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Part VII: Salary

23 SALARY SCHEDULES
23.1 Salary rates shall be in accordance with Salary Schedules 01, 02, 04, 11, 12 and 14 that are part of this Agreement.
23.2 The salary schedules shall be increased as follows:
January 1, 2005   3.25%
January 1, 2006   3.25%
January 1, 2007   3.00%
January 1, 2008   3.00%
January 1, 2009   3.00%
Adjustments to Salary Schedules 04 will be made in accordance with the agreed formulae concurrent with the above mentioned economic increases.
        BRUCE POWER L. P. Rounded Reference Points 05
TABLE SHOWING THE ROUNDED REFERENCE POINT WEEKLY DOLLARS
FOR SOCIETY SALARY SCHEDULES
 
  35 HOUR SCHEDULES 40 HOUR SCHEDULES
Salary Grade M&P Standard FM&P M&P Standard FM&P Operations Supervisory
  (01) (02) (11) (12) (14)
16   1,991   2,332  
15   1,867   2,187  
14   1,751   2,051  
13   1,642   1,924  
12   1,540   1,804  
11   1,445   1,692  
10   1,355   1,587  
09   1,271   1,489  
08          
07          
06 1,991   2,332    
05 1,867   2,187    
04 1,751   2,051   2,850
03 1,642   1,924   2,335
02 1,540   1,804   2,572
01 1,445   1,692   2,375
 
Compensation & Benefits
Effective: January 1, 2005


BRUCE POWER L. P. Sch 01
SALARY SCHEDULE 01
 
STANDARD SCHEDULE FOR
MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT MP1 MP2 MP3 MP4 MP5 MP6
Max 115 1,661 1,771 1,889 2,014 2,147 2,290
114 1,647 1,756 1,872 1,996 2,129 2,270
113 1,632 1,741 1,856 1,979 2,110 2,250
112 1,618 1,725 1,839 1,961 2,091 2,230
111 1,604 1,710 1,823 1,944 2,073 2,210
110 1,589 1,694 1,807 1,926 2,054 2,190
109 1,575 1,679 1,790 1,909 2,035 2,170
108 1,560 1,664 1,774 1,891 2,017 2,150
107 1,546 1,648 1,757 1,874 1,998 2,130
106 1,531 1,633 1,741 1,856 1,979 2,110
105 1,517 1,617 1,725 1,839 1,961 2,090
104 1,502 1,602 1,708 1,821 1,942 2,071
103 1,488 1,587 1,692 1,804 1,923 2,051
102 1,474 1,571 1,675 1,786 1,905 2,031
101 1,459 1,556 1,659 1,769 1,886 2,011
 
Ref Pt 100 1,445 1,540 1,642 1,751 1,867 1,991
 
99 1,430 1,525 1,626 1,734 1,849 1,971
98 1,416 1,510 1,610 1,716 1,830 1,951
97 1,401 1,494 1,593 1,699 1,811 1,931
96 1,387 1,479 1,577 1,681 1,793 1,911
95 1,372 1,463 1,560 1,664 1,774 1,891
94 1,358 1,448 1,544 1,646 1,755 1,871
93 1,344 1,433 1,527 1,629 1,737 1,852
92 1,329 1,417 1,511 1,611 1,718 1,832
91 1,315 1,402 1,495 1,594 1,699 1,812
90 1,300 1,386 1,478 1,576 1,680 1,792
89 1,286 1,371 1,462 1,559 1,662 1,772
88 1,271 1,356 1,445 1,541 1,643 1,752
87 1,257 1,340 1,429 1,524 1,624 1,732
86 1,242 1,325 1,412 1,506 1,606 1,712
85 1,228 1,309 1,396 1,489 1,587 1,692
84 1,213 1,294 1,380 1,471 1,568 1,672
83 1,199 1,278 1,363 1,453 1,550 1,652
82 1,185 1,263 1,347 1,436 1,531 1,633
81 1,170 1,248 1,330 1,418 1,512 1,613
Min 80 1,156 1,232 1,314 1,401 1,494 1,593
 
UNROUNDED REFERENCE POINTS
MP1 MP2 MP3
1,444.6374 1,540.3446 1,642.3924
 
MP4 MP5 MP6
1,751.2009 1,867.2180 1,990.9212
 
Note: This schedule covers a 35-hour workweek.
Compensation & Benefits
Effective: January 1, 2005


BRUCE POWER L. P. Sch 02
SALARY SCHEDULE 02
 
CONSTRUCTION
FIELD MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT FMP09 FMP10 FMP11 FMP12 FMP13 FMP14 FMP15 FMP16
Max 115 1,461 1,558 1,661 1,771 1,889 2,014 2,147 2,290
114 1,449 1,545 1.647 1,756 1,872 1,996 2,129 2,270
113 1,436 1,531 1,632 1,741 1,856 1,979 2,110 2,250
112 1,423 1,517 1,618 1,725 1.839 1,961 2,091 2,230
111 1,410 1,504 1,604 1,710 1,823 1,944 2,073 2,210
110 1,398 1,490 1,589 1,694 1,807 1,926 2,054 2,190
109 1,385 1,477 1,575 1,679 1,790 1,909 2,035 2,170
108 1,372 1,463 1,560 1,664 1,774 1,891 2,017 2,150
107 1,360 1,450 1,546 1,648 1,757 1,874 1,998 2,130
106 1,347 1,436 1,531 1,633 1,741 1,856 1,979 2,110
105 1,334 1,423 1,517 1,617 1,725 1,839 1,961 2,090
104 1,322 1,409 1,502 1,602 1,708 1,821 1,942 2,071
103 1,309 1,396 1,488 1,587 1,692 1,804 1,923 2,051
102 1,296 1,382 1,474 1,571 1,675 1,786 1,905 2,031
101 1,283 1,368 1,459 1,556 1,659 1,769 1,886 2,011
 
