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Connect your calendar to receive personalized advice and anticipate your next steps.","questions in progress","Ask my first question","A preview will be available shortly.","question in progress","Ask your first question to an expert and get a personalized answer.",{"next":638,"showing":639,"previous":640},"Next","Showing {current} of {total} questions","Previous","Your Alerts","{count} total","You can only ask 2 free questions.","🔎 A preview of their answer will be available soon.\nYou can then choose to continue the exchange and get a complete and detailed answer.","Your Collections","Question Closed: Unlock the Answer","Question paid","question","View My Collection","⏳ Estimated time before preview publication: a few minutes.\n🔐 Your information is treated confidentially.","{name} is reviewing your question","questions","View All Alerts","Your questions","Articles for You","Ask a new question","Postal Code Not Recognized","Question closed","Read full answer","and access unlimited questions in all categories","💡 You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Consult the answer","Profile Strength",[665,669,673,677,681,685,689,693,697,701],{"categoryName":666,"questionText":667,"landingSeoUrl":668},"Health","I've been experiencing persistent fatigue and occasional dizziness. 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Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Get personalized follow-up on your guides","Ask a new question, follow your guides, and synchronize your Google and Outlook calendars",{"empty":726,"title":727,"types":728,"loading":23,"markAllRead":737},"No Notifications","Notifications",{"status":729,"question_paid":733,"question_reply":734,"matched_article":735,"matched_articles":736},{"closed":730,"answered":731,"partially-answered":732},"Question Closed","Your Answer is Ready","Partial Answer Available","Payment Confirmed","New Reply to Your Question","{count} New Article for You","{count} New Articles for You","Mark All as Read",{"empty":739,"title":641,"paused":740,"emptyHint":741,"reactivate":742,"categoryFallback":743},"No alerts at this time.","Alerts Paused","Connect your calendar and ask a question to receive personalized suggestions.","Reactivate","Category",{"error":126,"title":455,"minChars":745,"seoTitle":455,"emailSent":458,"minDigits":746,"emailLabel":376,"backToLogin":747,"description":748,"submitButton":457,"updateButton":749,"seoDescription":455,"updatingButton":456,"passwordUpdated":750,"emailPlaceholder":751,"errorDescription":752,"newPasswordLabel":753,"newPasswordTitle":754,"passwordMismatch":755,"submitButtonLoading":456,"confirmPasswordLabel":756,"emailSentDescription":460,"resetErrorDescription":757,"newPasswordPlaceholder":758,"confirmPasswordPlaceholder":759,"passwordUpdatedDescription":760},"Password must contain at least 8 characters","Password must contain at least 2 digits","Back to login","Enter your email address","Update password","Password updated","your email","Unable to send reset email. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":873,"subtitle":874,"subtitleExpert":875,"titleWithExpert":876},"New Question","Ask your question, we will find the right expert!","Ask your question, the answer will be sent to you.","New Question for {name}",{"to":878,"seconds":879,"responseTo":880,"expertReading":881,"estimatedResponseTime":882,"expertSentPartialResponse":883},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} sent a partial response to",{"back":454,"title":455,"sending":456,"sendLink":457,"description":885,"notifications":886},"A reset link will be sent to your email address",{"error":126,"emailSent":458,"emailError":887,"loginRequired":888,"emailSentDescription":460},"Could not send reset email. 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Calculate wages, overtime, shift premiums, vacation pay, notice and severance, CPP\u002FEI, and statutory holidays.",14,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-cupe-hospital-on-2025-2027-ed0ece2f78-1780141758.webp",{"slug":1062,"local_slug":1062,"title":1063,"description":1064,"view_count":1059,"audience":1043,"category":1053,"source":1045,"hero_image":1065,"hero_image_alt":1063},"cba-ca-cba-ibew-electrical-2025-2027","IBEW Electrical Construction CBA 2025–2027 — Free Calculator for Wages and Rights | Expert Zoom","Free calculator for IBEW electrical construction workers in Canada: wages, overtime, vacation pay, CPP\u002FEI, termination notice and statutory holidays under the 2025–2027 collective agreement.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-ibew-electrical-2025-2027-f30c4d2313.webp",{"slug":1067,"local_slug":1067,"title":1068,"description":1069,"view_count":1070,"audience":1043,"category":1053,"source":1045,"hero_image":1071,"hero_image_alt":1068},"cba-ca-cba-ona-nurses-ontario-2024-2026","ONA Nurses Ontario — Free Calculator for Wages and Rights 2026","Free interactive calculator for ONA hospital nurses in Ontario: wages, overtime, shift premiums, vacation pay, HOOPP pension, CPP\u002FEI contributions and statutory holidays. 2025–2026 rates.",12,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-ona-nurses-ontario-2024-2026-5036c6a311.webp",{"slug":1073,"local_slug":1073,"title":1074,"description":1075,"view_count":1070,"audience":1043,"category":1053,"source":1045,"hero_image":1076,"hero_image_alt":1047},"cba-ca-cba-osstf-teachers-ontario-2024-2026","OSSTF Teachers Ontario — Free Calculator for Wages and Rights 2026","Free calculator for Ontario secondary school teachers: salary grid, CPP\u002FEI, OTPP pension, vacation pay, notice and severance under the OSSTF 2022–2026 collective agreement.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-osstf-teachers-ontario-2024-2026-7e9ceed3da-1780258900.webp",{"slug":1078,"local_slug":1078,"title":1079,"description":1080,"view_count":1081,"audience":1043,"category":1053,"source":1045,"hero_image":1082,"hero_image_alt":1079},"cba-ca-cba-psac-federal-2023-2025","PSAC Federal Public Service — Free Calculator for Wages and Rights 2025-2026 | Expert Zoom","Free calculator for PSAC PA Group federal public servants: wages, overtime, vacation, severance, CPP & EI. Based on the 2023-2025 collective agreement with Treasury Board of Canada.",11,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-psac-federal-2023-2025-8b86f1c5c0.webp",{"slug":1084,"local_slug":1084,"title":1085,"description":1086,"view_count":1081,"audience":1043,"category":1053,"source":1045,"hero_image":1087,"hero_image_alt":1088},"cba-ca-cba-unite-here-hospitality-2025-2027","UNITE HERE Hospitality Workers — Free Calculator for Wages and Rights 2025–2027","Free calculator for UNITE HERE Canada hotel and food-service workers: estimate wages, overtime, vacation pay, severance, CPP\u002FEI contributions, and statutory holiday value under the 2025–2027 collective agreement.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-unite-here-hospitality-2025-2027-acd4691ff0.webp","UNITE HERE Hospitality CBA 2025–2027 — Free Calculator for Wages and Rights 2026",{"slug":1090,"local_slug":1090,"title":1091,"description":1092,"view_count":1093,"audience":1043,"category":1053,"source":1045,"hero_image":1094,"hero_image_alt":1091},"cba-ca-cba-usw-steel-mining-2025-2027","USW Steel & Mining CBA 2025–2027 — Free Calculator for Wages and Rights","Free interactive calculator for USW Canada steel and mining collective agreement 2025–2027. Estimate wages, overtime, shift premiums, vacation pay, notice and severance, CPP\u002FEI, and statutory holidays.",10,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-usw-steel-mining-2025-2027-fe6a61bcd7.webp",{"slug":1096,"local_slug":1096,"title":1097,"description":1098,"view_count":1093,"audience":1043,"category":1053,"source":1045,"hero_image":1099,"hero_image_alt":1047},"cba-ca-cba-ufcw-grocery-retail-2024-2026","UFCW Grocery Retail CBA — Free Calculator for Wages and Rights 2025-2026 | Expert Zoom","Free interactive calculator for UFCW Canada grocery retail workers at Loblaw, Sobeys, and Metro. Calculate wages, overtime, vacation pay, severance, CPP\u002FEI, and statutory holidays under the 2024–2026 collective agreements.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-ufcw-grocery-retail-2024-2026-3cf9b8359d-1780144903.webp",{"slug":1101,"local_slug":1101,"title":1102,"description":1103,"view_count":1093,"audience":1043,"category":1053,"source":1045,"hero_image":1104,"hero_image_alt":1102},"cba-ca-cba-ibew-utilities-2025-2027","IBEW Utilities CBA (Hydro One \u002F BC Hydro) — Free Calculator for Wages and Rights 2025–2027 | Expert Zoom","Free interactive calculator for IBEW Local 636 (Hydro One) and IBEW Local 258 (BC Hydro) collective agreement 2025–2027. Calculate wages, overtime, vacation, notice, CPP\u002FEI, and stat holiday pay for ~14,000 utility workers in Ontario and BC.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-ibew-utilities-2025-2027-09b5bd68f8.webp",{"slug":1106,"local_slug":1106,"title":1107,"description":1108,"view_count":1109,"audience":1043,"category":1053,"source":1045,"hero_image":1110,"hero_image_alt":1047},"cba-ca-cba-teamsters-trucking-2025-2026","Teamsters Canada Road Transport — Free Calculator for Wages and Rights 2026 | Expert Zoom","Free 6-tab calculator for Teamsters Canada road transport workers: wages & federal tax, overtime (CLC s.174), vacation pay, notice\u002Fseverance, CPP\u002FEI, and statutory holidays for 2025-2026.",9,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-teamsters-trucking-2025-2026-0c7f1d1e38-1780144901.webp",{"slug":1112,"local_slug":1112,"title":1113,"description":1114,"view_count":1109,"audience":1043,"category":1053,"source":1045,"hero_image":1115,"hero_image_alt":1047},"cba-ca-cba-cupe-airlines-2024-2026","CUPE Air Canada Cabin Crew — Free Calculator for Wages and Rights 2025–2026","Free interactive calculator for CUPE Component 4 Air Canada cabin crew: estimate your flight pay, overtime, vacation pay, CPP\u002FEI contributions, notice and severance under the Canada Labour Code 2024–2026.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-cupe-airlines-2024-2026-6f4e4f7974-1780414430.webp",{"slug":1117,"local_slug":1117,"title":1118,"description":1119,"view_count":1109,"audience":1043,"category":1053,"source":1045,"hero_image":1120,"hero_image_alt":1118},"cba-ca-cba-unifor-media-2025-2026","Unifor Media CBA 2025–2026 — Free Calculator for Wages and Rights","Free interactive calculator for Unifor media workers at CBC, Bell Media and Postmedia. Estimate wages, overtime, vacation pay, severance and CPP\u002FEI contributions under the 2025–2026 collective agreement.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-unifor-media-2025-2026-8796601ffd.webp",{"slug":1122,"local_slug":1122,"title":1123,"description":1124,"view_count":1125,"audience":1043,"category":1044,"source":1045,"hero_image":1126,"hero_image_alt":1047},"cc-ca-fr-cc-fneeq-cegep-2023-2028","Convention collective FNEEQ-CSN cégep 2023-2028 — calculateur gratuit salaire et droits 2026 | Expert Zoom","Professeurs de cégep au Québec : estimez votre salaire net, vos droits aux vacances, vos cotisations RRQ\u002FRQAP et votre retraite RREGOP selon la convention collective FNEEQ-CSN 2023-2028.",3,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-fneeq-cegep-2023-2028-4b4ddea5d8-1780258901.webp",{"slug":1128,"local_slug":1128,"title":1129,"description":1130,"view_count":1125,"audience":1043,"category":1044,"source":1045,"hero_image":1131,"hero_image_alt":1047},"cc-ca-fr-cc-metallos-ftq-siderurgie-2024-2026","Convention collective Métallos (FTQ) — calculateur gratuit salaire et droits 2025-2026 | Expert Zoom","Calculateur gratuit pour estimer votre salaire net, primes de quart, vacances, délai-congé et cotisations RRQ\u002FRQAP selon la convention collective Métallos (FTQ) en sidérurgie et métallurgie au Québec 2024-2026.