The deal runs from January 1, 2025 to December 31, 2029 and includes wage increases totalling approximately 15.4% compounded over the term, plus restructured sick leave, enhanced benefits and a new long-service pay framework effective 2029.
At a glance
- Union: Ottawa Police Association (OPA)
- Employer: Ottawa Police Service Board
- Province: Ontario
- Term: January 1, 2025 – December 31, 2029
- Top wage: $178,959.74 annually (Group 11, Step 5, July 1, 2029)
- Vacation: 15 days after 1 year, rising to 35 days after 27 years
- Benefits: Employer-paid OHIP; shared-cost extended health, dental and vision; employer-paid group life insurance; employee-paid LTD with salary adjustment
Wages
Wage increases are applied on January 1 and July 1 each year across all 11 classification groups. The schedule of percentage increases is:
| Effective Date | Increase |
|---|---|
| Jan 1, 2025 | 5.10% |
| Jul 1, 2025 | 1.75% |
| Jan 1, 2026 | 1.75% |
| Jul 1, 2026 | 1.75% |
| Jan 1, 2027 | 1.74% |
| Jul 1, 2027 | 1.76% |
| Jan 1, 2028 | 1.75% |
| Jul 1, 2028 | 1.25% |
| Jan 1, 2029 | 1.25% |
| Jul 1, 2029 | 1.25% |
Group 1 — Switchboard Operator
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $62,953.11 | $72,511.83 | $34.473 | $39.707 |
| Step 2 | $65,588.68 | $75,547.57 | $35.916 | $41.370 |
| Step 3 | $68,313.81 | $78,686.46 | $37.408 | $43.088 |
| Step 4 | $71,164.75 | $81,970.31 | $38.970 | $44.887 |
| Step 5 | $74,143.64 | $85,401.49 | $40.601 | $46.766 |
Group 2 — ACIIS Data Entry Clerk, Alarm Clerk, Filing/Scanning Clerk, Mail Services Attendant
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $66,247.58 | $76,306.52 | $36.277 | $41.785 |
| Step 2 | $69,030.28 | $79,511.75 | $37.801 | $43.540 |
| Step 3 | $71,921.75 | $82,842.25 | $39.384 | $45.364 |
| Step 4 | $74,896.34 | $86,268.49 | $41.013 | $47.240 |
| Step 5 | $78,035.17 | $89,883.92 | $42.732 | $49.220 |
Group 3 — Administrative Assistants, Fleet Attendant, HRIS Administrator and related roles
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $69,748.89 | $80,339.47 | $38.194 | $43.994 |
| Step 2 | $72,672.33 | $83,706.80 | $39.795 | $45.838 |
| Step 3 | $75,695.98 | $87,189.55 | $41.451 | $47.745 |
| Step 4 | $78,832.65 | $90,802.48 | $43.169 | $49.723 |
| Step 5 | $82,146.32 | $94,619.31 | $44.983 | $51.813 |
Group 4 — CPIC Operator, Call Centre Agent, Evidence Control Attendant, Senior Admin Assistants and related roles
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $73,810.99 | $85,018.34 | $40.419 | $46.556 |
| Step 2 | $76,911.41 | $88,589.52 | $42.116 | $48.511 |
| Step 3 | $80,135.51 | $92,303.17 | $43.882 | $50.545 |
| Step 4 | $83,451.31 | $96,122.44 | $45.698 | $52.636 |
| Step 5 | $86,920.62 | $100,118.52 | $47.597 | $54.825 |
Group 5 — Report Analyst, Special Constables, Executive Assistants, Payroll Administrator and related roles
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $79,361.48 | $91,411.62 | $43.458 | $50.057 |
| Step 2 | $82,690.06 | $95,245.60 | $45.281 | $52.156 |
| Step 3 | $86,127.40 | $99,204.86 | $47.163 | $54.324 |
| Step 4 | $89,735.33 | $103,360.61 | $49.139 | $56.600 |
| Step 5 | $93,462.64 | $107,653.87 | $51.180 | $58.951 |
Group 6 — Financial Analyst, Law Clerk, Staffing Coordinator, Shift Supervisor Comm Centre and related roles
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $84,193.36 | $96,977.16 | $46.104 | $53.104 |
| Step 2 | $87,718.12 | $101,037.11 | $48.034 | $55.328 |
| Step 3 | $91,409.19 | $105,288.62 | $50.055 | $57.656 |
| Step 4 | $95,181.29 | $109,633.47 | $52.121 | $60.035 |
| Step 5 | $99,158.15 | $114,214.17 | $54.299 | $62.543 |
Group 7 — Crime Intelligence Analyst, Network Support Specialist, Supervisor roles and related positions