Ref Pt 100 1,271 1,355 1,445 1,540 1,642 1,751 1,867 1,991
 
99 1,258 1,341 1,430 1,525 1,626 1,734 1,849 1,971
98 1,245 1,328 1,416 1,510 1,610 1,716 1,830 1,951
97 1,233 1,314 1,401 1,494 1,593 1,699 1,811 1,931
96 1,220 1,301 1,387 1,479 1,577 1,681 1,793 1.911
95 1,207 1,287 1,372 1,463 1,560 1,664 1,774 1,891
94 1,194 1,274 1,358 1,448 1,544 1.646 1,755 1,871
93 1,182 1,260 1,344 1,433 1,527 1,629 1,737 1,852
92 1,169 1,246 1,329 1,417 1,511 1,611 1,718 1,832
91 1,156 1,233 1,315 1,402 1,495 1,594 1,699 1,812
90 1,144 1,219 1,300 1,386 1,478 1,576 1,680 1,792
89 1,131 1,206 1,286 1,371 1,462 1,559 1,662 1,772
88 1,118 1,192 1,271 1,356 1,445 1,541 1,643 1,752
87 1,106 1,179 1,257 1,340 1,429 1,524 1,624 1,732
86 1,093 1,165 1,242 1,325 1,412 1,506 1,606 1,712
85 1,080 1,152 1,228 1,309 1,396 1,489 1,587 1,692
84 1,067 1,138 1,213 1,294 1,380 1,471 1,568 1,672
83 1,055 1,125 1,199 1,278 1,363 1,453 1,550 1,652
82 1,042 1,111 1,185 1,263 1,347 1,436 1,531 1,633
81 1,029 1,097 1,170 1,248 1,330 1,418 1,512 1,613
Min 80 1,017 1,084 1,156 1,232 1,314 1,401 1,494 1,593
 
UNROUNDED REFERENCE POINTS
FMP09 FMP10 FMP11 FMP12
1,270.6934 1,354.8768 1,444.6374 1,540.3446
 
FMP13 FMP14 FMP15 FMP16
1,642.3924 1,751.2009 1,867.2180 1,990.9212
 
Note:
1. This schedule applies to Management and Professional Employees of the Design and Construction Branch who are paid from project or Field Construction and Services Division payrolls.
2. While all grades apply to Management staff, only the top six grades will be used for positions requiring Professional staff.
3. This schedule covers a 35-hour workweek.
Compensation & Benefits
Effective: January 1, 2005


BRUCE POWER L. P. Sch 04
SALARY SCHEDULE 04
MANAGEMENT AND PROFESSIONAL STAFF
DEVELOPMENT SCHEDULE
- DOLLARS PER WEEK
 
GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
01 825.00 970.00 1036.00 1101.00 1167.00 1232.00
 
Notes:
1. This schedule covers a 35-hour work week.
2. For employees hired at Step 2 and above, Step-to-Step progression is automatic on a semiannual basis unless withheld for performance reasons.
3. For employees hired at Step 1. Step-to-Step progression is automatic at 21 week intervals unless withheld for performance reasons.
Compensation & Benefits
Effective: January 1, 2005


BRUCE POWER L. P. Sch 11
SALARY SCHEDULE 11
 
STANDARD SCHEDULE FOR
MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT MP1 MP2 MP3 MP4 MP5 MP6
Max 115 1,946 2,075 2,213 2,359 2,515 2,682
114 1,929 2,057 2,193 2,339 2,494 2,659
113 1,912 2,039 2,174 2,318 2,472 2,635
112 1,895 2,021 2,155 2,298 2,450 2,612
111 1,878 2,003 2,136 2,277 2,428 2,589
110 1,862 1,985 2,116 2,257 2,406 2,565
109 1,845 1,967 2,097 2,236 2,384 2,542
108 1,828 1,949 2,078 2,216 2,362 2,519
107 1,811 1,931 2,059 2,195 2,340 2,495
106 1,794 1,913 2,039 2,174 2,319 2,472
105 1,777 1,895 2,020 2,154 2,297 2,449
104 1,760 1,877 2,001 2,133 2,275 2,426
103 1,743 1,859 1,982 2,113 2,253 2,402
102 1,726 1,840 1,962 2,092 2,231 2,379
101 1,709 1,822 1,943 2,072 2,209 2,356
 
Ref Pt 100 1,692 1,804 1,924 2,051 2,187 2,332
 
99 1,675 1,786 1,905 2,031 2,165 2,309
98 1,658 1,768 1,885 2,010 2,144 2,286
97 1,642 1,750 1,866 1,990 2,122 2,262
96 1,625 1,732 1,847 1,969 2,100 2,239
95 1,608 1,714 1,828 1,949 2,078 2,216
94 1,591 1,696 1,809 1,928 2,056 2,192
93 1,574 1,678 1,789 1,908 2,034 2,169
92 1,557 1,660 1,770 1,887 2,012 2,146
91 1,540 1,642 1,751 1,867 1,990 2,122
90 1,523 1,624 1,732 1,846 1,969 2,099
89 1,506 1,606 1,712 1,826 1,947 2,076
88 1,489 1,588 1,693 1,805 1,925 2,052
87 1,472 1,570 1,674 1,785 1,903 2,029
86 1,455 1,552 1,655 1,764 1,881 2,006
85 1,438 1,534 1,635 1,744 1,859 1,982
84 1,422 1,516 1,616 1,723 1,837 1,959
83 1,405 1,498 1,597 1,703 1,815 1,936
82 1,388 1,480 1,578 1,682 1,794 1,912
81 1,371 1,462 1,558 1,662 1,772 1,889
Min 80 1,354 1,444 1,539 1,641 1,750 1,866
 
UNROUNDED REFERENCE POINTS
MP1 MP2 MP3
1,692.2895 1,804.4037 1,923.9454
 
MP4 MP5 MP6
2,051.4068 2,187.3125 2,332.2220
 
Note: This schedule covers a 40-hour workweek.
Compensation & Benefits
Effective: January 1, 2005