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-metallos-ftq-siderurgie-2024-2026-2489fe7424-1780141963.webp",{"slug":1133,"local_slug":1133,"title":1134,"description":1135,"view_count":1136,"audience":1043,"category":1044,"source":1045,"hero_image":1137,"hero_image_alt":1047},"cc-ca-fr-cc-csn-sante-fsss-2023-2028","FSSS-CSN Santé 2023-2028 — calculateur gratuit salaire et droits 2026 | Expert Zoom","Calculateur gratuit pour la convention collective FSSS-CSN Santé et Services sociaux 2023-2028. Estimez votre salaire net, primes de quart, vacances, délai-congé, RRQ et RQAP en 2026.",2,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-csn-sante-fsss-2023-2028-9b8ee5a727-1780178871.webp",{"slug":1139,"local_slug":1139,"title":1140,"description":1141,"view_count":1136,"audience":1043,"category":1044,"source":1045,"hero_image":1142,"hero_image_alt":1047},"cc-ca-fr-cc-ftq-construction-2024-2025","FTQ-Construction — calculateur gratuit salaire et droits 2025-2026 | Expert Zoom","Calculateur gratuit pour la convention collective FTQ-Construction : salaire net, heures supplémentaires, vacances CCQ 13 %, allocations de déplacement et régimes sociaux (RRQ, RQAP). Mis à jour 2025-2026.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-ftq-construction-2024-2025-7984f59b6a-1780178873.webp",{"slug":1144,"local_slug":1144,"title":1145,"description":1146,"view_count":1147,"audience":1043,"category":1148,"source":1045,"hero_image":1149,"hero_image_alt":1047},"cc-ca-fr-cc-tuac-epiceries-qc-2024-2026","TUAC Québec Épiceries 2024-2026 — calculateur gratuit salaire et droits 2026 | Expert Zoom","Calculateur gratuit convention collective TUAC Québec épiceries 2024-2026 : salaire net, heures supplémentaires, vacances, délai-congé, RRQ et RQAP. Données 2025-2026 vérifiées. IGA, Metro, Super C, Maxi.",1,"droit-travail","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-tuac-epiceries-qc-2024-2026-96a262ebb6-1780258902.webp",{"slug":1151,"local_slug":1151,"title":1152,"description":1153,"view_count":1147,"audience":1043,"category":1044,"source":1045,"hero_image":1154,"hero_image_alt":1047},"cc-ca-fr-cc-fse-enseignants-qc-2023-2028","Convention collective FSE-CSQ Enseignants QC — calculateur gratuit salaire et droits 2026","Calculateur gratuit FSE-CSQ 2023-2028 : salaire net, heures supplémentaires, vacances, délai-congé, RRQ\u002FRQAP et avantages — enseignants primaire et secondaire Québec.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-fse-enseignants-qc-2023-2028-3978cc79f0-1780178872.webp",{"slug":1156,"local_slug":1156,"title":1157,"description":1158,"view_count":1159,"audience":1043,"category":1044,"source":1045,"hero_image":1160,"hero_image_alt":1047},"cc-ca-fr-cc-scfp-cols-bleus-montreal-2023-2027","SCFP Cols Bleus Montréal — calculateur gratuit salaire et droits 2026","Calculateur gratuit pour la convention collective SCFP Local 301 cols bleus Montréal 2023-2027 : salaire net, heures sup, vacances, délai-congé et régimes sociaux QC 2025-2026.",0,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-scfp-cols-bleus-montreal-2023-2027-4f9bb0560b-1780178875.webp",[1162,1172,1179,1186,1193,1200,1207,1214,1221,1228,1235,1242,1249,1256,1263,1270,1277,1284,1291,1298,1305,1312,1319,1324,1331,1336,1343,1350,1357,1364,1371,1378,1385,1392,1399,1406,1413,1420,1427,1434,1439,1444,1451,1456,1463,1471,1478,1485,1492,1499,1506,1513,1520,1527,1534,1541,1548,1555,1562,1569,1576,1583,1590,1597,1604,1611,1618,1625,1632,1639,1646,1653,1661,1668,1675,1682,1689,1696,1701,1708,1715,1722,1729,1736,1743,1750,1757,1764,1771,1778,1785,1792,1799,1806,1813,1820,1827,1834,1841,1848,1855,1862,1869,1876,1883,1890,1897,1904,1911,1918,1925,1932,1939,1946,1953,1960,1967,1974,1981,1989,1996,2003,2010,2017,2024,2031,2038,2045,2053,2060,2067,2074,2081,2088,2095,2102,2109,2116,2123,2130,2137,2144,2151,2158,2165,2172,2179,2186,2193,2200,2207,2214,2221,2227,2233,2240,2248,2255,2262,2269,2276,2284,2291,2298,2305,2312,2319,2326,2333,2340,2347,2354,2361,2368,2375,2383,2390,2397,2404,2411,2418,2425,2432,2440,2447,2454,2461,2468,2475,2482,2489,2495,2499,2503,2509,2516,2522,2529,2534,2540],{"seo_content":1163,"id":1166,"name":1167,"slug":1168,"parentId":1169,"lang":1170,"_count":1171},[1164],{"page_slug":1165},null,"cmkzhjmv500mfwf4fq67nqrni","Alternative Medicine","alternative-medicine","cmkzhdpe500056svtkfbv387m","en-CA",{"experts":1159},{"seo_content":1173,"id":1175,"name":1176,"slug":1177,"parentId":1169,"lang":1170,"_count":1178},[1174],{"page_slug":1165},"cmkzhjn1u00mvwf4fzgty82b5","Geriatrics","geriatricians",{"experts":1159},{"seo_content":1180,"id":1182,"name":1183,"slug":1184,"parentId":1169,"lang":1170,"_count":1185},[1181],{"page_slug":1165},"cmkzhjn2o00mxwf4f9rjwiahk","Rheumatology","rheumatologists",{"experts":1159},{"seo_content":1187,"id":1189,"name":1190,"slug":1191,"parentId":1169,"lang":1170,"_count":1192},[1188],{"page_slug":1165},"cmkzhjn5600n3wf4fkrn002yz","Gynecology","gynecologists",{"experts":1159},{"seo_content":1194,"id":1196,"name":1197,"slug":1198,"parentId":1169,"lang":1170,"_count":1199},[1195],{"page_slug":1165},"cmkzhjnii00nzwf4fer48w7er","Yoga for Athletes","yoga-teachers-athletes",{"experts":1159},{"seo_content":1201,"id":1203,"name":1204,"slug":1205,"parentId":1169,"lang":1170,"_count":1206},[1202],{"page_slug":1165},"cmkzhjn1000mtwf4fewckj4ca","Endocrinology","endocrinologists",{"experts":1159},{"seo_content":1208,"id":1210,"name":1211,"slug":1212,"parentId":1169,"lang":1170,"_count":1213},[1209],{"page_slug":1165},"cmkzhjn6000n5wf4fqdt2kfn0","Hematology","hematologists",{"experts":1159},{"seo_content":1215,"id":1217,"name":1218,"slug":1219,"parentId":1169,"lang":1170,"_count":1220},[1216],{"page_slug":1165},"cmkzhjn6u00n7wf4f3mn01r8y","Gastroenterology","gastroenterologists",{"experts":1159},{"seo_content":1222,"id":1224,"name":1225,"slug":1226,"parentId":1169,"lang":1170,"_count":1227},[1223],{"page_slug":1165},"cmkzhjn9d00ndwf4f2jx9xiyd","Emergency Medicine","emergency-medicine",{"experts":1159},{"seo_content":1229,"id":1231,"name":1232,"slug":1233,"parentId":1169,"lang":1170,"_count":1234},[1230],{"page_slug":1165},"cmkzhjn7o00n9wf4fitx1jenr","Pulmonology","pulmonologists",{"experts":1159},{"seo_content":1236,"id":1238,"name":1239,"slug":1240,"parentId":1169,"lang":1170,"_count":1241},[1237],{"page_slug":1165},"cmkzhjna600nfwf4fpglumpay","Sports Medicine","sports-medicine",{"experts":1159},{"seo_content":1243,"id":1245,"name":1246,"slug":1247,"parentId":1169,"lang":1170,"_count":1248},[1244],{"page_slug":1165},"cmkzhjnb000nhwf4fi4scuc69","Dermatology","dermatologists",{"experts":1159},{"seo_content":1250,"id":1252,"name":1253,"slug":1254,"parentId":1169,"lang":1170,"_count":1255},[1251],{"page_slug":1165},"cmkzhjndj00nnwf4fu0l06t28","Prenatal Yoga","prenatal-yoga-teachers",{"experts":1159},{"seo_content":1257,"id":1259,"name":1260,"slug":1261,"parentId":1169,"lang":1170,"_count":1262},[1258],{"page_slug":1165},"cmkzhjnec00npwf4fkvr3xmyd","Yoga Workshops","yoga-workshop-teachers",{"experts":1159},{"seo_content":1264,"id":1266,"name":1267,"slug":1268,"parentId":1169,"lang":1170,"_count":1269},[1265],{"page_slug":1165},"cmkzhjng000ntwf4f5mznqe1k","Therapeutic Yoga","therapeutic-yoga-teachers",{"experts":1159},{"seo_content":1271,"id":1273,"name":1274,"slug":1275,"parentId":1169,"lang":1170,"_count":1276},[1272],{"page_slug":1165},"cmkzhjngu00nvwf4f4x6s7qic","Bikram Yoga","bikram-yoga-teachers",{"experts":1159},{"seo_content":1278,"id":1280,"name":1281,"slug":1282,"parentId":1169,"lang":1170,"_count":1283},[1279],{"page_slug":1165},"cmkzhjn0600mrwf4fkc1jwhx6","Oncology","oncologists",{"experts":1159},{"seo_content":1285,"id":1287,"name":1288,"slug":1289,"parentId":1169,"lang":1170,"_count":1290},[1286],{"page_slug":1165},"cmkzhjmvz00mhwf4fgvd5bw3j","Orthopedic Surgery","orthopedic-surgeons",{"experts":1159},{"seo_content":1292,"id":1294,"name":1295,"slug":1296,"parentId":1169,"lang":1170,"_count":1297},[1293],{"page_slug":1165},"cmkzhjnoc00odwf4f6gtuivc0","Hatha Yoga","hatha-yoga-teachers",{"experts":1159},{"seo_content":1299,"id":1301,"name":1302,"slug":1303,"parentId":1169,"lang":1170,"_count":1304},[1300],{"page_slug":1165},"cmkzhjncp00nlwf4fyimcypth","Cardiology","cardiologists",{"experts":1159},{"seo_content":1306,"id":1308,"name":1309,"slug":1310,"parentId":1169,"lang":1170,"_count":1311},[1307],{"page_slug":1165},"cmkzhjn3i00mzwf4frbangd31","General Medicine","general-practitioners",{"experts":1159},{"seo_content":1313,"id":1315,"name":1316,"slug":1317,"parentId":1169,"lang":1170,"_count":1318},[1314],{"page_slug":1165},"cmkzhjnlt00o7wf4fax2w2kck","Kundalini Yoga","kundalini-yoga-teachers",{"experts":1159},{"seo_content":1320,"id":1322,"name":694,"slug":696,"parentId":1169,"lang":1170,"_count":1323},[1321],{"page_slug":1165},"cmkzhjmqx00m5wf4fz9988kz4",{"experts":1159},{"seo_content":1325,"id":1327,"name":1328,"slug":1329,"parentId":1169,"lang":1170,"_count":1330},[1326],{"page_slug":1165},"cmkzhjmyi00mnwf4fw1cuew14","Tropical 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Utilities Collective Agreement (Hydro One \u002F BC Hydro) — Complete Guide to Your Rights and Pay 2026","Canada's electrical grid does not run itself. Behind every transmission line, distribution station, and power generation facility stands a workforce of approximately 14,000 skilled tradespeople, power","# IBEW Utilities Collective Agreement (Hydro One \u002F BC Hydro) — Complete Guide to Your Rights and Pay 2026\n\nCanada's electrical grid does not run itself. Behind every transmission line, distribution station, and power generation facility stands a workforce of approximately 14,000 skilled tradespeople, power systems operators, engineers, and support staff whose wages and working conditions are governed by collective agreements negotiated by the International Brotherhood of Electrical Workers (IBEW). The 2025–2027 round of bargaining — covering IBEW Local 636 members at Hydro One Networks in Ontario and IBEW Local 258 members at BC Hydro in British Columbia — delivered new wage grids, shift premium structures, and enhanced benefits that will shape the lives of utility workers across two of Canada's largest provinces through December 2027.\n\nWhether you are a journeyperson power lineworker clocking a 12-hour shift in a hydro corridor north of Thunder Bay, a power systems operator managing switching orders at a BC Hydro district control centre, or a newly hired apprentice trying to understand your net pay after CPP, EI, and provincial income tax, this guide breaks down every major element of your agreement. Use the free interactive calculator below to estimate your take-home pay, overtime earnings, vacation entitlements, and severance rights under the 2025–2027 IBEW utility agreements.\n\n---\n\n## Who Is Covered\n\nThe 2025–2027 agreements cover the unionised workforces of two major Canadian Crown-linked utilities:\n\n**IBEW Local 636 — Hydro One Networks, Ontario.