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $91,788.78 | $105,725.85 | $50.263 | $57.895 |
| Step 2 | $95,639.78 | $110,161.60 | $52.372 | $60.324 |
| Step 3 | $99,620.84 | $114,747.11 | $54.552 | $62.835 |
| Step 4 | $103,768.23 | $119,524.25 | $56.823 | $65.451 |
| Step 5 | $108,086.25 | $124,497.91 | $59.188 | $68.175 |
Group 8 — Business Intelligence Analyst, Shift Supervisor Comm Centre, Senior Financial Analyst and related roles
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $100,038.76 | $115,228.51 | $54.781 | $63.099 |
| Step 2 | $104,233.09 | $120,059.69 | $57.078 | $65.744 |
| Step 3 | $108,591.60 | $125,079.99 | $59.464 | $68.493 |
| Step 4 | $113,107.89 | $130,282.02 | $61.938 | $71.342 |
| Step 5 | $117,818.25 | $135,707.59 | $64.517 | $74.313 |
Group 9 — Computer Forensics Examiner, Crisis Counsellor, Senior Network Specialists and related roles
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $109,043.66 | $125,600.69 | $59.712 | $68.779 |
| Step 2 | $113,617.54 | $130,869.06 | $62.217 | $71.664 |
| Step 3 | $118,357.73 | $136,329.00 | $64.812 | $74.653 |
| Step 4 | $123,302.64 | $142,024.75 | $67.520 | $77.772 |
| Step 5 | $128,413.86 | $147,912.01 | $70.319 | $80.996 |
Group 10 — Managers (Call Centre, Court Liaison, Evidence Control, Facilities, Media Relations and related) and Team Leads
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $118,857.24 | $136,904.34 | $65.086 | $74.968 |
| Step 2 | $123,846.37 | $142,651.02 | $67.818 | $78.115 |
| Step 3 | $129,006.63 | $148,594.80 | $70.644 | $81.370 |
| Step 4 | $134,367.34 | $154,769.49 | $73.579 | $84.751 |
| Step 5 | $139,981.80 | $161,236.43 | $76.654 | $88.293 |
Group 11 — Senior Managers (BIS Projects, Communications Centre Operations, Financial Planning, Scheduling and related)
| Step | Jan 1/25 Annual | Jul 1/29 Annual | Jan 1/25 Hourly | Jul 1/29 Hourly |
|---|---|---|---|---|
| Step 1 | $131,927.94 | $151,959.68 | $72.243 | $83.213 |
| Step 2 | $137,467.79 | $158,340.70 | $75.277 | $86.707 |
| Step 3 | $143,169.65 | $164,908.33 | $78.399 | $90.303 |
| Step 4 | $149,167.93 | $171,817.36 | $81.684 | $94.087 |
| Step 5 | $155,368.78 | $178,959.74 | $85.080 | $97.998 |
Long-Service Pay
Through December 31, 2028, civilian members receive annual lump-sum service pay:
| Years of Service | Annual Amount |
|---|---|
| After 5 years | $250 |
| After 10 years | $400 |
| After 15 years | $650 |
| After 20 years | $900 |
| After 25 years | $1,200 |
| After 30 years | $1,300 |
| After 35 years | $1,500 |
Effective January 1, 2029, the above is replaced by a recurring salary premium based on a percentage of a Group 7 Level 5 salary, added to base pay:
| Completed Service | Premium |
|---|---|
| 10 or more years | 3% of Group 7 Level 5 salary |
| 20 or more years | 6% of Group 7 Level 5 salary |
| 28 or more years | 9% of Group 7 Level 5 salary |
The 2029 premium forms part of regular annual salary and is used to calculate overtime, vacation pay, court time and OMERS contributions. It applies only to members in the civilian bargaining unit as of January 1, 2029.
Benefits
- Medical: Board pays 100% of OHIP premiums; employer contributes 96.44% of extended health and semi-private hospital premiums, with employees contributing 3.56%.
- Dental: Board contributes 90.25% of dental plan premiums; employees contribute 9.75%. Effective January 1, 2025, the maximum combined benefit for Basic, Preventative, Orthodontic and Major Dental services per insured increased from $1,500 to $1,800 per year.
- Vision care: Coverage increases on a two-year cycle — $500 per year per insured in 2025, $600 in 2027, $700 in 2029.
- Paramedical: Effective January 1, 2025, the maximum paramedical benefit per insured per category increased from $1,500 to $1,800 per year.