BRUCE POWER L. P. Sch 12
SALARY SCHEDULE 12
 
CONSTRUCTION
FIELD MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT FMP09 FMP10 FMP11 FMP12 FMP13 FMP14 FMP15 FMP16
Max 115 1,712 1,825 1,946 2,075 2,213 2,359 2,515 2,682
114 1,697 1,809 1,929 2,057 2,193 2,339 2,494 2,659
113 1,682 1,793 1,912 2,039 2,174 2,318 2,472 2,635
112 1,667 1,778 1,895 2,021 2,155 2,298 2,450 2,612
111 1,652 1,762 1,878 2,003 2,136 2,277 2,428 2,589
110 1,637 1,746 1,862 1,985 2,116 2,257 2,406 2,565
109 1,622 1,730 1,845 1,967 2,097 2,236 2,384 2,542
108 1,608 1,714 1,828 1,949 2,078 2,216 2,362 2,519
107 1,593 1,698 1,811 1,931 2,059 2,195 2,340 2,495
106 1,578 1,682 1,794 1,913 2,039 2,174 2,319 2,472
105 1,563 1,666 1,777 1,895 2,020 2,154 2,297 2,449
104 1,548 1,651 1,760 1,877 2,001 2,133 2,275 2,426
103 1,533 1,635 1,743 1,859 1,982 2,113 2,253 2,402
102 1,518 1,619 1,726 1,840 1,962 2,092 2,231 2,379
101 1,503 1,603 1,709 1,822 1,943 2,072 2,209 2,356
 
Ref Pt 100 1,489 1,587 1,692 1,804 1,924 2,051 2,187 2,332
 
99 1,474 1,571 1,675 1,786 1,905 2,031 2,165 2,309
98 1,459 1,555 1,658 1,768 1,885 2,010 2,144 2,286
97 1,444 1,540 1,642 1,750 1,866 1,990 2,122 2,262
96 1,429 1,524 1,625 1,732 1,847 1,969 2,100 2,239
95 1,414 1,508 1,608 1,714 1,828 1,949 2,078 2,216
94 1,399 1,492 1,591 1,696 1,809 1,928 2,056 2,192
93 1,384 1,476 1,574 1,678 1,789 1,908 2,034 2,169
92 1,369 1,460 1,557 1,660 1,770 1,887 2,012 2,146
91 1,355 1,444 1,540 1,642 1,751 1,867 1,990 2,122
90 1,340 1,428 1,523 1,624 1,732 1,846 1,969 2,099
89 1,325 1,413 1,506 1,606 1,712 1,826 1,947 2,076
88 1,310 1,397 1,489 1,588 1,693 1,805 1,925 2,052
87 1,295 1,381 1,472 1,570 1,674 1,785 1,903 2,029
86 1,280 1,365 1,455 1,552 1,655 1,764 1,881 2,006
85 1,265 1,349 1,438 1,534 1,635 1,744 1,859 1,982
84 1,250 1,333 1,422 1,516 1,616 1,723 1,837 1,959
83 1,235 1,317 1,405 1,498 1,597 1,703 1,815 1,936
82 1,221 1,301 1,388 1,480 1,578 1,682 1,794 1,912
81 1,206 1,286 1,371 1,462 1,558 1,662 1,772 1,889
Min 80 1,191 1,270 1,354 1,444 1,539 1,641 1,750 1,866
 
UNROUNDED REFERENCE POINTS
FMP09 FMP10 FMP11 FMP12
1,488.5265 1,587.1414 1,692.2895 1,804.4037
 
FMP13 FMP14 FMP15 FMP16
1,923.9454 2,051.4068 2,187.3125 2,332.2220
 
Note:
1. This schedule applies to Management and Professional Employees of the Design and Construction Branch who are paid from project or Field Construction and Services Division payrolls.
2. While all grades apply to Management staff, only the top six grades will be used for positions requiring Professional staff.
3. This schedule covers a 40-hour workweek.
Compensation & Benefits
Effective: January 1, 2005


BRUCE POWER L. P. Sch 14
SALARY SCHEDULE 14
 
STANDARD SCHEDULE FOR
OPERATIONS SUPERVISORY STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
STEP OS2 UOTS SSlT OS1/CRSS  
GRADE 1 GRADE 2 GRADE 3 GRADE 4  
Step 8 2,375 2,572 2,850  
Step 7 2,310 2,516 2,777  
Step 6 2,245 2,459 2,335 2,702  
Step 5 2,180 2,403 2,144 2,629  
Step 4 2,115 2,346 2,056 2,556  
Step 3 2,050 2,290 1,947 2,482  
Step 2 1,985 2,233 1,846 2,409  
Step 1 1,920 2,176 1,764 2,335  
 
Note: This schedule is applicable to positions established as having a 40-hour basic workweek.
Compensation & Benefits
Effective: January 1, 2005


        BRUCE POWER L. P. Rounded Reference Points 06
TABLE SHOWING THE ROUNDED REFERENCE POINT WEEKLY DOLLARS
FOR SOCIETY SALARY SCHEDULES
 
  35 HOUR SCHEDULES 40 HOUR SCHEDULES
Salary Grade M&P Standard FM&P M&P Standard FM&P Operations Supervisory
  (01) (02) (11) (12) (14)
16   2,056   2,408  
15   1,928   2,258  
14   1,808   2,118  
13   1,696   1,986  
12   1,590   1,863  
11   1,492   1,747  
10   1,399   1,639  
09   1,312   1,537  
08          
07          
06 2,056   2,408    
05 1,928   2,258    
04 1,808   2,118   2,943
03 1,696   1,986   2,411
02 1,590   1,863   2,656
01 1,492   1,747   2,452
 