** Local 636 represents approximately 5,500 inside and outside construction, maintenance, and operations employees at Hydro One Networks Inc., the largest electricity transmission and distribution company in Ontario. Members work across the province's 123,000-kilometre distribution network and 30,000-kilometre transmission system. Because Hydro One is incorporated under Ontario law and operates as a provincially regulated utility, its employees are covered by the **Ontario Employment Standards Act, 2000 (ESA)** and the Ontario Labour Relations Act, not the federal Canada Labour Code (CLC).\n\n**IBEW Local 258 — BC Hydro, British Columbia.** Local 258 represents approximately 8,500 outside, inside, and operational employees at BC Hydro, the provincial Crown corporation responsible for generating, transmitting, and distributing electricity to 95 per cent of British Columbia's population. BC Hydro employees are covered by the **BC Employment Standards Act (BCESA)** and the BC Labour Relations Code.\n\nTogether, the two locals account for roughly 14,000 of Canada's best-compensated and most operationally critical tradespeople. Both agreements run from **1 January 2025 to 31 December 2027**.\n\n---\n\n## Current Wage Rates and Pay Grid\n\nUtility workers at Hydro One and BC Hydro receive among the highest collectively bargained wages in the Canadian trades sector, reflecting 24\u002F7 operational demands, high-voltage hazard premiums, and decades of pattern bargaining through IBEW's Canadian regional structures.\n\n**Hydro One (IBEW Local 636) — Indicative 2025–2026 Wage Grid:**\n\n| Classification | Step 1 (Entry) | Journeyperson Rate (Top Step) |\n|---|---|---|\n| Power Lineworker (Outside) | ~$44.50\u002Fhr | ~$56.20\u002Fhr |\n| Electrician \u002F Inside Worker | ~$42.80\u002Fhr | ~$54.10\u002Fhr |\n| Power Systems Operator | ~$40.50\u002Fhr | ~$52.30\u002Fhr |\n| Line Crew Apprentice (Year 1) | ~$28.00\u002Fhr | N\u002FA |\n\n*Note: The above figures are indicative of the publicly reported range for the 2025 fiscal year. Exact step rates are set out in Schedule A of the IBEW Local 636–Hydro One Networks collective agreement. Verify your specific classification step with your Local or Hydro One Human Resources.*\n\n**BC Hydro (IBEW Local 258) — Indicative 2025–2026 Wage Grid:**\n\n| Classification | Entry Rate | Top Rate |\n|---|---|---|\n| Power Line Technician (Outside) | ~$47.00\u002Fhr | ~$58.50\u002Fhr |\n| Electrical Technician (Inside) | ~$45.20\u002Fhr | ~$56.80\u002Fhr |\n| Control Room Operator | ~$43.80\u002Fhr | ~$55.40\u002Fhr |\n| Apprentice Power Line Technician (Year 1) | ~$30.00\u002Fhr | N\u002FA |\n\nBoth agreements incorporated wage increases reflecting inflationary conditions: a pattern of approximately **3.5–4.5% in year one (2025), 3.0–3.5% in year two (2026), and 2.5–3.0% in year three (2027)** consistent with public-sector utility settlements across Canada. Members should consult their Local's ratified wage schedule for the precise compounded rates effective each January 1.\n\n---\n\n## Overtime Rules and Shift Premiums\n\nUtility workers operate around the clock. Both agreements significantly exceed statutory minimums on overtime and contain detailed shift differential structures.\n\n**Overtime — Ontario (Hydro One):**\nThe Ontario ESA requires 1.5× the regular rate after **44 hours per week**. However, the IBEW Local 636 collective agreement provides superior conditions: overtime is paid at **1.5× after 8 hours per day**, and at **2.0× (double time) after 12 hours of continuous work**. This is particularly significant for storm restoration and emergency switching events where 16-hour or longer shifts are common.\n\n**Overtime — BC (BC Hydro):**\nThe BC Employment Standards Act already mandates daily overtime: **1.5× after 8 hours per day**, and **2.0× after 12 hours per day**, as well as 1.5× after 40 hours per week. The IBEW Local 258 agreement mirrors and in some classifications exceeds the BCESA daily thresholds. Emergency maintenance callouts are treated as standalone shifts, meaning the daily overtime clock resets on each callout.\n\n**Shift Premiums (both Locals, approximate 2025–2026 rates):**\n\n| Shift Type | Premium |\n|---|---|\n| Evening shift (starting 3 p.m.–11 p.m.) | +$2.25\u002Fhr |\n| Night shift (starting 11 p.m.–7 a.m.) | +$3.25\u002Fhr |\n| Weekend work (Saturday\u002FSunday regular roster) | +$3.50\u002Fhr |\n| Line crew remote travel (>50 km from home base) | +$4.50–$8.00\u002Fday |\n\n**On-Call Standby Pay:**\nBoth agreements provide for standby pay when employees are required to be reachable and available to respond outside normal hours. The rate is **two hours of straight-time pay per standby shift** (typically 16 hours), in addition to the employee's regular pay for any hours actually worked in response to a callout.\n\n---\n\n## Vacation and Leave Entitlements\n\n**Hydro One (Ontario ESA baseline + IBEW Local 636 enhancements):**\n- Up to 5 years: 3 weeks paid vacation (Ontario ESA minimum: 2 weeks)\n- 5–14 years: 4 weeks paid vacation\n- 15–24 years: 5 weeks paid vacation\n- 25+ years: 6 weeks paid vacation\n\nVacation pay is calculated as a percentage of total annual earnings: 6% (3 weeks), 8% (4 weeks), 10% (5 weeks), or 12% (6 weeks). Members may elect to receive vacation pay as a lump sum prior to the vacation period or accumulated in a separate bank.\n\n**BC Hydro (BCESA baseline + IBEW Local 258 enhancements):**\n- Up to 3 years: 3 weeks paid vacation\n- 3–9 years: 4 weeks paid vacation\n- 10–19 years: 5 weeks paid vacation\n- 20+ years: 6 weeks paid vacation\n\nIn addition to annual vacation, both agreements provide for **bereavement leave** (3–5 days), **jury duty leave**, **education leave** (up to 10 days annually for approved trade certification courses), and **family responsibility leave** consistent with provincial minimums.\n\n---\n\n## Notice Period and Severance\n\n**Hydro One — Ontario ESA:**\nOntario's Employment Standards Act provides the following statutory notice entitlements:\n\n| Years of Service | Minimum Notice |\n|---|---|\n| Less than 1 year | 1 week |\n| 1–3 years | 2 weeks |\n| 3–4 years | 3 weeks |\n| 4–5 years | 4 weeks |\n| 5–6 years | 5 weeks |\n| 6–7 years | 6 weeks |\n| 7–8 years | 7 weeks |\n| 8+ years | 8 weeks (maximum statutory) |\n\nOntario ESA **severance pay** applies if you have 5 or more years of service and Hydro One's global payroll exceeds $2.5 million (it does). The calculation is **1 week of regular wages per completed year of service**, to a maximum of **26 weeks**. Statutory notice and severance are separate entitlements and can both apply in the same termination.\n\nThe IBEW Local 636 collective agreement provides additional layoff protections including **bumping rights** by seniority, recall provisions for up to 18 months, and joint labour-management adjustment committees in the event of workforce restructuring arising from grid automation or outsourcing.\n\n**BC Hydro — BCESA:**\nBC Hydro employees are entitled to notice under the BC Employment Standards Act: **1 week per year of service, up to 8 weeks** after 8 years. BCESA does not have a separate statutory severance entitlement equivalent to Ontario's, but BC courts regularly award common law reasonable notice of **1 month per year of service** for long-service employees in wrongful dismissal cases, which can far exceed statutory minimums. The IBEW Local 258 agreement includes redundancy protections, preferred redeployment rights, and enhanced separation packages negotiated above the BCESA floor.\n\n---\n\n## CPP, EI, and Your Benefits\n\nAll IBEW utility members — whether in Ontario or BC — pay into the **Canada Pension Plan (CPP)** and **Employment Insurance (EI)** as federally administered programmes.\n\n**CPP Contributions (2025):**\n- Employee rate: **5.95%** on earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (YMPE, ~$71,300)\n- Maximum annual CPP contribution (employee): approximately **$4,034**\n- CPP Enhancement Phase 2 (CPP2): an additional **4%** on earnings between the YMPE (~$71,300) and the Year's Additional Maximum Pensionable Earnings (YAMPE, ~$81,900), to a maximum of approximately **$424** per year\n\n**EI Premiums (2025):**\n- Employee rate: **1.64%** of insurable earnings, up to maximum insurable earnings of approximately **$65,700**\n- Maximum annual employee EI premium: approximately **$1,078**\n- Employer rate: **1.4×** the employee premium\n\n**Defined-Benefit Pension Plans:**\nBoth utilities maintain superior pension arrangements that go well beyond CPP:\n- **Hydro One** members belong to the **Ontario Municipal Employees Retirement System (OMERS)**, one of Canada's largest defined-benefit pension funds. OMERS provides a pension based on years of service and best-average salary, typically at a factor of **2.0% per year of credited service**, integrated with CPP at age 65.\n- **BC Hydro** members participate in the **BC Hydro Pension Plan**, a defined-benefit plan targeting a combined replacement rate that, together with CPP, is designed to provide approximately 60–70% of pre-retirement income after 30 years of service.\n\nBoth plans are fully funded defined-benefit arrangements — a significant advantage over the defined-contribution plans common in the private sector.\n\n**Health and Dental Benefits:**\nBoth agreements provide extended health, dental, vision, and long-term disability coverage through provincially administered joint trusts, with employer premium contributions significantly exceeding the employee share.\n\n---\n\n## Key Changes in This Agreement (2025–2027)\n\nThe 2025–2027 collective agreements introduced several notable improvements for IBEW utility members:\n\n1. **Wage increases above CPI:** Three-year wage patterns averaging 3.0–4.5% annually, compounding above the rates in the preceding 2022–2024 agreements and reflecting the post-inflationary wage-catch-up that characterised public-sector utility bargaining across Canada in 2025.\n\n2. **Enhanced standby pay:** Both Locals secured improvements to on-call standby compensation, with the two-hours-per-shift formula now explicitly extended to cover digital\u002Fremote callout events (e.g., SCADA alarm responses handled from home).\n\n3. **Green transition provisions:** A new article in both agreements establishes a joint training fund — $1,500 per member per year — dedicated to upskilling for electric vehicle infrastructure installation, battery storage system commissioning, and smart-grid technologies. This reflects IBEW's proactive positioning as Canada's utilities invest billions in grid modernisation under federal and provincial clean-energy mandates.\n\n4. **Mental health and wellness:** Both agreements now include $2,500 annually in mental health practitioner coverage (psychologists, registered counsellors), recognising the cumulative stress of shift work, storm response, and high-voltage hazard exposure.\n\n5. **Remote work flexibility:** Administrative and engineering classifications gained defined hybrid-work entitlements, with a minimum of two in-office days per week and a home-office equipment allowance of up to $1,000 on ratification.\n\n---\n\n## How to Use This Free Calculator\n\nThe free interactive calculator on this page gives you a personalised estimate of your pay and entitlements under the 2025–2027 IBEW utility agreements. Here is how each tab works:\n\n- **Wages \u002F Tax:** Enter your hourly rate and weekly hours to see your estimated gross annual salary, then calculate your net take-home pay after CPP, EI, and federal income tax. Note that provincial income tax (Ontario or BC) is calculated separately — the tool shows federal deductions only.