- Group life insurance: Board pays $34.65 per month per employee; AD&D coverage at $6.00 per month.
- Long-term disability: Board adjusts employee salary by 100% of the LTD premium cost (i.e., the premium is employee-paid via salary adjustment). Effective January 1, 2025, new LTD claims provide a benefit equal to 60% of monthly salary, to a maximum of 109% of the prevailing annual salary of a Staff Sergeant. Benefits are adjusted annually on January 1 by the lesser of 3% or the prior year CPI. The LTD elimination period is 595 hours.
- Retiree benefits (effective January 1, 2025): Members retiring on or after January 1, 2025 receive active-member health and dental benefits to age 70; members retiring on or after January 1, 2028 receive those benefits to age 75. Eligibility requires a non-actuarially reduced OMERS or COSF pension and at least 20 credited years with the Ottawa Police Service.
- WSIB top-up: Effective January 1, 2026, members eligible for an unreduced OMERS pension no longer receive an OPS top-up. A maximum 72-month top-up period per claim applies to all members from that date.
Hours, Overtime & Scheduling
Standard hours: Civilian personnel work a 35-hour week (September to May), with two 15-minute breaks daily. From June 1 to the Friday before Labour Day, employees work 6.5-hour days with one 15-minute break, except for Fleet, Call Centre Agents, Switchboard Operators, Communications Centre Clerks, CPIC Operators, OPSOC Analysts and Special Constables, who continue on regular weekly hours year-round.
Shift premiums: A tour-of-duty differential is paid for regularly scheduled hours worked between 1900–0700 (effective January 1, 2024), changing to 2100–0600 effective January 1, 2026. The differential is 6% of the hourly rate of a Police Communicator at the top step. Grandfathered employees under the former Ottawa Civilian Agreement retain legacy shift premiums (5–15% depending on shift and day of week).
Overtime: Overtime is any time worked beyond the normal tour of duty, paid at 1.5 times the regular hourly rate. Overtime begins accumulating from the first minute if an employee is required to remain beyond 30 minutes after the end of their shift. Employees may elect pay or time off in lieu within 60 days (pay) or 30 days (time off). The consolidated overtime/court time bank is capped at 120 straight-time hours.
Tour-of-duty changes: If management changes an employee’s shift with less than 24 hours’ notice, the employee receives a premium of 0.75 hours’ straight-time pay for each hour the start time is changed, to a maximum of 4.5 hours.
On-call: Employees placed on call receive 0.25 hours’ pay per hour on call. If recalled to work, standard overtime and callback provisions apply. The 4.5-hour guarantee applies only once per 24-hour on-call period.
Callback: Employees recalled to duty outside their normal shift receive 1.5 times their regular rate with a minimum three-hour guarantee.
Specialized shift schedules: Communications Centre and CPIC Operators follow a seven-team, 42-day rotating cycle (days, afternoons, nights) as established by Letter of Understanding. Report Analysts work a six-team, 42-day rotation covering day and afternoon shifts.
Court shift adjustment: Members required to attend court who are regularly scheduled on late-afternoon or night shifts are subject to shift adjustments set out in Appendix C. The provisions were introduced on a 36-month trial commencing 90 days after ratification.
Job sharing: Up to 1% of full-time equivalencies may participate in formal job-share arrangements. Partners must each average 35 hours bi-weekly. Arrangements are for an initial one-year term, renewable by mutual agreement, subject to the Chief’s approval. Participation is capped at five years per member career.
Leaves & Time Off
Vacation Entitlement
| Years of Service Completed | Working Days of Vacation |
|---|---|
| Less than 1 year | 1.25 days per completed month |
| 1 year | 15 days |
| 10 years | 20 days |
| 15 years | 25 days |
| 20 years | 26 days |
| 21 years | 27 days |
| 22 years | 28 days |
| 23 years | 30 days |
| 27 years | 35 days |
Vacation is taken in order of seniority. The annual leave draw commences no earlier than May 1 and concludes no later than June 30. Employees may hold back up to five days for discretionary use throughout the year.
Paid Holidays
| Holiday |
|---|
| New Year’s Day |
| Family Day |
| Good Friday |
| Easter Monday |
| Victoria Day |
| Canada Day |
| Civic Holiday (August) |
| Labour Day |
| National Day for Truth and Reconciliation |
| Thanksgiving Day |
| Remembrance Day |
| Christmas Day |
| Boxing Day |
| One floating day |
Employees required to work a statutory holiday receive, in addition to regular pay, one-half hour at straight time for each hour worked, taken as pay or time off in lieu. Unused statutory holiday credits are paid out by March 1 of each calendar year.