Compensation & Benefits
Effective: January 1, 2006


BRUCE POWER L. P. Sch 01
SALARY SCHEDULE 01
 
STANDARD SCHEDULE FOR
MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT MP1 MP2 MP3 MP4 MP5 MP6
Max 115 1,715 1.829 1,950 2,079 2,217 2,364
114 1,700 1,813 1,933 2,061 2,198 2,343
113 1,685 1,797 1,916 2,043 2,179 2,323
112 1,671 1,781 1,899 2,025 2,159 2,302
111 1,656 1,765 1,882 2,007 2,140 2,282
110 1,641 1,749 1,865 1,989 2,121 2,261
109 1,626 1,734 1,848 1,971 2,101 2,241
108 1,611 1,718 1,831 1,953 2,082 2,220
107 1,596 1.702 1.814 1,935 2,063 2,200
106 1,581 1,686 1,798 1,917 2,044 2,179
105 1,566 1,670 1,781 1,899 2,024 2,158
104 1,551 1,654 1,764 1,880 2,005 2,138
103 1,536 1,638 1,747 1,862 1,986 2,117
102 1,521 1,622 1,730 1,844 1,966 2.097
101 1,507 1,606 1,713 1,826 1,947 2,076
 
Ref Pt 100 1,492 1,590 1,696 1,808 1,928 2,056
 
99 1,477 1,575 1,679 1,790 1.909 2,035
98 1,462 1,559 1,662 1,772 1,889 2,015
97 1,447 1,543 1,645 1,754 1,870 1,994
96 1,432 1,527 1,628 1,736 1,851 1,973
95 1,417 1,511 1,611 1,718 1,832 1,953
94 1,402 1,495 1,594 1,700 1,812 1,932
93 1,387 1,479 1,577 1,682 1,793 1.912
92 1,372 1,463 1,560 1,663 1,774 1,891
91 1,357 1,447 1,543 1,645 1,754 1,871
90 1,342 1,431 1,526 1,627 1,735 1,850
89 1,328 1,415 1,509 1,609 1,716 1,830
88 1,313 1,400 1,492 1,591 1,697 1,809
87 1,298 1,384 1,475 1,573 1,677 1,788
86 1,283 1,368 1,458 1,555 1,658 1,768
85 1,268 1,352 1,441 1,537 1,639 1,747
84 1,253 1,336 1,424 1,519 1,619 1,727
83 1,238 1,320 1,407 1,501 1,600 1,706
82 1,223 1,304 1,391 1,483 1,581 1,686
81 1,208 1,288 1,374 1,465 1,562 1,665
Min 80 1,193 1,272 1,357 1,446 1,542 1,645
 
UNROUNDED REFERENCE POINTS
MP1 MP2 MP3
1,491.5881 1,590.4058 1,695.7702
 
MP4 MP5 MP6
1,808.1150 1,927.9026 2,055.6261
 
Note: This schedule covers a 35-hour workweek.
Compensation & Benefits
Effective: January 1, 2006


BRUCE POWER L. P. Sch 02
SALARY SCHEDULE 02
 
CONSTRUCTION
FIELD MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT FMP09 FMP10 FMP11 FMP12 FMP13 FMP14 FMP15 FMP16
Max 115 1,509 1,609 1,715 1,829 1,950 2,079 2,217 2,364
114 1,496 1,595 1,700 1,813 1,933 2,061 2,198 2,343
113 1,483 1,581 1,685 1,797 1,916 2,043 2,179 2,323
112 1,469 1,567 1,671 1,781 1,899 2,025 2,159 2,302
111 1,456 1,553 1,656 1,765 1,882 2,007 2,140 2,282
110 1,443 1,539 1,641 1,749 1,865 1,989 2,121 2,261
109 1,430 1,525 1,626 1,734 1,848 1,971 2,101 2,241
108 1,417 1,511 1,611 1,718 1,831 1,953 2,082 2,220
107 1,404 1,497 1,596 1,702 1,814 1,935 2,063 2,200
106 1,391 1,483 1,581 1,686 1,798 1,917 2,044 2,179
105 1,378 1,469 1,566 1,670 1,781 1,899 2,024 2,158
104 1,364 1,455 1,551 1,654 1,764 1,880 2,005 2,138
103 1,351 1,441 1,536 1,638 1,747 1,862 1,986 2,117
102 1,338 1,427 1,521 1,622 1,730 1,844 1,966 2,097
101 1,325 1,413 1,507 1,606 1,713 1,826 1,947 2,076
 
Ref Pt 100 1,312 1,399 1,492 1,590 1,696 1,808 1,928 2,056
 
99 1,299 1,385 1,477 1,575 1,679 1,790 1,909 2,035
98 1,286 1,371 1,462 1,559 1,662 1,772 1,889 2,015
97 1,273 1,357 1,447 1,543 1,645 1,754 1,870 1,994
96 1,260 1,343 1,432 1,527 1,628 1,736 1,851 1,973
95 1,246 1,329 1,417 1,511 1,611 1,718 1,832 1,953
94 1,233 1,315 1,402 1,495 1,594 1,700 1,812 1,932
93 1,220 1,301 1,387 1,479 1,577 1,682 1,793 1,912
92 1,207 1,287 1,372 1,463 1,560 1,663 1,774 1,891
91 1,194 1,273 1,357 1,447 1,543 1,645 1,754 1,871
90 1,181 1,259 1,342 1,431 1,526 1,627 1,735 1,850
89 1,168 1,245 1,328 1,415 1,509 1,609 1,716 1,830
88 1,155 1,231 1,313 1,400 1,492 1,591 1,697 1,809
87 1,141 1,217 1,298 1,384 1,475 1,573 1,677 1,788
86 1,128 1,203 1,283 1,368 1,458 1,555 1,658 1,768
85 1,115 1,189 1,268 1,352 1,441 1,537 1,639 1,747
84 1,102 1,175 1,253 1,336 1,424 1,519 1,619 1,727
83 1,089 1,161 1,238 1,320 1,407 1,501 1,600 1,706
82 1,076 1,147 1,223 1,304 1,391 1,483 1,581 1,686
81 1,063 1,133 1,208 1,288 1,374 1,465 1,562 1,665
Min 80 1,050 1,119 1,193 1,272 1,357 1,446 1,542 1,645
 
