[{"data":1,"prerenderedAt":-1},["ShallowReactive",2],{"$f4hGFf3xTWGaFzQhlnattyZ1h7g8GlI9lqp6pAwYE7c4":3,"region-locale-en-CA":130,"footer-cities-ca":1161,"$fGL7OPvwAJyreUM3i5EtYVG2Powo6z_fiQXJ2kTzKnSQ":1162,"$ftmkbh-vBKWdKmptJoW5Ffq5_Uk-HIijAMusa8GmErRU":1211,"ccn-toolset-meta":1274},{"tools_slug":4,"consumer_tools_slug":5,"tools":6},"tools-calculators","practical-tools-for-individuals",[7,17,24,30,35,41,46,52,58,64,69,74,80,85,90,96,101,107,112,119,124],{"slug":8,"local_slug":8,"title":9,"description":10,"view_count":11,"audience":12,"category":13,"source":14,"hero_image":15,"hero_image_alt":16},"cc-ca-fr-cc-fiq-infirmieres-qc-2023-2028","FIQ Infirmières Québec — calculateur gratuit salaire et droits 2026 | Expert Zoom","Calculateur gratuit basé sur la convention collective FIQ 2023-2028 : salaire net, heures supplémentaires, primes de quart, vacances, délai-congé, RRQ et RQAP. Taux 2025-2026.",31,"consumer","droit-du-travail","generated","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-fiq-infirmieres-qc-2023-2028-bc31f57553-1780093823.webp","",{"slug":18,"local_slug":18,"title":19,"description":20,"view_count":21,"audience":12,"category":22,"source":14,"hero_image":23,"hero_image_alt":19},"cba-ca-cba-unifor-auto-2024-2026","Unifor Auto Collective Agreement — Free Calculator for Wages and Rights 2026 | Expert Zoom","Free calculator for Unifor auto workers at GM, Ford and Stellantis Canada: wages, overtime, vacation pay, notice, CPP\u002FEI and statutory holidays under the 2024–2026 collective agreement.",15,"labour-law","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-unifor-auto-2024-2026-843e5c7aad.webp",{"slug":25,"local_slug":25,"title":26,"description":27,"view_count":28,"audience":12,"category":22,"source":14,"hero_image":29,"hero_image_alt":16},"cba-ca-cba-cupe-hospital-on-2025-2027","CUPE Ontario Hospital Workers — Free Calculator for Wages and Rights 2025","Free 6-tab calculator for Ontario hospital workers covered by the CUPE collective agreement 2025–2027. 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":31,"local_slug":31,"title":32,"description":33,"view_count":28,"audience":12,"category":22,"source":14,"hero_image":34,"hero_image_alt":32},"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":36,"local_slug":36,"title":37,"description":38,"view_count":39,"audience":12,"category":22,"source":14,"hero_image":40,"hero_image_alt":37},"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":42,"local_slug":42,"title":43,"description":44,"view_count":39,"audience":12,"category":22,"source":14,"hero_image":45,"hero_image_alt":16},"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":47,"local_slug":47,"title":48,"description":49,"view_count":50,"audience":12,"category":22,"source":14,"hero_image":51,"hero_image_alt":48},"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":53,"local_slug":53,"title":54,"description":55,"view_count":50,"audience":12,"category":22,"source":14,"hero_image":56,"hero_image_alt":57},"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":59,"local_slug":59,"title":60,"description":61,"view_count":62,"audience":12,"category":22,"source":14,"hero_image":63,"hero_image_alt":60},"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":65,"local_slug":65,"title":66,"description":67,"view_count":62,"audience":12,"category":22,"source":14,"hero_image":68,"hero_image_alt":16},"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":70,"local_slug":70,"title":71,"description":72,"view_count":62,"audience":12,"category":22,"source":14,"hero_image":73,"hero_image_alt":71},"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":75,"local_slug":75,"title":76,"description":77,"view_count":78,"audience":12,"category":22,"source":14,"hero_image":79,"hero_image_alt":16},"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":81,"local_slug":81,"title":82,"description":83,"view_count":78,"audience":12,"category":22,"source":14,"hero_image":84,"hero_image_alt":16},"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":86,"local_slug":86,"title":87,"description":88,"view_count":78,"audience":12,"category":22,"source":14,"hero_image":89,"hero_image_alt":87},"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. 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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":108,"local_slug":108,"title":109,"description":110,"view_count":105,"audience":12,"category":13,"source":14,"hero_image":111,"hero_image_alt":16},"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":113,"local_slug":113,"title":114,"description":115,"view_count":116,"audience":12,"category":117,"source":14,"hero_image":118,"hero_image_alt":16},"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":120,"local_slug":120,"title":121,"description":122,"view_count":116,"audience":12,"category":13,"source":14,"hero_image":123,"hero_image_alt":16},"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":125,"local_slug":125,"title":126,"description":127,"view_count":128,"audience":12,"category":13,"source":14,"hero_image":129,"hero_image_alt":16},"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 