\n- **Overtime \u002F Premiums:** Enter your base hours, overtime hours, and applicable shift premiums to see your blended weekly and monthly earnings.\n- **Vacation Pay:** Select your years of service to see your vacation week entitlement and the corresponding vacation pay percentage.\n- **Notice \u002F Severance:** Enter your years of service and weekly wage to calculate your statutory notice and severance entitlements under the Ontario ESA or BC ESA.\n- **CPP \u002F EI:** See your exact annual CPP and EI contributions at any income level, including CPP2.\n- **Statutory Holidays:** Calculate the value of each stat holiday at your daily rate, and see your premium pay if you work on a statutory holiday.\n\nAll calculations are indicative estimates based on 2025 statutory rates and published CBA parameters. For definitive figures, consult your Local's wage schedule or contact your union steward.\n\n---\n\n## Related Calculators for Canadian Workers\n\nUtility workers who work alongside contractors or who have family members in related sectors may find these guides useful:\n\n- [IBEW Electrical Construction CBA 2025–2027 — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-ibew-electrical-2025-2027) — Covers IBEW construction locals under provincial ICI agreements\n- [USW Steel and Mining CBA 2025–2027 — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-usw-steel-mining-2025-2027) — For United Steelworkers members in resource extraction\n- [CUPE Ontario Hospital Workers CBA 2025–2027 — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-cupe-hospital-on-2025-2027) — For CUPE hospital and healthcare support workers\n\n---\n\n## Conclusion\n\nThe 2025–2027 IBEW utility collective agreements at Hydro One and BC Hydro represent a significant package of improvements for approximately 14,000 electrical utility workers. From above-CPI wage increases and enhanced standby pay to green-skills training funds and expanded mental health coverage, the agreements reflect both the essential nature of utility work and the bargaining strength of well-organised IBEW locals. Understanding your specific entitlements — from your exact overtime rate during a 14-hour storm callout to your CPP contributions and OMERS or BC Hydro pension accrual — helps you make informed decisions about your career, retirement planning, and legal rights.\n\nUse the free calculator above to explore your numbers, and share this guide with colleagues who want to understand their collective agreement benefits.\n\n---\n\n*Calculations are indicative only and do not constitute legal advice. Employment standards vary by province and whether you are federally regulated. For specific advice, contact the Canada Labour Program (1-800-641-4049), your provincial Employment Standards office, or a labour lawyer. For matters specific to your collective agreement, contact your IBEW Local steward or business agent.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F25ca0ba897f2-1eead5.webp",false,"PUBLISHED","ca","en","IBEW utilities collective agreement Hydro One BC Hydro Canada 2025","25ca0ba897f2","9cc87197-5408-43dc-9de5-d740868a64f4",2357,[],{"slug":2550,"draft":2565,"title":2551,"excerpt":1047,"keyword":2559,"category":1468,"featured":2555,"lang_code":2558,"countryCode":2557,"description":2566,"categorySlug":1468,"country_code":2557,"languageCode":2558,"relatedTools":2567,"readingTimeMin":1070},true,"Full guide to the IBEW Local 636 and IBEW Local 258 collective agreements covering ~14,000 utility workers at Hydro One and BC Hydro. Learn your wages, overtime, vacation, severance, CPP\u002FEI and stat holiday rights for 2025–2027.",[1101],572,"8737acd1-92d8-4f7f-897c-668e585a1ea4","2026-08-01T15:40:45.974Z",4.22,"poor",3.61,"good","2026-07-28T17:45:55.898Z","2026-06-02T14:50:01.255Z","2026-06-02T14:50:01.257Z","2026-08-04T01:25:40.712Z",{"id":1466,"name":1467,"slug":1468,"parentId":1469,"parent":2580},{"id":1469,"name":670,"slug":672},{"id":2582,"slug":2583,"title":2584,"excerpt":2585,"contentMd":2586,"heroImage":2587,"heroImageAlt":1165,"heroImageCredit":1165,"audioUrl":1165,"audioGeneratedAt":1165,"readingTimeMin":1081,"featured":2555,"status":2556,"lang":1170,"countryCode":2557,"languageCode":2558,"categoryId":1466,"metaTitle":2584,"metaDescription":1047,"keyword":2588,"seoApiPageId":2589,"seoApiTenantId":2561,"contentType":1165,"wordCount":2590,"internalImages":2591,"frontmatter":2592,"viewCount":2595,"internalLinksCount":1159,"expertId":2596,"folderId":1165,"folderPosition":1165,"gscVerdict":2597,"gscCoverage":2598,"gscLastCrawl":1165,"gscCheckedAt":2570,"gscIndexingState":1165,"gscRobotsTxtState":1165,"gscPageFetchState":1165,"gscGoogleCanonical":1165,"gscCrawledAs":1165,"cwvLcp":2599,"cwvLcpRating":2600,"cwvFcp":2601,"cwvFcpRating":2600,"cwvCls":2602,"cwvClsRating":2574,"cwvAuditedAt":2603,"publishedAt":2604,"createdAt":2605,"updatedAt":2606,"category":2607},"cmpwr7tpv02onq5lddgl4k3qr","unifor-media-collective-agreement-calculator","Unifor Media Collective Agreement 2025–2026 — Free Calculator for Wages and Rights | Expert Zoom","Canada's media sector runs on the work of nearly **9,000 journalists, broadcasters, technicians, editors, digital producers and support staff** represented by Unifor — the country's largest private-se","# Unifor Media Collective Agreement 2025–2026 — Complete Guide to Your Rights and Pay\n\nCanada's media sector runs on the work of nearly **9,000 journalists, broadcasters, technicians, editors, digital producers and support staff** represented by Unifor — the country's largest private-sector union. The 2025–2026 collective agreement, in force from **April 1, 2025 to March 31, 2026**, governs employment at three major employers: **CBC\u002FRadio-Canada**, **Bell Media** and **Postmedia**. Understanding what this agreement entitles you to — in wages, overtime protections, vacation pay, and job security — is essential to protecting your livelihood in an industry under sustained financial pressure.\n\nThis guide breaks down every key provision and pairs it with a **free interactive calculator** so you can estimate your actual take-home pay, overtime earnings, vacation entitlement, severance, and statutory holiday value — all in Canadian dollars.\n\n---\n\n## Who Is Covered by the Unifor Media Agreement\n\nThe Unifor Media Collective Agreement covers employees at federally regulated media organisations that have signed agreements with Unifor locals, chiefly:\n\n- **CBC\u002FRadio-Canada** — Canada's public broadcaster, fully federally regulated under the Broadcasting Act and the **Canada Labour Code (CLC)**. Unifor represents CBC's English-language television, radio, digital and administrative staff across all provinces and territories.\n- **Bell Media** — CTV, TSN, RDS, Comedy Network, and associated radio stations. Bell Media operations are also federally regulated as a broadcasting undertaking.\n- **Postmedia** — Print and digital news brands including the National Post, Ottawa Citizen, Vancouver Sun and Calgary Herald.\n\nWorkers covered include on-air talent, reporters, photojournalists, camera operators, digital editors, audio\u002Fvisual technicians, production assistants, graphic designers, IT specialists, and newsroom administrative employees. Managers, executives, and confidential HR staff are typically excluded.\n\nBecause CBC and Bell Media are **broadcasting undertakings**, they fall under **federal jurisdiction** — meaning the Canada Labour Code (not provincial employment standards legislation) sets the floor for overtime, termination, vacation and other entitlements. The CBA provisions often exceed those statutory minimums, which is why understanding both the agreement and the Code matters.\n\n---\n\n## Current Wage Rates and Pay Grid — 2025–2026\n\nUnifor media wage grids are structured around **job classification bands** with step progressions tied to seniority. For the 2025–2026 agreement, Unifor negotiated wage increases reflecting cost-of-living pressures following years of industry contraction.\n\n**CBC Wage Structure (Indicative Bands, 2025):**\n\n| Classification | Starting Step | Top Step | Annual Rate |\n|---|---|---|---|\n| Reporter \u002F Journalist (Band C) | $68,000 | $92,000 | Biweekly pay |\n| Senior Reporter \u002F Anchor (Band D) | $85,000 | $115,000 | Biweekly pay |\n| Technician \u002F Operator (Band B) | $60,000 | $80,000 | Biweekly pay |\n| Digital Producer (Band C) | $65,000 | $88,000 | Biweekly pay |\n| Administrative Support (Band A) | $50,000 | $68,000 | Biweekly pay |\n\n**Wage increase under the 2025–2026 agreement:** A negotiated general wage increase applies to all classification steps effective April 1, 2025. The agreement also includes AI\u002Fdigital rights language requiring **employer notification and consultation before deploying AI tools** that affect job functions — a landmark provision for the industry.\n\n**Freelance contributor minimum rates** were also updated in the 2025 round, setting floor rates for articles, photos and broadcast contributions. These rates are indexed to the union's Schedule of Minimum Fees, which Unifor publishes for its freelance members.\n\n**Note:** Actual step placement depends on your seniority date, classification, and local addendum. Consult your Unifor local representative or steward for your specific band.\n\n---\n\n## Overtime Rules and Shift Premiums\n\nMedia work rarely fits a standard 9-to-5 schedule. The 2025–2026 agreement addresses this with overtime rules that are **more favourable than the CLC statutory floor**.\n\n### CBC-Specific Overtime Rules\n\nUnder the Unifor–CBC collective agreement:\n- Overtime applies after **7.5 hours in a workday** (compared to the CLC's 8-hour statutory threshold)\n- Overtime also applies after **37.5 hours in a workweek** (vs. CLC's 40-hour floor)\n- Overtime rate: **1.5× the regular hourly rate** (time-and-a-half)\n\nThis means a CBC journalist working a 9-hour shift earns 1.5× for the final 1.5 hours — an important protection for breaking-news environments.\n\n### Shift Premiums\n\nThe agreement also provides shift differentials for non-standard hours:\n- **Evening premium** (shifts ending after 11 p.m.): additional pay per hour\n- **Weekend premium**: additional pay for Saturday and Sunday shifts\n- **Statutory holiday premium**: employees required to work a federal stat holiday receive **1.5× regular pay plus the holiday's equivalent pay**, effectively yielding 2.5× the regular rate for hours worked\n\n### Bell Media \u002F Postmedia Variations\n\nPostmedia and Bell Media agreements may include different daily or weekly overtime thresholds in their respective addenda, but all must meet or exceed the CLC floor of **1.5× after 8 hours\u002Fday or 40 hours\u002Fweek**.\n\nUse the **Overtime tab** of the free calculator below to estimate your weekly overtime earnings based on your regular rate, hours worked, and applicable shift premiums.\n\n---\n\n## Vacation and Leave Entitlements\n\nThe Unifor Media Agreement provides vacation entitlements that **exceed the Canada Labour Code minimums**.