UNROUNDED REFERENCE POINTS
FMP09 FMP10 FMP11 FMP12
1,311.9909 1,398.9103 1,444.6374 1,590.4058
 
FMP13 FMP14 FMP15 FMP16
1,695.7702 1,808.1150 1,867.2180 2,055,6261
 
Note:
1. This schedule applies to Management and Professional Employees of the Design and Construction Branch who are paid from project or Field Construction and Services Division payrolls.
2. While all grades apply to Management staff, only the top six grades will be used for positions requiring Professional staff.
3. This schedule covers a 35-hour workweek.
Compensation & Benefits
Effective: January 1, 2006


BRUCE POWER L. P Sch 04
SALARY SCHEDULE 04
MANAGEMENT AND PROFESSIONAL STAFF
DEVELOPMENT SCHEDULE
- DOLLARS PER WEEK
 
GRADE STEP 1 STEP 2 STEP 3 STEP 4 STEP 5 STEP 6
01 825.00 970.00 1046.00 1121.00 1197.00 1272.00
 
Notes:
1. This schedule covers a 35-hour work week.
2. For employees hired at Step 2 and above, Step-to-Step progression is automatic on a semiannual basis unless withheld for performance reasons.
3. For employees hired at Step 1. Step-to-Step progression is automatic at 21 week intervals unless withheld for performance reasons.
Compensation & Benefits
Effective: January 1, 2006


BRUCE POWER L. P. Sch 11
SALARY SCHEDULE 11
 
STANDARD SCHEDULE FOR
MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT MP1 MP2 MP3 MP4 MP5 MP6
Max 115 2,009 2,143 2,284 2,436 2,597 2,769
114 1,992 2,124 2,265 2,415 2,575 2,745
113 1,974 2,105 2,245 2,393 2,552 2,721
112 1,957 2,067 2,225 2,372 2,529 2,697
111 1,939 2,068 2,205 2,351 2,507 2,673
110 1,922 2,049 2,185 2,330 2,484 2,649
109 1,905 2,031 2,165 2,309 2,462 2,625
108 1,887 2,012 2,145 2,288 2,439 2,601
107 1,870 1,993 2,126 2,266 2,416 2,577
106 1,852 1,975 2,106 2,245 2,394 2,553
105 1,835 1,956 2,086 2,224 2,371 2,528
104 1,817 1,938 2,066 2,203 2,349 2,504
103 1,800 1,919 2,046 2,182 2,326 2,480
102 1,782 1,900 2,026 2,160 2,304 2,456
101 1,765 1,882 2,006 2,139 2,281 2,432
 
Ref Pt 100 1,747 1,863 1,986 2,118 2,258 2,408
 
99 1,730 1,844 1,967 2,097 2,236 2,384
98 1,712 1,826 1,947 2,076 2,213 2,360
97 1,695 1,807 1,927 2,055 2,191 2,336
96 1,677 1,789 1,907 2,033 2,168 2,312
95 1,660 1,770 1,887 2,012 2,145 2,288
94 1,642 1,751 1,867 1,991 2,123 2,264
93 1,625 1,733 1,847 1,970 2,100 2,239
92 1,608 1,714 1,828 1,949 2,078 2,215
91 1,590 1,695 1,808 1,927 2,055 2,191
90 1,573 1,677 1,788 1,906 2,033 2,167
89 1,555 1,658 1,768 1,885 2,010 2,143
88 1,538 1,639 1,748 1,864 1,987 2,119
87 1,520 1,621 1,728 1,843 1,965 2,095
86 1,503 1,602 1,708 1,822 1,942 2,071
85 1,485 1,584 1,689 1,800 1,920 2,047
84 1,468 1,565 1,669 1,779 1,897 2,023
83 1,450 1,546 1,649 1,758 1,874 1,999
82 1,433 1,528 1,629 1,737 1,852 1,975
81 1,415 1,509 1,609 1,716 1,829 1,950
Min 80 1,398 1,490 1,589 1,694 1,807 1,926
 
UNROUNDED REFERENCE POINTS
MP1 MP2 MP3
1,747.2889 1,863.0468 1,986.4737
 
MP4 MP5 MP6
2,118.0776 2,258.4002 2,408.0192
 
Note: This schedule covers a 40-hour workweek.
Compensation & Benefits
Effective: January 1, 2006


BRUCE POWER L. P. Sch 12
SALARY SCHEDULE 12
 
CONSTRUCTION
FIELD MANAGEMENT AND PROFESSIONAL STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
PERCENTAGE
OF REF PT FMP09 FMP10 FMP11 FMP12 FMP13 FMP14 FMP15 FMP16
Max 115 1,767 1,885 2,009 2,143 2,284 2,436 2,597 2,769
114 1,752 1,868 1,992 2,124 2,265 2,415 2,575 2,745
113 1,737 1,852 1,974 2,105 2,245 2,393 2,552 2,721
112 1,721 1,835 1,957 2,087 2,225 2,372 2,529 2,697
111 1,706 1,819 1,939 2,068 2,205 2,351 2,507 2,673
110 1,691 1,803 1,922 2,049 2,185 2,330 2,484 2,649
109 1,675 1,786 1,905 2,031 2,165 2,309 2,462 2,625
108 1,660 1,770 1,887 2,012 2,145 2,288 2,439 2,601
107 1,644 1,753 1,870 1,993 2,126 2,266 2,416 2,577
106 1,629 1,737 1,852 1,975 2,106 2,245 2,394 2,553
105 1,614 1,721 1,835 1,956 2,086 2,224 2,371 2,528
104 1,598 1,704 1,817 1,938 2,066 2,203 2,349 2,504
103 1,583 1,688 1,800 1,919 2,046 2,182 2,326 2,480
102 1,568 1,671 1,782 1,900 2,026 2,160 2,304 2,456
101 1,552 1,655 1,765 1,882 2,006 2,139 2,281 2,432
 
