The deal runs from Jan. 1, 2026 to Dec. 31, 2027 and includes wage increases of 4% in January 2026 followed by three additional 3% increases, plus new provisions covering plain clothes allowance, kit and clothing, employee travel, and wellness spending.
At a glance
- Union: Lacombe Police Association
- Employer: City of Lacombe
- Province: Alberta
- Term: January 1, 2026 – December 31, 2027
- Top wage: $164,790 (Staff Sergeant, effective July 1, 2027)
- Vacation: 120 hours (0–3 years) to 240 hours (21+ years)
- Benefits: Extended health and dental (City pays 80%), City-paid Group Life/AD&D, STD with employer-paid premiums, member-paid LTD, Special Forces Pension Plan
Wages
Schedule 1 – Annual Salaries (expressed in annual dollars)
| Rank | % of Base | Dec. 31, 2025 | Jan. 1, 2026 (+4%) | Jul. 1, 2026 (+3%) | Jan. 1, 2027 (+3%) | Jul. 1, 2027 (+3%) |
|---|---|---|---|---|---|---|
| Staff Sergeant | 132 | $145,007 | $150,807 | $155,331 | $159,991 | $164,790 |
| Sergeant | 120 | $131,825 | $137,098 | $141,210 | $145,446 | $149,809 |
| Senior 1st Class Constable II | 109 | $119,741 | $124,530 | $128,266 | $132,113 | $136,077 |
| Senior 1st Class Constable I | 105 | $115,347 | $119,960 | $123,559 | $127,265 | $131,083 |
| 1st Class Constable | 100 | $109,854 | $114,248 | $117,675 | $121,205 | $124,841 |
| 2nd Class Constable | 90 | $98,869 | $102,823 | $105,908 | $109,085 | $112,357 |
| 3rd Class Constable | 80 | $87,883 | $91,398 | $94,140 | $96,964 | $99,873 |
| 4th Class Constable | 70 | $76,898 | $79,974 | $82,373 | $84,844 | $87,389 |
CPI adjustment clause: If the Consumer Price Index for Central Alberta rises more than 4% year-over-year as at December 31 of the current agreement year, the parties agree to reconsider salary levels.
Shift differential: $1.50 per hour for hours worked between 1600 and 0800, indexed annually by the negotiated general wage increase.
Field training officer premium: $1.75 per hour for members assigned to train a new member, indexed annually by the negotiated general wage increase.
Benefits
- Extended Health and Dental: City pays 80% of premiums; members pay 20%.
- Group Life Insurance and AD&D: City pays 100% of Group Life, Dependent Life, and AD&D premiums. Coverage set at three times annual salary. Members pay 100% of Member and Spousal Optional Life premiums.
- Short-Term Disability (STD): Employer-paid premiums; benefit is 66⅔% of salary on a non-taxable basis. STD applies for up to 14 sets; in cases of illness, a one-set sick leave waiting period applies. In cases of injury, STD begins immediately. City covers employee share of dental, health, and Special Forces Pension Plan premiums while a member is on STD.
- Long-Term Disability (LTD): Members pay 100% of premiums.
- Sick Leave: Accrues at one day per month (based on shift length of 12/10/8 hours) to a maximum of 12 days. Up to two days per calendar year may be used for family care or family emergency.
- Special Forces Pension Plan (SFPP): Both the City and members participate; contributions apportioned as prescribed by the plan. Pension contributions may be suspended during maternity/parental leave, with an option to purchase the service upon return.
- Employee and Family Assistance Program (EFAP): All members eligible.
- Supplementary Unemployment Benefits (SUB) Plan: Tops up Employment Insurance maternity benefits for up to 15 weeks (including the two-week EI waiting period). Medical extension available for health-related absences up to 14 additional weeks.
- Duty-Related Death Benefit: In the event of a sudden, direct, duty-related death from assault, motor vehicle collision, or other critical incident, the City provides an income continuation benefit of two-thirds of current salary, payable to the member’s spouse or dependent children for the defined income continuation period. Benefit is coordinated with WCB, pension, and insurance. Excluded in cases of self-inflicted death, addiction or long-evolving psychological injuries, or gross negligence.
- Wellness Spending Account: $400 annually (taxable benefit); eligible expenses as defined by the City’s benefits provider.
Hours, Overtime & Scheduling
Hours of Work
Regular hours are 40 per week averaged over the annual shift schedule. Shifts are defined as 12-hour, 10-hour, or 8-hour work periods. Members on Averaging Arrangements (AA) are paid 80 hours biweekly and will not exceed 2,080 regular hours per year.
Shift schedules in use:
- Schedule C (Patrol): 12-hour shifts, 4 on / 4 off. Days 06:00–18:00; Nights 18:00–06:00.
- Schedule D (Administrative Staff Sergeant): 10-hour shifts, 4 on / 2 off followed by 4 on / 4 off. Days 07:00–17:00.
- Appendix A (Priority Crimes Unit): 10-hour shifts.
- Appendix B (School Resource Officer): 9/1–8-hour shifts, last day of every second week.
Paid breaks: 10-hour shifts include two 15-minute coffee breaks and one 30-minute meal break. Shifts longer than 10 hours receive one 30-minute paid break per five hours worked.
Shift Change Notice Requirements
| Notice Period | Category | Pay Consequence |
|---|---|---|
| 30+ days | Operational Priority | No change in pay; adjustments by mutual agreement |
| 7–30 days | Operational Requirement | Regular pay only |
| Less than 7 days (urgent, not emergent) | Operational Requirement | Voluntary overtime sought first; if unfilled, regular pay |
| Less than 24 hours | Emergent | 2× regular rate |
Earned Time Off (ETO)
Members on Schedule C (12-hour patrol rotation) receive Earned Time Off in lieu of overtime for hours worked over 40 per week. ETO accrues monthly to a maximum of 8.5 hours per month, must be used before December 31 of the year earned, and cannot be carried forward (except in approved circumstances). Members may carry a negative ETO balance of up to 48 hours. Unused ETO is forfeited at year-end unless previously approved by the Chief.