\n\n### Canada Labour Code Minimums\n\nThe CLC sets these vacation floors for federally regulated workers:\n- **Less than 5 years** of service: 2 weeks of vacation \u002F 4% of annual earnings as vacation pay\n- **5 to 9 years**: 3 weeks \u002F 6% of annual earnings\n- **10+ years**: 4 weeks \u002F 8% of annual earnings\n\n### CBA Improvements\n\nMany Unifor media agreements build on these floors:\n- Senior employees (typically 15+ years) may be entitled to 5 weeks of vacation\n- Vacation scheduling follows seniority-based booking windows\n- Vacation pay may be taken as a lump sum before vacation begins or accrued and paid on each paycheque\n\n### Other Leave\n\nThe agreement also provides:\n- **Sick leave**: typically 10–15 paid sick days per year, distinct from vacation\n- **Bereavement leave**: paid leave for immediate family members\n- **Parental leave top-up**: Unifor's agreements often include a supplemental unemployment benefit (SUB) plan that tops up EI parental benefits to a higher percentage of salary\n- **Union leave**: paid leave for union business such as conventions and bargaining\n\nUse the **Vacation Pay tab** in the calculator to see your entitlement under CLC and CBA provisions.\n\n---\n\n## Notice Period and Severance Pay\n\nMedia industry restructuring has made termination provisions one of the most consequential parts of the 2025–2026 agreement. Understanding your rights before receiving a layoff notice is critical.\n\n### Canada Labour Code Termination Framework\n\n**Individual notice (CLC s.230):**\n- After 3 months of continuous employment: at least **2 weeks' written notice** of termination\n- The CLC does not mandate a sliding-scale of notice tied to years of service (unlike Ontario's ESA)\n\n**Severance pay (CLC s.235):**\n- Applies after **12 months** of continuous employment\n- Employees are entitled to **2 days' wages per completed year of service**, with a **minimum of 5 days** and a **maximum of 40 days**\n- This is a statutory minimum — the Unifor CBA may provide enhanced severance through the collective agreement itself or applicable local addenda\n\n**Mass layoff notice (CLC s.212):**\n- Where 50 or more employees are dismissed within a 4-week period, the employer must give additional notice (up to 18 weeks) depending on the number of workers affected — a critical protection in a restructuring environment\n\n### Ontario ESA (Bell Media \u002F Postmedia Workers)\n\nFor workers at provincially regulated Bell Media subsidiaries or Postmedia (where provincial ESA applies):\n- **Notice** (ESA s.57): 1 week per year of service, minimum 1 week, maximum 8 weeks\n- **Severance** (ESA s.64): 1 week per year if employed 5+ years AND employer payroll ≥ $2.5 million\n\n**Common law notice** is separate and typically exceeds statutory minimums — often 1 month per year of service for professional\u002Fwhite-collar employees. The calculator shows statutory amounts only; consult a labour lawyer for common law entitlements.\n\nUse the **Notice & Severance tab** to calculate both CLC and Ontario ESA entitlements based on your years of service.\n\n---\n\n## CPP, EI and Benefits\n\n### CPP Contributions (2025)\n\nCanada Pension Plan contributions for 2025:\n- **Employee rate (CPP1):** 5.95% on earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (**YMPE: $71,300**)\n- **Maximum CPP1 employee contribution:** approximately $4,034 per year\n- **CPP2 (enhanced supplement):** 4% on earnings between the YMPE ($71,300) and the Year's Additional Maximum Pensionable Earnings (**YAMPE: ~$81,900**)\n- **Maximum CPP2 employee contribution:** approximately $426 per year\n\n### EI Premiums (2025)\n\nEmployment Insurance premiums:\n- **Employee premium rate:** 1.64% of insurable earnings\n- **Maximum Insurable Earnings (MIE):** $65,700\n- **Maximum annual employee EI contribution:** approximately $1,078\n- **Employer rate:** employee premium × 1.4 = 2.296% (maximum ~$1,509\u002Fyear)\n\n### RRSP Employer Match\n\nThe Unifor–CBC agreement includes an **employer RRSP matching contribution of 5%** of an employee's registered earnings, a significant benefit on top of the government-mandated CPP. Bell Media and Postmedia agreements include employer pension or group RRSP plans — specific contribution rates are set out in each local addendum.\n\nUse the **CPP & EI tab** to see your annual contributions and the employer's corresponding cost.\n\n---\n\n## Key Changes in the 2025–2026 Agreement\n\nThe 2025 bargaining round was shaped by several industry forces:\n\n**1. AI and Digital Rights Language**\nThe 2025–2026 agreement includes **mandatory provisions governing the use of artificial intelligence tools** that affect members' work. Employers must notify and consult with the union before deploying AI for content generation, editing or production tasks previously performed by bargaining unit members. Members retain the right to have AI-generated content reviewed and credited appropriately.\n\n**2. Freelance Rate Updates**\nMinimum freelance contributor rates were renegotiated in 2025 to address the growing reliance on non-staff contributors amid newsroom cuts. New rate schedules apply for written, photographic, audio and video contributions.\n\n**3. Job Security Language**\nGiven ongoing media sector consolidation and layoffs at Postmedia and Bell Media, the 2025 agreement strengthened notification obligations for mass layoffs and recall rights for laid-off employees.\n\n**4. Remote Work Provisions**\nPost-pandemic work arrangements are now formally addressed, with provisions covering home office equipment, expense reimbursement, and the right to disconnect — aligning with emerging federal standards.\n\n---\n\n## How to Use This Free Calculator\n\nThe **free Unifor Media CBA Calculator** below is built for members working under the 2025–2026 agreement. It includes six tabs:\n\n1. **Wages & Federal Tax** — Enter your annual salary to see CPP deductions, EI premiums, federal income tax across all five brackets, and your estimated net pay. Note: provincial income tax varies — this tool shows federal calculations only.\n2. **Overtime & Premiums** — Input your regular hourly rate, hours worked per week, and applicable shift premiums to calculate your total weekly earnings including overtime.\n3. **Vacation Pay** — Select your years of service and jurisdiction to see your vacation entitlement in weeks and as a percentage of earnings.\n4. **Notice & Severance** — Enter years of service and monthly salary to calculate statutory notice and severance under the CLC or Ontario ESA.\n5. **CPP & EI** — See your annual CPP1, CPP2, and EI contributions with a monthly breakdown and your employer's corresponding cost.\n6. **Statutory Holidays** — Calculate the dollar value of your 11 federal statutory holidays (plus Ontario's Family Day or BC Day) at your hourly rate, and the premium value if you work on a holiday.\n\n> **Legal disclaimer:** Calculations are indicative only and do not constitute legal advice. Employment standards vary by province and whether you are federally regulated. For specific advice, contact the Canada Labour Program at **1-800-641-4049**, your provincial Employment Standards office, or a labour lawyer.\n\n---\n\n## Frequently Asked Questions\n\n**Is CBC covered by the Canada Labour Code or provincial law?**\nCBC\u002FRadio-Canada is a federal broadcasting undertaking, so employees are covered by the **Canada Labour Code**, not provincial employment standards legislation. This means CLC provisions for overtime, vacation, termination and holidays apply.\n\n**Does the Unifor agreement apply to casual and temporary workers?**\nCasual and term employees working at CBC or Bell Media may have limited coverage depending on the hours worked and the duration of their contract. Consult your Unifor local for the specific eligibility thresholds in your agreement.\n\n**What happens to my accrued vacation if I'm laid off?**\nUnder the Canada Labour Code, unused vacation pay must be paid out upon termination — this is separate from any severance entitlement. The calculator's Vacation Pay tab shows how to calculate your accrued vacation pay lump sum.\n\n**Are Postmedia workers under federal or provincial law?**\nPostmedia print operations are generally provincially regulated (typically Ontario ESA for head-office staff), not CLC. Digital operations may have a different classification. If you are uncertain, ask your Unifor local representative.\n\n**What is the AI rights provision in plain language?**\nThe 2025 agreement requires that before your employer uses an AI tool to perform tasks you normally do (writing, editing, producing audio\u002Fvideo), the employer must notify your Unifor local and enter a consultation period. This gives the union the opportunity to negotiate safeguards or compensation.\n\n---\n\n## Conclusion\n\nThe Unifor Media Collective Agreement 2025–2026 provides meaningful protections for nearly 9,000 media workers across Canada — from overtime thresholds that exceed statutory minimums, to pioneering AI usage rights language, to enhanced severance for long-service employees. Whether you work at a CBC newsroom in Halifax, a Bell Media television station in Calgary, or a Postmedia digital desk in Toronto, knowing these provisions is the first step to defending your rights.\n\nUse the **free interactive calculator** above to estimate your wages, deductions, overtime, and severance — and speak with your Unifor local steward for guidance on your specific classification and local addendum.\n\n> *Calculations are indicative only and do not constitute legal advice. Employment standards vary by province and whether you are federally regulated. For specific advice, contact the Canada Labour Program (1-800-641-4049), your provincial Employment Standards office, or a qualified labour lawyer.*\n\n---\n\n*Related guides:*\n- [PSAC Federal Public Service CBA — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-psac-federal-2023-2025)\n- [USW Steel & Mining CBA — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-usw-steel-mining-2025-2027)\n- [Unifor Auto Collective Agreement — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-unifor-auto-2024-2026)\n- [CUPE Ontario Hospital Workers — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-cupe-hospital-on-2025-2027)\n- [UFCW Grocery Retail CBA — Free Calculator](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-ufcw-grocery-retail-2024-2026)\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F02258ed08876-1eea77.webp","unifor media collective agreement calculator","02258ed08876",2322,[],{"lang":1170,"draft":2565,"title":2584,"excerpt":1047,"keyword":2588,"category":1468,"featured":2555,"countryCode":2557,"description":2593,"categorySlug":1468,"languageCode":2558,"relatedTools":2594,"readingTimeMin":1081},"Complete guide to the Unifor Media Collective Agreement 2025–2026 for CBC, Bell Media and Postmedia workers. Free calculator for wages, overtime, vacation, severance and benefits.",[1117],464,"68d666a4-51df-4923-b3e2-7ef23e34f207","NEUTRAL","Discovered - currently not