approved based on minimum staffing levels. Unused vacation is paid out on resignation or termination, and prorated on retirement or death.
Paid Holidays
| # | Holiday |
|---|---|
| 1 | New Year’s Day |
| 2 | Family Day |
| 3 | Good Friday |
| 4 | Easter Monday |
| 5 | Victoria Day |
| 6 | Canada Day |
| 7 | Civic Holiday |
| 8 | Labour Day |
| 9 | Thanksgiving Day |
| 10 | Remembrance Day |
| 11 | Christmas Day |
| 12 | Boxing Day |
| 13 | National Day for Truth and Reconciliation |
| + | Any day proclaimed a public holiday by the federal or provincial government |
Members on compressed work weeks receive two weeks of statutory holiday time (not selectable May 1–Oct. 31) plus three additional days to be taken at any point in the year. Members may designate up to four alternate statutory holidays in place of Good Friday, Easter Monday, Christmas Day, or Thanksgiving in recognition of their faith or culture.
Other Leaves
- Bereavement leave: Four consecutive days (compressed work week) or five days (standard schedule) with full pay upon the death of an immediate family member (spouse, child, parent, sibling, grandparent, in-laws, or person in loco parentis). One day with pay for extended family (grandparents-in-law, siblings-in-law, sons- and daughters-in-law, aunts, uncles, nieces, nephews, and foster children). Up to five additional days may be taken using annual or statutory leave, bank overtime, flex time, or leave without pay.
- Sick leave: Members accumulate 12 days per calendar year (one per month) up to a bank of 100 unvested days. After reaching 100 days, 12 days per year are granted — 10 vested and two unvested. Half of unused vested days are paid out at year end. Vested sick time is used before unvested time.
- Maternity/parental leave: In accordance with the Employment Standards Act, with board top-up as described above.
- Family/personal leave: Up to four paid personal days per calendar year for medical appointments of a family member, a birth, or a personal emergency; drawn from vested sick credits.
- Marriage leave: Four working days with pay (compressed week) or five days (standard schedule) for members getting married.
- Jury duty: Not specifically enumerated; covered under established privileges and employment standards.
- Association activities: Paid time off for Executive, Bargaining Committee (maximum four members), and Grievance Committee (maximum two members) meetings, plus 60 credited days per year for Police Association of Ontario meetings and workshops.
- WSIB/injury leave: Members absent due to a work-related injury receive top-up to net pay as described under Benefits. Vacation and statutory holiday accrual is limited to one year during extended WSIB absences.
Other Highlights
Job security / layoff and recall
Layoff follows reverse seniority — the member with the least service is laid off first. Recall proceeds in the opposite order, with the most senior laid-off member recalled first. The board must provide at least 60 calendar days’ notice of layoff, or pay in lieu. Benefits continue for three months following layoff. The board may not hire new members until all laid-off members have been offered recall. A member subject to layoff may displace a less senior member in an equivalent or lower classification, provided the senior member meets the minimum qualifications. Members who accept a lower-level position retain recall rights to their original position when it becomes available.
In the event of service disbandment or amalgamation with another police service or the OPP, the agreement sets out a negotiation framework for pension transfers, severance, accommodation of members absent due to illness or injury, and continuation of retiree rights. Severance entitlement is five weeks of regular salary per year of service, to a maximum of 24 months and a minimum of three months, plus a $5,000 retraining allowance.
Grievance and arbitration
The agreement establishes a four-step grievance procedure. Step 1 is an oral discussion with the designated management representative, with a decision within two working days. Step 2 requires a written grievance filed within 10 working days of the Step 1 decision, with a written response within 10 working days. Step 3 involves a hearing before the Chief or designate, with a decision within 10 working days. Step 4 is a hearing before the board, with a written decision within 10 working days. If unresolved at Step 4, either party may refer the matter to arbitration within 30 working days under the Community Safety and Policing Act. A single arbitrator is appointed by agreement of the parties; if no agreement is reached, either party may request ministerial appointment. Arbitration costs are split equally.
Health and safety
The agreement incorporates the Community Safety and Policing Act framework governing officer conduct, discipline, and oversight. Members are entitled to immediate legal counsel at board expense in connection with any Special Investigation Unit or Law Enforcement Complaints Agency investigation. Independent legal counsel costs are covered up to $5,000 per matter.
A joint Labour-Management Committee meets monthly to address issues of mutual concern. An Employee Assistance Plan is included under the major medical benefit. Paramedical and mental health counselling coverage are designed to support member wellness, including provisions extended during LTD and to retirees up to age 75.
DEI / non-discrimination
The agreement requires both parties to comply with the Ontario Human Rights Code. The board and the association each commit to a workplace free from discrimination, harassment, restraint, intimidation, coercion, or threats based on association membership or any other protected ground. Discrimination and harassment complaints are handled under Chatham-Kent Police Service Internal Policy A1.05.006 (Respectful Workplace Procedures). The civilian job evaluation system is subject to bi-annual Pay Equity compliance review.
Source Document
Note: The source PDF was provided directly. Readers should consult the full agreement for authoritative language.
Tags (to be added in WordPress)
- NAICS Code: 91391 (Police protection)
- Union: Chatham-Kent Police Association
- Employer: Chatham-Kent Police Services Board
- Province: Ontario