Overtime
- Overtime immediately before or after a shift: 2× regular hourly rate.
- Call back (general): minimum 3 hours at 2× regular rate.
- Call back while on vacation (non-emergency): minimum 4 hours at 2× regular rate.
- Members accumulate overtime lieu time to a maximum of 72 hours; unused lieu time is paid out at regular rate on December 31.
- Members may request payout of accumulated overtime at any time within the year.
- Off-duty members attending staff meetings are paid at regular time.
- Minimum 8-hour rest period between shifts (excluding emergency or court callouts).
Leaves & Time Off
Vacation Entitlement
| Years of Continuous Service | Annual Hours |
|---|---|
| 0 to completion of 3 years | 120 hours |
| 4 years to completion of 10 years | 160 hours |
| 11 years to completion of 20 years | 200 hours |
| 21 years and beyond | 240 hours |
Vacation must be earned prior to being taken unless authorized in advance by the Chief. Members may carry a negative vacation balance of up to one full set (48 hours) with Chief approval. Balances exceeding one year’s entitlement at December 31 are paid out. Prime-time vacation period runs June 1 to September 15 with equitable access efforts; no guaranteed week is provided during this period.
Statutory and General Holidays
| Holiday |
|---|
| New Year’s Day |
| Family Day |
| Good Friday |
| Easter Monday |
| Victoria Day |
| Canada Day |
| Heritage Day |
| Labour Day |
| Truth and Reconciliation Day |
| Thanksgiving Day |
| Remembrance Day |
| Christmas Day |
| Boxing Day |
| Christmas Floater |
| Any additional Federal, Provincial, or Municipal designated holidays |
Members scheduled to work a statutory holiday receive regular pay plus premium pay of 1× their regular rate for all hours worked, plus a statutory entitlement equal to scheduled hours. Premium hours may be banked (maximum 72 hours in the premium bank); unused premium pay is paid out at December 31. Members called to work on a statutory holiday that falls on their day off are paid at 2× regular rate.
Other Leaves
- Bereavement Leave: Up to one work set for the death of a defined relative (spouse, child, sibling, parent, grandparent, in-laws, aunt, uncle, grandchild). One shift for mourners leave (non-relative) and one shift for pallbearers leave. Travel extension of up to two shifts may be granted for travel exceeding 200 km; funeral arrangement extension of up to two shifts for locations more than 400 km from Lacombe.
- Maternity/Parental Leave: In accordance with provincial law. Members return with no loss of seniority, pay, or accrued benefits. Sick leave and vacation do not accrue during leave. SUB Plan tops up EI maternity benefits as described above.
- Jury Duty / Court Services: Seniority continues to accrue.
- Association Business: Association executives may take up to six collective shifts per year (with two weeks’ notice) to attend Alberta Federation of Police Associations meetings. Up to two members in a negotiating capacity receive leave without loss of pay for scheduled bargaining meetings.
- Leave of Absence Without Pay: Granted at the discretion of the Chief.
Other Highlights
Job Security / Layoff and Recall
Layoffs follow reverse seniority order. Members laid off due to work shortage retain first right of recall to fill a vacant position for up to two years following the layoff. The City agrees to assist members in securing alternative employment if police work is contracted to an outside force. The City must give the Association at least 180 days’ written notice (by registered letter) before contracting out police work.
Grievance and Arbitration
Grievances must be brought to the Association within 10 days of the matter coming to the grieving party’s attention. The Association has 15 calendar days to file a written grievance with the Chief. The Chief must convene a hearing within 15 calendar days and render a written decision within 15 calendar days of the hearing. The Association may appeal to the Police Commission within 30 days. The Police Commission must hear the appeal within 15 calendar days and render a decision within 20 calendar days. If unresolved, either party may submit to arbitration under the Police Officers Collective Bargaining Act within 20 calendar days.
Officer Safety / Minimum Staffing
A minimum of two active general-duty members (constables or sergeants assigned to front-line patrol) must be scheduled and on duty at all times. Specialty and dual-role members, Staff Sergeants, Administrative Sergeants, and the Chief of Police are excluded from this count.
Legal Protections / Indemnification
The City indemnifies members and provides legal counsel for civil or certain duty-related criminal matters arising from actions within the normal course of employment, subject to an Indemnification Review Committee (IRC) process. The IRC consists of the Chief Administrative Officer, Chief of Police, and Senior Manager of Human Resources.
Non-Discrimination
The City shall not discriminate against any member for participation in Association duties. Alleged incidents of discrimination are addressed through the Lacombe Police Service Policy and Procedure Manual complaint and grievance procedure before invoking the collective agreement article.
New Articles in This Agreement
- Article 40 – Employee Travel: Formalizes travel reimbursement under City policy, including travel time credits (minimum 3 hours, maximum 5 hours within Alberta; minimum 3 hours, maximum 7 hours out-of-province).
- Article 41 – Plain Clothes Allowance: Up to $1,000 per calendar year for members in plain-clothes roles, upon submission of receipts.
- Article 42 – Kit and Clothing: Employer provides all necessary kit, clothing, and equipment at no cost to the member. Damaged or contaminated items replaced or cleaned at employer expense. Worn-out or unserviceable items replaced at employer expense.
Source Document
Tags
- NAICS Code: 91191 (Police Protection)
- Union: Lacombe Police Association
- Employer: City of Lacombe
- Province: Alberta