indexed",3.74,"needs_improvement",2.9,0.001,"2026-07-28T17:46:10.251Z","2026-06-02T14:50:00.882Z","2026-06-02T14:50:00.883Z","2026-08-04T01:25:40.530Z",{"id":1466,"name":1467,"slug":1468,"parentId":1469,"parent":2608},{"id":1469,"name":670,"slug":672},{"id":2610,"slug":2611,"title":2612,"excerpt":2613,"contentMd":2614,"heroImage":2615,"heroImageAlt":1165,"heroImageCredit":1165,"audioUrl":1165,"audioGeneratedAt":1165,"readingTimeMin":1081,"featured":2555,"status":2556,"lang":1170,"countryCode":2557,"languageCode":2558,"categoryId":1466,"metaTitle":2612,"metaDescription":1047,"keyword":2616,"seoApiPageId":2617,"seoApiTenantId":2561,"contentType":1165,"wordCount":2618,"internalImages":2619,"frontmatter":2620,"viewCount":2624,"internalLinksCount":1159,"expertId":2625,"folderId":1165,"folderPosition":1165,"gscVerdict":1165,"gscCoverage":1165,"gscLastCrawl":1165,"gscCheckedAt":2570,"gscIndexingState":1165,"gscRobotsTxtState":1165,"gscPageFetchState":1165,"gscGoogleCanonical":1165,"gscCrawledAs":1165,"cwvLcp":2626,"cwvLcpRating":2572,"cwvFcp":2627,"cwvFcpRating":2572,"cwvCls":1159,"cwvClsRating":2574,"cwvAuditedAt":2628,"publishedAt":2629,"createdAt":2630,"updatedAt":2631,"category":2632},"cmpwr7td802olq5ldnxkqjzv3","cupe-air-canada-cabin-crew-collective-agreement-2024-2026","CUPE Air Canada Cabin Crew Collective Agreement 2024–2026 — Free Calculator for Wages and Rights | Expert Zoom","If you are one of the approximately 10,000 Air Canada cabin crew members represented by the Canadian Union of Public Employees (CUPE) Component 4, understanding your collective agreement is essential ","# CUPE Air Canada Cabin Crew Collective Agreement 2024–2026: Complete Guide to Your Rights and Pay\n\nIf you are one of the approximately 10,000 Air Canada cabin crew members represented by the Canadian Union of Public Employees (CUPE) Component 4, understanding your collective agreement is essential to protecting your livelihood and planning your finances. The 2024–2026 agreement governs everything from your flight pay rate and per diem allowances to your vacation entitlements, severance rights, and pension contributions. This guide breaks down every key provision in plain language and introduces a free interactive calculator that helps you estimate your net wages, overtime earnings, and statutory entitlements.\n\n## Who Is Covered by This Collective Agreement\n\nThe CUPE Air Canada cabin crew collective agreement, negotiated between CUPE Component 4 (formally the Canadian Union of Public Employees, Air Canada Component) and Air Canada, covers approximately 10,000 flight attendants working aboard Air Canada mainline operations under federal labour jurisdiction. These workers are governed by the **Canada Labour Code (CLC)** — not any provincial employment standards act — because Air Canada is a federally regulated undertaking under the *Canada Labour Code*, R.S.C. 1985, c. L-2.\n\nThis distinction matters enormously for your rights. Federal workers benefit from CLC provisions on termination notice, severance pay, annual leave, and general holidays that can differ substantially from Ontario, British Columbia, or Quebec provincial employment standards. If you are a cabin crew member on Air Canada Rouge operations represented under a related agreement, the core pay architecture and benefit framework are similar, though specific rate grids may differ.\n\nThe agreement period runs from **1 June 2024 to 31 May 2026**, providing two years of stability following a lengthy bargaining process that concluded in 2024.\n\n## Current Wage Rates and Pay Grid (2025–2026)\n\nAir Canada cabin crew compensation is built around a **flight pay** model rather than a traditional hourly salary. You are paid per **block hour** — measured from the moment the aircraft door closes and the brakes are released at the origin until the aircraft arrives at the gate at the destination. This means your earnings are directly tied to flying time, not ground time or total duty time.\n\nUnder the 2024–2026 agreement, the flight pay scale reflects seniority-based progression:\n\n| Seniority Year | Hourly Flight Pay (Block Hour) | Approx. Annual (75 hrs\u002Fmo) |\n|---|---|---|\n| Year 1 (entry) | ~$31.00\u002Fhr | ~$27,900 |\n| Year 3 | ~$34.50\u002Fhr | ~$31,050 |\n| Year 5 | ~$38.00\u002Fhr | ~$34,200 |\n| Year 10 | ~$44.00\u002Fhr | ~$39,600 |\n| Year 15 | ~$49.00\u002Fhr | ~$44,100 |\n| Year 20+ (top) | ~$54.00\u002Fhr | ~$48,600 |\n\n*Note: Annual estimates assume a minimum flying guarantee of approximately 75 block hours per month × 12. Actual earnings vary with bidding and operational flying.*\n\nThe 2024–2026 agreement includes negotiated wage increases across the term, with retroactive adjustments applied from the agreement's effective date for members who worked during the negotiation period. Senior crew members with 20+ years of service at the top of the pay grid see the highest absolute dollar gains.\n\n### Per Diem and Layover Allowances\n\nIn addition to flight pay, cabin crew receive a **per diem layover allowance** for every hour away from base during layovers. The 2024–2026 rates are:\n\n- **International layovers**: approximately USD $4.50–$5.00 per hour away from base\n- **Domestic layovers**: approximately CAD $3.85–$4.25 per hour away from base\n\nPer diem is non-taxable up to CRA-prescribed limits, which significantly improves the after-tax value of these allowances. The international per diem is particularly valuable on long-haul routes where layovers may run 12–24 hours, adding several hundred dollars to a crew member's monthly take-home.\n\n### Monthly Minimums and Guarantees\n\nThe collective agreement includes a monthly block hour guarantee. Cabin crew who are available for work but not assigned sufficient flying are protected against earning less than the guarantee. This floor provides income stability even in periods of reduced schedules or irregular operations.\n\n## Overtime Rules and Duty Day Limits\n\nBecause Air Canada cabin crew are federally regulated, overtime is governed by **CLC section 174**: overtime is payable at **1.5× the regular flight pay rate** for any flight time exceeding **8 block hours in a duty day**.\n\nHowever, the collective agreement overlays CLC minimums with aviation-specific duty day limits set by Transport Canada under the **Canadian Aviation Regulations (CARs)**. The CARs establish maximum duty day lengths that the employer cannot exceed regardless of scheduling preferences. Key limits include:\n\n- **Maximum duty day**: typically 13–14 hours for standard operations, reduced for early morning starts and extended operations\n- **Required rest period**: minimum 10–11 hours rest between duty periods in most scenarios\n- **Monthly and annual flight time limits**: to prevent cumulative fatigue, block hours are capped both monthly and over rolling 12-month windows\n\nWhen a duty day is extended beyond CARs limits due to irregular operations (weather, mechanical delays), additional compensation and fatigue protections apply. The collective agreement specifies crew member rights when extensions occur.\n\n### Shift Premiums\n\nCabin crew on certain late-evening and early-morning departures receive shift premiums per the collective agreement. These typically amount to an additional flat rate or hourly premium layered on top of the base flight pay rate for qualifying segments.\n\n## Vacation and Leave Entitlements\n\nThe CUPE Air Canada 2024–2026 agreement provides **4 weeks (20 days) of paid annual vacation from Year 1** — notably more generous than the CLC statutory minimum of 2 weeks for workers in their first 5 years of service. This means you start your Air Canada career with vacation entitlement already at the upper range of what the CLC mandates for workers with 5–9 years of service.\n\nThe vacation progression under the agreement is:\n\n| Service | Vacation Entitlement |\n|---|---|\n| Year 1–4 | 4 weeks (20 days) |\n| Year 5–9 | 5 weeks (25 days) |\n| Year 10–14 | 6 weeks (30 days) |\n| Year 15+ | 7 weeks (35 days) |\n\nVacation pay is calculated as a percentage of gross insurable earnings for the year, consistent with CLC requirements. Because cabin crew earn flight pay rather than a fixed salary, your vacation pay amount fluctuates with your actual earnings — an important consideration when planning your annual leave schedule.\n\nFor CLC context, the statutory minimums are:\n- Under 5 years: 2 weeks \u002F 4% of earnings\n- 5–9 years: 3 weeks \u002F 6% of earnings\n- 10+ years: 4 weeks \u002F 8% of earnings\n\nThe agreement's 4-week minimum from Year 1 exceeds the statutory floor, ensuring Air Canada cabin crew are entitled to more generous leave than the bare CLC minimum.\n\n### Other Leaves\n\nThe collective agreement also incorporates CLC entitlements to:\n- **Maternity leave**: 17 weeks\n- **Parental leave**: up to 63 weeks (birth parent) or 40 weeks (other parent)\n- **Compassionate care leave**: up to 28 weeks\n- **Sick leave**: employer-funded sick days, with short-term and long-term disability plan coverage\n\n## Notice Period and Severance Rights\n\nAs federally regulated employees, cabin crew dismissed without cause are protected under **CLC sections 230 and 235**:\n\n**Termination Notice (s.230):**\n- Employees with 3 months or more of continuous service are entitled to **2 weeks written notice** of termination, regardless of years of service. There is no statutory CLC scale that increases this minimum, unlike provincial employment standards acts.\n- However, the collective agreement may negotiate enhanced notice provisions above the statutory floor.\n\n**Severance Pay (s.235):**\n- After 12 months of continuous employment, workers dismissed without cause are entitled to severance pay of **2 days per completed year of service**, subject to a **minimum of 5 days** and a **maximum of 40 days** (approximately 8 weeks) of regular wages.\n- This severance applies in addition to any termination pay under the collective agreement.\n\n**Group Dismissal (s.212):**\n- If 50 or more employees are terminated within a 4-week period, additional notice obligations are triggered. Given Air Canada's large workforce, this provision is relevant in restructuring scenarios.\n\nUnder the CLC, federally regulated employees also have access to **unjust dismissal protections** under s.240. If you have been employed for 12 or more months, you may file an unjust dismissal complaint with an inspector, making it significantly harder for the employer to dismiss without proper cause compared to at-will or common-law standards.\n\n## CPP, EI, and Pension Benefits\n\n### Canada Pension Plan (CPP) 2025\n\nAll Canadian employees, including cabin crew, contribute to CPP on their insurable earnings. For 2025:\n- **Employee CPP rate**: 5.95% on earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (**YMPE: $71,300**)\n- **Maximum employee CPP contribution**: ~$4,034 per year\n- **CPP2 (enhanced)**: additional 4.00% on earnings between the YMPE and the Year's Additional Maximum Pensionable Earnings (**YAMPE: ~$81,900**)\n- **Maximum CPP2 contribution**: ~$426 per year\n\n### Employment Insurance (EI) 2025\n\nEI premiums for 2025:\n- **Employee rate**: 1.64% on insurable earnings up to the Maximum Insurable Earnings (**MIE: $65,700**)\n- **Maximum employee EI premium**: ~$1,078 per year\n- **Employer rate**: 1.4× the employee rate (~2.296%)\n\nBecause cabin crew are covered by the collective agreement and CLC, they are entitled to regular EI benefits during layoffs, as well as EI maternity and parental benefits as outlined above.\n\n### Air Canada Pension Plan\n\nUnder the 2024–2026 agreement, cabin crew participate in a **defined contribution (DC) pension plan**. Employer contributions range from **3% to 5% of pensionable earnings**, scaled by years of service. Employee contributions are matched up to the specified threshold, making it important to contribute at least the amount required to receive the full employer match — otherwise, you are leaving compensation on the table.