Ref Pt 100 1,537 1,639 1,747 1,863 1,986 2,118 2,258 2,408
 
99 1,522 1,622 1,730 1,844 1,967 2,097 2,236 2,384
98 1,506 1,606 1,712 1,826 1,947 2,076 2,213 2,360
97 1,491 1,590 1,695 1,807 1,927 2,055 2,191 2,336
96 1,475 1,573 1,677 1,789 1,907 2,033 2,168 2,312
95 1,460 1,557 1,660 1,770 1,887 2,012 2,145 2,288
94 1,445 1,540 1,642 1,751 1,867 1,991 2,123 2,264
93 1,429 1,524 1,625 1,733 1,847 1,970 2,100 2,239
92 1,414 1,508 1,608 1,714 1,828 1,949 2,078 2,215
91 1,399 1,491 1,590 1,695 1,808 1,927 2,055 2,191
90 1,383 1,475 1,573 1,677 1,788 1,906 2,033 2,167
89 1,368 1,458 1,555 1,658 1,768 1,885 2,010 2,143
88 1,352 1,442 1,538 1,639 1,748 1,864 1,987 2,119
87 1,337 1,426 1,520 1,621 1,728 1,843 1,965 2,095
86 1,322 1,409 1,503 1,602 1,708 1,822 1,942 2,071
85 1,306 1,393 1,485 1,584 1,689 1,800 1,920 2,047
84 1,291 1,377 1,468 1,565 1,669 1,779 1,897 2,023
83 1,276 1,360 1,450 1,546 1,649 1,758 1,874 1,999
82 1,260 1,344 1,433 1,528 1,629 1,737 1,852 1,975
81 1,245 1,327 1,415 1,509 1,609 1,716 1,829 1,950
Min 80 1,230 1,311 1,398 1,490 1,589 1,694 1,807 1,926
 
UNROUNDED REFERENCE POINTS
FMP09 FMP10 FMP11 FMP12
1,536.9036 1,638.7235 1,747.2889 1,863.0468
 
FMP13 FMP14 FMP15 FMP16
1,986.4737 2,118.0776 2,258.4002 2,408.0192
 
Note:
1. This schedule applies to Management and Professional Employees of the Design and Construction Branch who are paid from project or Field Construction and Services Division payrolls.
2. While all grades apply to Management staff, only the top six grades will be used for positions requiring Professional staff.
3. This schedule covers a 40-hour workweek.
Compensation & Benefits
Effective: January 1, 2006


BRUCE POWER L. P. Sch 14
SALARY SCHEDULE 14
 
STANDARD SCHEDULE FOR
OPERATIONS SUPERVISORY STAFF
- DOLLARS PER WEEK
 
SALARY GRADE
STEP OS2 UOTS SSlT OS1/CRSS  
GRADE 1 GRADE 2 GRADE 3 GRADE 4  
Step 8 2,452 2,656 2,943  
Step 7 2,385 2,598 2,867  
Step 6 2,318 2,540 2,411 2,791  
Step 5 2,250 2,481 2,213 2,715  
Step 4 2,183 2,423 2,123 2,639  
Step 3 2,116 2,365 2,010 2,563  
Step 2 2,049 2,306 1,906 2,488  
Step 1 1,982 2,248 1,822 2,411  
 
Note: This schedule is applicable to positions established as having a 40-hour basic workweek.
Compensation & Benefits
Effective: January 1, 2006

24 ESCALATOR CLAUSE
24.1 In the event that Bruce Power and The Society negotiate a Collective Agreement for a term of more than one year, a Cost of Living Adjustment (COLA) escalator clause shall become part of such an Agreement and shall be applicable to all employees covered by that Agreement.
24.2 Defined as the difference between CPI increase for Ontario (all items 1992=100) for a 12 month period and "x".
1. Note that for the following term periods, the value of "x" will be as follows:
January 1, 2007 - December 31, 2007, "x" = 3.00
January 1, 2008 - December 31, 2008, "x" = 3.00
January 1, 2009 - December 31, 2009, "x" = 3.00
2. The COLA differential will be calculated to 2 decimal places based on the following formula:
(a) For the period of the agreement covering January 1, 2007 to December 31, 2007, the COLA differential will be calculated in January 2008 based on the CPI increase for the 12 months ended December 31, 2007. The payment will be made in the form of a lump sum effective December 31, 2007 and will be retroactive to the first payroll period in 2008. The wage schedule will be adjusted effective December 31, 2007 for any COLA differential.
(b) For the period of the agreement covering January 1, 2008 to December 31, 2008, the COLA differential will be calculated in January 2009 based on the CPI increase for the 12 months ended December 31, 2008. The payment will be made in the form of a lump sum effective December 31, 2008 and will be retroactive to the first payroll period in 2009. The wage schedule will be adjusted effective December 31, 2008 for any COLA differential.
(c) For the period of the agreement covering January 1, 2009 to December 31, 2009, the COLA differential will be calculated in January 2010 based on the CPI increase for the 12 months ended December 31, 2009. The payment will be made in the form of a lump sum effective December 31, 2009 and will be retroactive to the first payroll period in 2010. The wage schedule will be adjusted effective December 31, 2009 for any COLA differential.

25 PAY AND BENEFITS TREATMENT OF STAFF PAID FROM SALARY SCHEDULE 04
- MANAGEMENT AND PROFESSIONAL (M&P) DEVELOPMENT SCHEDULE
25.1 Pay Treatment
Salary Schedule 04 will be used for:
a) The hiring and progression of all employees hired for Management and Professional (M&P) or Field Management and Professional (FM&P) work, when they have less than the following applicable experience requirements after Bachelor graduation:

Job Level Applicable Experience Requirements
MP1 1.5 years
MP2 2 years
MP3 and over 2.5 years
or;
b) As a bridging salary schedule for employees who are appointed to entry M&P or FM&P positions from non-M&P/FM&P salary schedules where such employees are not fully qualified or do not meet the minimum experience requirements for the position.
25.2 Individuals with advanced degrees or some applicable experience may be given an appropriate time credit when they are placed on Salary Schedule 04.
25.3 Salary Schedule 04 will consist of six steps. Step 6 will be equivalent to 80% of MP2 Reference Point, and Step 2 will be established at the estimated average community hiring rate for new engineering graduates. Intervening steps will be in equal dollar increments rounded to the nearest whole dollar. Step 1 will be used, where appropriate, as a hiring rate for non-engineering graduates.
25.4 Management will consult with The Society before determining the community hiring rate and a joint data collecting process will be used for setting the average community rate.
25.5 Progression from step-to-step on Salary Schedule 04 will be dependent upon satisfactory performance.
25.6 Step-to-step progression will be at six-month intervals for graduates hired at Step 2 or above.
25.7 Step-to-step progression will be at four equal intervals of 21 weeks plus one further progression to Step 6 at the second anniversary date for graduates hired at Step 1. Progression to Step 6 will not take longer than 24 months for anyone on the 04 Schedule.
25.8 Regardless of the date of appointment to an M&P or FM&P job, individuals will remain on Salary Schedule 04 until they reach the following steps:

Job Level Minimum Step on Salary Schedule 04
MP1/FMP11 Step 4
MP2/FMP12 Step 5
MP3/FMP13 or higher level Step 6
On the next regular progression date appointees to an M&P/FM&P job will be transferred to Salary Schedule 01 or 02 and will be paid 80% of the salary grade for their job. Salary progression thereafter will be in accordance with the Performance Pay Plan.
25.9 Employees who have reached Step 6 and have not yet been appointed to an M&P or FM&P job will be treated as special cases to be dealt with on an individual basis by line management.
25.10 A progression step may be withheld due to unsatisfactory performance. In such cases the employee's performance will be reviewed at the next progression date and, if performance has been satisfactory, the employee will progress to the next step. If progression must be withheld due to unsatisfactory performance for two consecutive progression periods, there may be cause for termination. If the employee's performance is satisfactory for one year following the withholding of a progression step the employee will be awarded a two-step increase, thus restoring his/her original progression pattern.
25.11 An absence greater than one month due to illness, pregnancy, parental leave, etc., may result in an extension of a step in the progression process. The original progression dates may be reinstated if satisfactory progress can be shown to have been made during an extension period.
25.12 Vacation provisions that apply to M&P staff on Salary Schedule 01 will also apply to employees on Salary Schedule 04.
25.13 Articles contained in Part XI (Relocation Assistance) will apply to employees paid from Salary Schedule 04 when they are appointed to an M&P or FM&P job.
25.14 Eligibility for other benefits and allowances which apply to regular staff will be granted to employees on Salary Schedule 04 when they are granted regular employee status.
25.15 Shift compensation reference point rate for employees on Salary Schedule 04 hired after January 1, 1993 will be 80 percent of MP2.
25.16 Students
Student employees will be paid in accordance with Schedule 04.

26 FM&P SALARY SCHEDULE 02
The upper six grades of the FM&P Salary Schedule 02 shall be equivalent to M&P Salary Schedule 01.

27 JOB EVALUATION PLANS
27.1 Job Evaluation Plans
Job evaluation plans which are used to rate Society-represented jobs form part of this Collective Agreement. These plans are:
  • Plan A (revised January, 1988), used to classify all M&P jobs;

    • Plan A Job Evaluation Manual - delete the phrase "Once exclusion from CUPE Local 1000 has been confirmed" on page 3.
27.2 Process for Employee Initiated Job Reviews
27.2.1 An employee or group of employees may request a job review through The Society, indicating a desired rating for the position(s) in question along with a justification for the new rating.
27.2.2 Management has 30 days from the date of the request to decide whether to perform a job review. If management agrees to perform a job review then it must complete the job review within 60 days of the date of agreement.
27.2.3 If management decides not to perform the job review, or the job review results in a classification unsatisfactory to the employees involved, the Society may file a grievance within 10 working days of the communication of the decision. All such grievances will be filed at Step 2 of the Society/Bruce Power grievance procedure contained in Article 16 of the Collective Agreement.
27.2.4 In the case where a grievance is filed, the parties commit to have a fact-finding pre-meeting to share information and discuss possible resolutions. A standing Pre-Step 2 meeting will be scheduled on a bi-monthly basis to meet one month before the regularly scheduled Step 2 meetings (as specified in Article 16 of the Collective Agreement). The parties, with the aid of job evaluation experts, will exchange information on outstanding job challenges.
27.2.5 If there is no resolution of the grievance, a Step 2 meeting will be held on the next regularly scheduled standing Step 2 meeting (as specified in the new Article 16 of the Collective Agreement).
27.2.6 Any unresolved issues will proceed through the grievance/arbitration process in Article 16 of the Collective Agreement at Step 2.