Other Leaves
- Compassionate leave: Four working days immediately following the death of a spouse, child, parent, sibling, in-law, grandparent or person standing in loco parentis; one working day for the death of a spouse’s grandparent.
- Special leave: Up to two days per year (non-cumulative) for medical appointments or to care for the member, spouse, parents or children; four working days for marriage; reasonable leave for Police Association of Ontario meetings.
- Reservist leave: Granted with Chief’s approval for active Canadian Forces Reserves members; service accrues but sick, annual and statutory leave do not.
- Discretionary leave: Effective January 1, 2025, all discretionary leave may be booked no more than 120 days in advance and cannot be cancelled with less than 14 days’ notice.
- Maternity leave: 15 weeks, unpaid, with a top-up to 93% of regular weekly earnings for members in receipt of EI benefits.
- Parental leave: Standard option of 35 weeks (55% EI rate, topped up to 93% of regular earnings); extended option of 61 weeks (33% EI rate, with total top-up value not exceeding the 35-week standard amount). Leave may be divided between parents.
- Adoption leave: Same parental leave provisions apply.
- Leave without pay: Benefits, seniority and leave accrual are suspended for leave without pay exceeding 20 continuous working days in a calendar year.
Other Highlights
Sick Leave and Income Protection
Members hired before October 15, 1995 remain on the Income Protection Plan (IPP), providing up to 595 hours of coverage at 100% or 75% salary, scaled to length of service, per calendar year.
Effective January 1, 2026, members hired after October 15, 1995 transition to an accrual-based sick leave plan: 84 hours credited annually (7 hours per unbroken month of service), cumulative to a maximum of 1,365 hours. Up to 56 hours may be carried forward per year. Loaned sick leave credits of up to 595 hours over a career are available to bridge to LTD eligibility. Members with at least 20 years of continuous service who retire with an unreduced OMERS pension are entitled to a payout of accumulated sick leave credits up to 1,365 hours.
Transitional provisions apply to members hired between October 15, 1995 and December 31, 2025, establishing a blended calculation covering both the IPP and accrual periods.
Job Security, Layoff and Recall
- Layoffs follow reverse seniority within classification. Senior employees may bump the most junior employee in an equal or lesser classification, provided they are qualified.
- Employees are recalled in order of seniority, provided they are qualified and available.
- No new employees may be hired within 12 months of a layoff until those laid off have been offered re-employment.
- Notice of layoff: two weeks for employees with up to one year of service; one additional week per additional year of service, to a maximum of 15 additional weeks.
Grievance and Arbitration
Grievances are handled in accordance with Part XII (Labour Relations) of the Community Safety and Policing Act, 2019. Differences regarding interpretation, application or administration of the agreement, including arbitrability questions, are subject to that Act’s dispute-resolution process.
Training and College Allowance
- Employees required to attend the Ontario Police College in Aylmer receive a $200 allowance per trip if using their personal vehicle. Personal vehicle use for police business is reimbursed per National Joint Council rates.
- Training requiring a leave of absence with partial pay: employees must have at least three years of service; salary during training is 75% for up to two academic years; a return-to-service obligation equal to twice the training period applies.
- Employees who are trained to train other employees in a structured program receive a $2.00-per-hour training premium.
Legal Indemnification
Employees charged with and finally acquitted of a criminal or statutory offence arising from good-faith performance of duties are indemnified for necessary and reasonable legal costs. The Board may extend indemnification in cases of absolute discharge and may decline indemnification where actions constituted gross dereliction of duty or deliberate abuse of power.
DEI and Non-Discrimination
The agreement does not contain a standalone non-discrimination or equity clause beyond references to compliance with the Ontario Human Rights Code regarding pregnancy-related accommodations. The Board is obligated under the Community Safety and Policing Act, 2019 to deal with employees fairly and equitably and in a manner consistent with the agreement.
Annual Medical Examination
Employees may be required to undergo medical examinations by a practitioner of their choice. If the Board is unsatisfied with the result, it may require a second examination at its own expense. If the employee objects to the Board’s chosen practitioner, the employee may name three practitioners, one of whom the Board selects.
Source Document
The full collective agreement is available here.
Tags
- NAICS Code: 91 (Public Administration — specifically 91191, Other Federal, Provincial and Territorial Public Administration, or 91299, Other Local, Municipal and Regional Public Administration)
- Union: Ottawa Police Association
- Employer: Ottawa Police Service Board
- Province: Ontario