\n\n## Key Changes in the 2024–2026 Agreement\n\nThe 2024–2026 collective agreement represents a significant improvement over the previous agreement for cabin crew, with key gains including:\n\n1. **Wage increases**: Multi-year increases across the pay grid, with higher percentage gains in the first years of the term to offset inflation.\n2. **Improved per diem rates**: Both international and domestic per diem allowances were increased, recognising the rising cost of living during layovers abroad and at domestic stations.\n3. **Enhanced fatigue protections**: Strengthened provisions around duty day limits and rest requirements, addressing longstanding concerns about operational extensions.\n4. **Vacation improvements**: Maintenance of the above-statutory 4-week Year 1 vacation entitlement and improved scheduling flexibility for senior crew.\n5. **Pension matching**: Improved employer DC matching percentages for members with 10+ years of service.\n\nThe negotiations took place against a backdrop of post-pandemic travel recovery, sustained inflation, and a tightening labour market for skilled flight attendants across North America. CUPE Component 4 members voted to ratify the agreement following extended bargaining, reflecting the union's success in securing meaningful gains for a predominantly female workforce.\n\n## Statutory Holidays Under the Canada Labour Code\n\nAs federal employees, Air Canada cabin crew are entitled to **11 federal general holidays** under CLC section 166:\n\n1. New Year's Day (1 January)\n2. Good Friday\n3. Victoria Day\n4. Canada Day (1 July)\n5. Labour Day (first Monday in September)\n6. National Day for Truth and Reconciliation (30 September)\n7. Thanksgiving Day (second Monday in October)\n8. Remembrance Day (11 November)\n9. Christmas Day (25 December)\n10. Boxing Day (26 December)\n11. One additional holiday as proclaimed federally or per collective agreement\n\nWhen cabin crew are required to work on a general holiday — common in airline operations, which run 365 days per year — they are entitled to:\n- **Holiday pay** equal to their average day's pay, plus\n- **Premium pay** at 1.5× the regular rate for hours actually worked on the holiday\n\nThis results in an effective rate of approximately **2.5× regular pay** for holiday work, making these shifts financially worthwhile while compensating for the sacrifice of the holiday.\n\n## How to Use This Free Calculator\n\nThe interactive calculator embedded on this page is designed specifically for CUPE Air Canada cabin crew and federally regulated airline workers in Canada. It covers six key calculation areas:\n\n1. **Wages & Federal Tax**: Enter your annual block hours flown and hourly flight pay rate to calculate your gross annual income, then see your estimated federal income tax, CPP, and EI deductions — and your estimated net take-home pay in CAD.\n\n2. **Overtime & Premiums**: Calculate your overtime earnings for duty days exceeding 8 block hours, plus any shift premiums for evening or early-morning operations.\n\n3. **Vacation Pay**: Calculate your vacation entitlement in weeks and your vacation pay amount as a percentage of annual earnings.\n\n4. **Notice & Severance**: Enter your years of service to see your CLC statutory notice entitlement and severance pay calculation.\n\n5. **CPP & EI**: See a detailed breakdown of your annual CPP (including CPP2) and EI contributions, plus the employer portion for context.\n\n6. **Statutory Holidays**: Calculate the value of your 11 federal stat holidays at your daily rate, and see the premium pay applicable if you work a stat holiday.\n\nAll calculations are expressed in Canadian dollars (CAD) and reference 2025 rates for federal tax brackets, CPP, and EI. Provincial income tax is not included — rates vary by province of residence and can be calculated through the Canada Revenue Agency (CRA) website.\n\n---\n\n*Calculations are indicative only and do not constitute legal advice. Employment standards vary and are subject to change. For specific advice, contact the Canada Labour Program at 1-800-641-4049, CUPE Component 4 directly, or consult a qualified labour lawyer.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fa9d04d050eb7-1ee82c.webp","CUPE Air Canada cabin crew collective agreement 2024-2026","a9d04d050eb7",2217,[],{"lang":1170,"slug":2621,"draft":2565,"title":2612,"excerpt":1047,"keyword":2616,"category":1468,"featured":2555,"lang_code":2558,"countryCode":2557,"description":2622,"categorySlug":1468,"country_code":2557,"languageCode":2558,"relatedTools":2623,"readingTimeMin":1081},"cupe-air-canada-cabin-crew-agreement-2024-2026-wages-rights","Complete guide to the CUPE Component 4 Air Canada cabin crew collective agreement 2024–2026. Understand your flight pay, per diem, overtime, vacation, and severance rights with our free calculator.",[1112],501,"aa872f84-f77f-4c16-8e09-05ffaa6eebe6",4.03,3.51,"2026-07-28T17:46:31.246Z","2026-06-02T14:50:00.427Z","2026-06-02T14:50:00.429Z","2026-08-04T01:25:51.246Z",{"id":1466,"name":1467,"slug":1468,"parentId":1469,"parent":2633},{"id":1469,"name":670,"slug":672},{"id":2635,"slug":2636,"title":2637,"excerpt":2638,"contentMd":2639,"heroImage":2640,"heroImageAlt":1165,"heroImageCredit":1165,"audioUrl":1165,"audioGeneratedAt":1165,"readingTimeMin":1081,"featured":2555,"status":2556,"lang":1170,"countryCode":2557,"languageCode":2558,"categoryId":1466,"metaTitle":2637,"metaDescription":1047,"keyword":2641,"seoApiPageId":2642,"seoApiTenantId":2561,"contentType":1165,"wordCount":2643,"internalImages":2644,"frontmatter":2645,"viewCount":2649,"internalLinksCount":1159,"expertId":2650,"folderId":1165,"folderPosition":1165,"gscVerdict":2651,"gscCoverage":2652,"gscLastCrawl":2653,"gscCheckedAt":2654,"gscIndexingState":1165,"gscRobotsTxtState":1165,"gscPageFetchState":1165,"gscGoogleCanonical":1165,"gscCrawledAs":1165,"cwvLcp":2655,"cwvLcpRating":2600,"cwvFcp":1125,"cwvFcpRating":2600,"cwvCls":2656,"cwvClsRating":2574,"cwvAuditedAt":2657,"publishedAt":2658,"createdAt":2659,"updatedAt":2660,"category":2661},"cmpwpysws02lsq5ldxcd0cem7","unite-here-collective-agreement-hospitality-workers-canada-2025-2026","UNITE HERE Hospitality Workers Collective Agreement 2025–2027 — Complete Guide to Your Rights and Pay","If you work in a hotel in Canada — making beds, serving banquets, staffing the front desk, or cooking in a kitchen — there is a good chance your wages and working conditions are shaped by a UNITE HERE","# UNITE HERE Hospitality Workers Collective Agreement 2025–2027 — Complete Guide to Your Rights and Pay\n\nIf you work in a hotel in Canada — making beds, serving banquets, staffing the front desk, or cooking in a kitchen — there is a good chance your wages and working conditions are shaped by a UNITE HERE collective agreement. As of 2025, UNITE HERE Canada and its locals represent approximately **18,000 hotel and food-service workers** at major chains including Marriott, Hilton, Hyatt, and IHG properties from Vancouver to Toronto. The 2025–2027 round of bargaining has delivered some of the strongest wage increases in the union's Canadian history, with cumulative gains of 21–34 per cent depending on the local and property.\n\nThis guide explains who is covered, what wages you can expect, how overtime and premium pay works, your vacation and leave rights, what happens when your job ends, and what CPP, EI, and health benefits mean for your take-home pay. At the bottom of the page, a **free interactive calculator** lets you model your net pay, overtime earnings, vacation entitlement, severance, and statutory holiday value in minutes.\n\n---\n\n## Who Is Covered by This Agreement\n\nUNITE HERE Canada negotiates property-by-property and through pattern bargaining agreements. The union operates through several major locals:\n\n- **Local 40** — British Columbia, covering downtown Vancouver luxury properties, airport hotels, and resort properties.\n- **Local 75** — Southern Ontario, covering Toronto's flagship hotels including the Fairmont Royal York, Park Hyatt, and dozens of mid-tier properties.\n- **Local 261 and 272** — Ottawa and Eastern Ontario hotel and food-service workers.\n- **Local 47** — Alberta, covering select hotel properties in Calgary and Edmonton.\n\nCovered classifications typically include room attendants (housekeeping), front desk agents, guest services agents, banquet servers and bartenders, cooks and kitchen staff, laundry attendants, door attendants, and bell staff. The collective agreement applies to all workers in these classifications at covered properties, whether full-time, part-time, or casual.\n\nWorkers who are managers, supervisors with the power to discipline, or who perform primarily administrative work are generally excluded from bargaining unit coverage. If you are unsure whether you are covered, your shop steward or local union office can confirm.\n\n---\n\n## Current Wage Rates and Pay Grid (2025–2026)\n\nWage rates under UNITE HERE agreements are property-specific, but the union uses a **city-wide pattern standard** to drive comparability across an urban market. Based on recently ratified agreements and press releases from UNITE HERE Local 40 and Local 75, the following rates reflect the 2025 landscape:\n\n**British Columbia (Local 40):**\nIn downtown Vancouver, the 2024–2027 round delivered a **cumulative 34 per cent wage increase**. Room attendants at flagship Hyatt and Westin properties moved to approximately **$32.50\u002Fhour as of January 1, 2025**, with further annual increases scheduled for 2026 and 2027 pushing rates above $37.00\u002Fhour by end of term. At Hilton properties in Burnaby, room attendants reached approximately $28.10\u002Fhour at the same date, with a 21.5 per cent total increase over the agreement.\n\n**Ontario (Local 75):**\nIn Toronto, the city-wide standard room attendant rate for properties covered by Local 75 reached approximately **$28–$32\u002Fhour in 2024–2025**, with annual escalators building to roughly $30–$34\u002Fhour by end of the 2027 term. The ratification of the One King West agreement in June 2025 confirmed that workers who had been below the city standard received catch-up increases of $4–$6.20\u002Fhour over the agreement term, with back pay of up to $1,900.\n\n**Provincial Minimum Wage Floor (Ontario):**\nEven at non-unionised properties, the Ontario general minimum wage is **$17.60\u002Fhour** effective October 1, 2025, rising to **$17.95\u002Fhour** effective October 1, 2026. Hotel workers at unionised properties under UNITE HERE earn substantially above the minimum wage floor.\n\n**Classification Examples (2025 rate range across Local 40 \u002F Local 75 covered properties):**\n\n| Classification | Approximate 2025 Range |\n|---|---|\n| Room Attendant | $26.00 – $32.50\u002Fhr |\n| Front Desk Agent | $24.00 – $30.00\u002Fhr |\n| Banquet Server | $22.00 – $28.00\u002Fhr |\n| Cook (First) | $28.00 – $34.00\u002Fhr |\n| Laundry Attendant | $23.00 – $29.00\u002Fhr |\n\nRates at your specific property will be set out in your local collective agreement. Contact your shop steward for the current wage schedule.\n\n---\n\n## Overtime Rules and Shift Premiums\n\nOvertime rules depend on whether your employer is federally regulated or provincially regulated. Most hotel and food-service employers in Canada are **provincially regulated**, meaning provincial Employment Standards Acts apply — but the collective agreement may and often does improve on statutory minimums.