28 PERFORMANCE PAY PLAN/TIME BASED PROGRESSION PAY PLAN (TBP)
During the period of January 1, 2005 to December 31, 2006, Bruce Power will not terminate or alter the terms of the Performance Pay Plan (1978, revised 1987) without the agreement of The Society. The current practice for administering the Plan will continue. The parties agree to implement a Time Based Progression Pay Plan, also referred to as the "Career Pay Plan" to replace the current Performance Pay Plan in 2007. The parties must include contractual language changes when implementing this time based progression plan. Details on the implementation of the new pay plan will be finalized and approved by the JWP by December 31, 2005.
The parties further agree that all costs associated with the Time Based Progression Pay Plan will be fully funded by Bruce Power.
28.1 Bruce Power will make the following minimum performance payouts:
Skills/Competencies
The Company will make minimum performance payouts of .75% of base payroll effective January 1, 2006 and January 1, 2007 (for the performance years 2005 & 2006) to assist with the transition to the Time Based Progression Pay Plan in 2007.
The parties agree to provide for a minimum 1% performance adjustment to those employees whose current pay standing is 99% in years 2005 and 2006, respectively, to assist in the transition to the Time Based Progression Pay Plan.
Notes:
The Skill/Competencies components are based on individual performance and are being developed according to the terms and conditions of the Letter of Understanding dated April 6, 2000 and titled "Settlement of PPM Policy Grievance (December 3, 1996) and Negotiations of New Performance Pay Plan and Job Evaluation Plan."
The above amounts are exclusive of gainshare.
These amounts will be paid out on the dates specified even if a new plan is not finalized. In such an instance the parties will meet to negotiate the interim pay-out measures and standards using, if necessary, the assistance of George Adams as mediator/arbitrator.
28.2 Bruce Power will consult with The Society on the performance pay guidelines for any future distribution of performance pay at Bruce Power prior to implementation.
28.3 Within 90 days of the implementation of any performance payout, Bruce Power shall provide The Society with the following data in electronic format:
a) Salary information for Society-represented employees as of December 31 of the preceding year and January 1 of the current year with fields identifying employee number, salary schedule, salary grade, and performance standing for each date, Business Unit, Division, department, and location. If there are five or less employees in any organizational unit, their salary information will be included in the next larger organizational unit.
b) Statistics regarding distribution of the year's performance pay adjustments, performance pay standings, and Company ratios by salary grade and Business Unit for all performance paid staff. If there are five or less employees in any organizational unit, their salary information will be included in the next larger organizational unit.
28.4 Nothing in this article amends or abrogates any terms of the Performance Pay Grievance Settlement, dated June 21, 1996 and the Personal Performance Management Grievance Settlement dated April 6, 2000.

29 PROMOTION-IN-PLACE PLANS
29.1 Definition
A "promotion-in-place plan" (PIP) means a developmental plan involving a hierarchy of related jobs, in which employees who meet defined criteria will be promoted without advertising, and where it is the normal expectation that employees will reach the end position.
29.2 Principles
29.2.1 The Society should be involved in the development and periodic review of PIPs.
29.2.2 Either The Society or Management may initiate discussions on PIP proposals.
29.3 Conditions
29.3.1 All new and revised PIPs must have the joint agreement of the JWP. During the term of the Collective Agreement, a catalogue of existing PIPs will be developed and the JWP will determine the schedule for their review upon request by either party.
29.3.2 Salary treatment upon promotion within PIP will be in accordance with Section 66.2.
29.3.3 Employment continuity treatment of employees with respect to PIPs will be in accordance with Article 64.
29.3.4 Vacancies for PIP jobs will be advertised in accordance with Clause 65.6.1 e).
29.3.5 All jobs in a PIP must be evaluated under the applicable job evaluation plan.
29.4 Standard Features
All PIPs must have the following features:
  • Based on a developmental plan to an end position.

  • Based on the expectation that normally employees in PIP jobs will reach the end position.

  • A sunset clause.

  • Joint Society-Management Agreement on promotion criteria consistent with the PIP.

  • Promotion within PIP based upon the employee meeting defined criteria (e.g., performance measures, experience, breadth of assignments). If an employee has met all of the criteria for a promotion, and the only item preventing the promotion is the individual's performance standing, then the promotion should be implemented.

  • Targeted to have sufficient staff in the higher level positions for unit viability.

  • Specification of the normal expected time period an employee should take to progress through the various stages of the PIP.

  • Provision for employees to have a reasonable opportunity to fulfill requirements to qualify for progression within the normal expected time frame.
30 TEMPORARY EMPLOYEES
Intent: Temporary employees are employees hired for short-term work assignments which are not ongoing and/or where there are no available qualified regular employees to perform the work. Such work assignments are not expected to go beyond 12 months, but may be extended up to a maximum period of 24 months with The Society's agreement. The impact on employment continuity should be an important consideration in the decision to hire temporary employees.
30.1 Society Notification
Bruce Power will discuss the circumstances with the local Society representative prior to hiring a temporary employee. The Society will be informed of the job skill needs, the salary classification for the position, the expected job duties, and the duration of the assignment.
Assignment extension beyond 12 months requires the agreement of The Society. At 24 months, Bruce Power will either terminate the employee, advertise the position if there is an ongoing staff requirement, or obtain the agreement of The Society for a further extension. If the position is advertised, and the temporary employee is not selected for the vacancy, the employee will be terminated.
Temporary employees will have their applications for vacancies considered in accordance with Article 65.6.3.
Notwithstanding the above, Bruce Power may utilize a temporary employee for up to 36 months with the approval of the appropriate Society Unit Director.
30.2 Temporary Employees with Less than 12 Months' Service
30.2.1 Compensation and Benefits Treatment
i) Vacations: payment of the prorated amount of 15 days adjusted earnings or 4%, whichever is greater.
ii) Statutory Holidays:
a) Provincially regulated employees: pay for statutory holidays provided the employee has more than three months' accumulated service.
b) Federally regulated employees: pay for statutory holidays provided the employee has more than 30 calendar days' service.
iii) Floating Holidays: three floating holidays after 20 weeks' continuous service.
iv) Sick Leave: credits for one-half day at 100% pay for each month of accumulated service.
v) Semi-Private and EHB Plan: optional at employee's cost.
vi) Remembrance Day; Personal Time Off; Parental Leave (excluding the SUB Plan); Jury Duty; Special Time Off at Christmas: same as regular employees.
vii) Kilometre Rates: same as regular employees.
viii) Personal Travel and Accident Benefits: same as regular employees.
30.2.2 Termination
When a temporary employee with less than 12 months' service is terminated for other than cause, he/she will receive at least two weeks' notice in writing.
30.3 Temporary Employees with More than 12 Months' Service
Temporary employees with more than 12 months' service are entitled to sick leave credits equal to eight days at 100% and 15 days at 75% per annum, performance appraisals and consideration for performance pay, and severance pay equal to two weeks' base salary per continuous year of service. All items in Section 34.2 above, except for 34.2.1 iv), will also apply to these employees.
30.4 Temporary Employees Working Reduced Hours
Temporary employees who work reduced hours will have the items listed in Sections 34.2.1 and 34.2.2 pro-rated in accordance with the provisions outlined in Article 71 (Reduced Hours of Work).