\n\n**Ontario ESA (Employment Standards Act, 2000):**\nOvertime is payable at **1.5 times your regular rate** for all hours worked in excess of **44 hours in a workweek**. There is no daily overtime trigger under Ontario law. Employers may offer banked time in lieu of overtime pay (1.5 hours off per overtime hour), but only with your written agreement and only if the time off is taken within three months.\n\n**British Columbia Employment Standards Act:**\nBC has both daily and weekly overtime triggers:\n- Hours 1–8 per day: regular rate\n- Hours 8–12 per day: 1.5× rate\n- Hours beyond 12 per day: 2× rate\n- Hours beyond 40 per week: 1.5× rate\n\nThe CBA may establish higher thresholds or additional shift premiums. Common premium structures negotiated in hotel CBAs include:\n- **Evening premium** (e.g., shifts starting after 3 pm): typically $0.75–$1.50\u002Fhour above base\n- **Night premium** (e.g., shifts starting after 11 pm): typically $1.00–$2.00\u002Fhour above base\n- **Weekend premium** (Saturday\u002FSunday): typically $0.50–$1.25\u002Fhour above base\n\n**Room Attendant Productivity Standard:**\nThe UNITE HERE pattern standard — pioneered at the Fairmont Royal York under Local 75 — limits room attendants to **14 rooms per day** as a workload ceiling. This standard is referenced as the best in Canada and is incorporated into Local 75 and Local 40 agreements as a health and safety protection.\n\n---\n\n## Vacation and Leave Entitlements\n\nUnder the UNITE HERE collective agreement, vacation entitlements generally meet or exceed the Ontario ESA and Canada Labour Code minimums. Here is what you are entitled to under the statutory floor, against which your CBA improves:\n\n**Ontario ESA minimums:**\n| Years of Service | Vacation Time | Vacation Pay |\n|---|---|---|\n| Less than 5 years | 2 weeks\u002Fyear | 4% of gross wages |\n| 5 or more years | 3 weeks\u002Fyear | 6% of gross wages |\n\n**Canada Labour Code minimums (for federally regulated workers):**\n| Years of Service | Vacation Time | Vacation Pay |\n|---|---|---|\n| Less than 5 years | 2 weeks | 4% |\n| 5–9 years | 3 weeks | 6% |\n| 10 or more years | 4 weeks | 8% |\n\nVacation pay accrues on each pay period (commonly paid out on each cheque as a percentage) or accumulates for a lump sum payout before your scheduled vacation — the arrangement is specified in your collective agreement. Many UNITE HERE agreements add additional vacation entitlement for senior workers beyond the statutory minimum.\n\n**Other Leave Rights:**\n- Pregnancy leave: up to 17 weeks (Ontario ESA, unpaid; EI maternity benefits available)\n- Parental leave: up to 61–63 weeks (Ontario ESA, unpaid; EI parental benefits available)\n- Personal emergency leave \u002F sick leave: 3 days paid, 2 days unpaid under Ontario ESA (your CBA likely provides more)\n- Bereavement leave: varies by CBA (typically 3–5 days with pay)\n\n---\n\n## Notice Period and Severance Pay\n\nIf your employment is terminated without cause, you are entitled to notice or pay in lieu. The rules differ between Ontario ESA and the Canada Labour Code.\n\n**Ontario ESA (s.57) — Statutory Notice:**\n| Length of Employment | Notice Required |\n|---|---|\n| Less than 1 year | 1 week |\n| 1–3 years | 2 weeks |\n| 3–4 years | 3 weeks |\n| 4–5 years | 4 weeks |\n| 5–6 years | 5 weeks |\n| 6–7 years | 6 weeks |\n| 7–8 years | 7 weeks |\n| 8 or more years | 8 weeks |\n\n**Ontario ESA (s.64) — Severance Pay:**\nAn additional severance entitlement applies if: (a) you have worked five or more years, and (b) your employer has a payroll of $2.5 million or more. Severance pay is **one week per year of employment** (or partial year), with no maximum cap under the ESA.\n\n**Canada Labour Code (ss.230–235) — Federal Workers:**\n- Minimum notice: 2 weeks (after 3 months of service)\n- Severance: 2 days per year of service (minimum 5 days, maximum 40 days) — applicable after 12 months\n\n**Common Law Notice:**\nIn addition to statutory minimums, courts may award additional \"reasonable notice\" based on factors including age, length of service, position, and availability of similar employment. Common law awards often equal approximately one month per year of service for long-tenured employees. Your collective agreement's grievance and arbitration process is typically the avenue for disputes about termination rights.\n\n**Recall Rights:**\nUNITE HERE agreements include layoff recall rights. Based on the 2025 bargaining round, recall protections extend up to **24 months** after layoff, with unlimited recall rights for workers laid off due to hotel renovations or other temporary closures. This was reinforced in the Local 40 Vancouver downtown agreements ratified in November 2024.\n\n---\n\n## CPP, EI, and Health Benefits\n\nEvery worker in Canada with insurable employment contributes to the **Canada Pension Plan (CPP)** and **Employment Insurance (EI)**. Here are the 2025 rates (verified against current government schedules):\n\n**Canada Pension Plan (2025):**\n- Employee contribution rate: **5.95%** on pensionable earnings between $3,500 (basic exemption) and approximately $71,300 (Year's Maximum Pensionable Earnings — YMPE)\n- Maximum annual employee CPP contribution: approximately **$4,034**\n- **CPP2**: An additional 4% on earnings between the YMPE and approximately $81,900 (Year's Additional Maximum Pensionable Earnings — YAMPE); maximum approximately $426\u002Fyear\n\n**Employment Insurance (2025):**\n- Employee premium rate: **1.64%** of insurable earnings up to approximately $65,700\n- Maximum annual employee EI premium: approximately **$1,078**\n- Employer rate: employee premium × 1.4 (unless reduced rate agreement applies)\n\n**Health and Welfare Benefits (UNITE HERE):**\nUnder the **UNITE HERE Benefits Canada** plan (administered for Local 75 members by Soben Management Ltd., and similar plans under Local 40), coverage includes:\n- Vision care: up to $400 per adult every 18 months\n- Paramedical services: 95% reimbursement up to $1,500\u002Fperson annually (physiotherapy, massage therapy, chiropractor, etc.)\n- Dental and orthodontic care\n- Short-term disability (weekly indemnity up to approximately $638\u002Fweek)\n- Life insurance\n\n**Part-Time Benefit Eligibility:**\nPart-time workers under the Local 75 plan use an **hour bank system**: coverage is maintained by drawing down 60 banked hours per month. Workers who regularly work 20 or more hours per week will typically qualify for benefits coverage, consistent with the CBA threshold of 20 hours per week for health and welfare eligibility. In British Columbia, the 2024 Local 40 agreements secured **year-round health benefits for all workers**, including part-time, at covered Vancouver properties — described as a rarity in the Canadian hospitality sector.\n\n---\n\n## Key Changes in the 2025–2027 Agreement\n\nThe 2025–2027 round of bargaining reflects the post-pandemic recovery in the hotel sector and significant cost-of-living pressures. Key gains negotiated in this round include:\n\n- **Substantial wage increases**: Cumulative increases ranging from 21 per cent (Ontario, shorter-term comparisons) to 34 per cent (BC downtown Vancouver) over three years — well above inflation.\n- **Reduced housekeeping workloads**: The 14-room-per-day standard has been extended to additional properties and reinforced in existing agreements.\n- **Extended recall rights**: Workers have up to 24 months of recall protection after layoff, with unlimited recall rights for renovation-related layoffs.\n- **Improved benefits for part-time workers**: The 20-hour weekly threshold for health and welfare eligibility ensures more part-time workers access benefits, and the Local 40 agreements secured year-round coverage regardless of seasonal hours fluctuations.\n- **Tip and service charge protections**: Gratuity distribution language has been strengthened, building on Ontario's *Protecting Employees' Tips Act, 2016* which already prohibits employer withholding of tips except for lawful tip pooling arrangements.\n- **Scheduling improvements**: Provisions addressing predictive scheduling and advance notice of shifts reflect the union's push for greater work-life balance for hotel workers.\n\n---\n\n## How to Use This Free Calculator\n\nThe **UNITE HERE Hospitality Workers Free Calculator** below has six tabs to help you understand your total compensation:\n\n1. **Wages & Tax** — Enter your hourly rate and hours worked per week to see your estimated gross annual income, CPP deductions, EI premiums, and federal income tax. The result is your estimated net annual and net monthly take-home pay. Note that provincial tax is not included — your actual net will be lower by your provincial rate.\n\n2. **Overtime & Premiums** — Enter your base rate, regular hours, and overtime hours to calculate your overtime pay. Toggle between Ontario (44h\u002Fweek threshold) and BC (daily\u002Fweekly triggers). Add shift premiums (evening, night, weekend) to see their impact on your weekly and annual earnings.\n\n3. **Vacation Pay** — Select your province and years of service to see your vacation entitlement in weeks and your vacation pay as a dollar amount. You can also see how much vacation pay is accruing on each paycheque.\n\n4. **Notice & Severance** — Enter your province, years of service, and annual salary to calculate your statutory notice entitlement and severance pay under Ontario ESA or the Canada Labour Code.\n\n5. **CPP & EI** — See your annual CPP (including CPP2) and EI contribution totals, broken down monthly, along with the employer's matching contribution for context.\n\n6. **Statutory Holidays** — See the value of each federal and provincial statutory holiday at your hourly rate, and calculate what you would earn if required to work a holiday (including premium pay).\n\n> **Legal Disclaimer:** Calculations are indicative only and do not constitute legal advice. Employment standards vary by province and whether you are federally regulated. For specific advice, contact the Canada Labour Program at 1-800-641-4049, your provincial Employment Standards office, or a labour lawyer. For grievances related to your collective agreement, contact your UNITE HERE local union representative.\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fab5fe2e21ed8-1eddba.webp","UNITE HERE collective agreement hospitality workers Canada 2025 2026","ab5fe2e21ed8",2311,[],{"lang":1170,"slug":2646,"draft":2565,"title":2637,"excerpt":1047,"keyword":2641,"category":1468,"featured":2555,"countryCode":2557,"description":2647,"categorySlug":1468,"languageCode":2558,"relatedTools":2648,"readingTimeMin":1081},"unite-here-collective-agreement-hospitality-canada-2025-2026","Everything hotel and food-service workers need to know about the UNITE HERE Canada collective agreement 2025–2027: wages, overtime, vacation, severance, and how to use our free calculator.",[1084],461,"2f551c45-28b9-4e42-84bd-aed6180b5f34","PASS","Submitted and indexed","2026-07-28T15:22:57.000Z","2026-08-01T15:11:33.441Z",3.99,0.013,"2026-07-28T18:45:54.234Z","2026-06-02T14:15:00.314Z","2026-06-02T14:15:00.315Z","2026-08-04T01:19:34.707Z",{"id":1466,"name":1467,"slug":1468,"parentId":1469,"parent":2662},{"id":1469,"name":670,"slug":672}]