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Please try again.","We have received your message and will get back to you as soon as possible.",{"login":258,"logout":259,"pricing":260,"settings":261,"whoAreWe":262,"whoWeAre":263,"ourExperts":264,"expertSpace":265,"ourExpertises":266,"registerAsExpert":267},"Login","Logout","PRICING","Settings","Who are we?","WHO ARE WE?","OUR EXPERTS","Expert Space","Our expertises","REGISTER AS EXPERT",{"title":269,"contact":270,"seoTitle":273,"subtitle":274,"superAgent":275,"whyChooseUs":290,"copilotSupport":301,"seoDescription":273,"instantConsultation":315},"Our Prices – ExpertZoom",{"text":271,"email":272},"For any questions, contact us at","direction\\u0040expert-zoom.com","Our prices","Solutions tailored to your needs, from one-off advice to premium support.",{"price":276,"title":277,"button":278,"forWho":279,"audience":280,"features":283,"priceDetail":288,"whatWeOffer":289},"Custom","SuperAgent","Contact us for a custom offer","For whom?",[281,282],"Businesses and individuals with specific business management needs","A premium approach with tailor-made follow-up",[284,285,286,287],"Access to our most advanced artificial intelligence","Strategic and automated analysis and management of your problem","Ultra-personalized support from our best experts","Pricing on quotation, depending on your specific needs","(Contact us)","What we offer",{"speed":291,"title":294,"reliability":295,"accessibility":298},{"title":292,"description":293},"Speed","An immediate answer to your questions","Why choose ExpertZoom?",{"title":296,"description":297},"Reliability","Qualified experts and secure transactions",{"title":299,"description":300},"Accessibility","A competitive price with flexible solutions",{"price":302,"title":303,"button":304,"forWho":279,"audience":305,"features":308,"whatYouGet":313,"priceDetail":314},"$200","Copilot Support","Choose Copilot support",[306,307],"Those who have a specific need requiring in-depth monitoring","Entrepreneurs, freelancers or individuals wishing to be guided in their procedures",[309,310,311,312],"Personalized support on your file","Assistance with administrative and legal procedures","Access to customizable documents and templates","Direct communication with a dedicated expert","What you get","\u002Fmonth",{"price":316,"title":317,"button":318,"forWho":279,"audience":319,"features":322,"guarantee":328,"howItWorks":224,"priceDetail":329},"$3","Instant Consultation","Ask my question for {trialPrice}",[320,321],"Anyone with a one-off need for legal, health, veterinary or other assistance","Those who want regular support at a competitive price",[323,324,325,326,327],"You ask your first question for {trialPrice}","You receive a response from an online expert","Following this initial consultation, a subscription of {recurringPrice}\u002Fmonth is activated, allowing you to ask unlimited questions","You may cancel at any time","You may also connect your calendar (Google or Outlook) for even more personalized follow-up","Satisfaction Guaranteed","then {recurringPrice}\u002Fmonth",{"consultAnswer":331},"View Answer","Welcome",{"expertOnline":334,"flexibleModel":335,"getAnswerFrom":336,"noDataSharing":337,"whatsIncluded":338,"expertsVerified":339,"expertAnswers247":340,"manualValidation":341,"satisfiedClients":342,"flexibleModelDynamic":343,"localExpertConnection":344,"confidentialityGuaranteed":345},"Expert {category} online","Our flexible model works for you. 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Please try again.","Check your inbox to reset your password.",{"empty":589,"loading":590,"viewAll":591,"noCities":592,"pageTitle":593,"citiesCount":594,"otherCities":595,"regionLabel":596,"totalCities":597,"activeCities":598,"pageSubtitle":599,"averageRating":600,"detailSubtitle":601,"featuredCities":602,"viewDepartment":603,"departmentLabel":604,"groupedByRegion":605,"metaDescription":606,"otherCitiesNote":607},"No departments available for this region.","Loading departments…","View All Departments","No cities","All Departments","{count} cities","Other cities in the department","Region","Total Cities","Active Cities","Find an expert by location","Average Rating","Discover the experts available in {name} Department across its {count} cities.","Featured Cities","View Department","Department","By Region","Explore our experts by department. Over 200 specialties available across France.","Informative list — not all cities have a dedicated page yet.",{"back":581,"title":609,"errors":610,"submit":614,"address":615,"businessInfo":623,"personalInfo":627},"Update your contact details",{"uploadError":611,"fileTooLarge":612,"fileFormatUnsupported":613},"Error uploading file","File must not exceed 5MB","Unsupported file format","Update information",{"city":616,"title":617,"france":618,"street":617,"country":619,"countries":620,"postalCode":621,"selectCountry":622},"City","Address","France","Country","Countries","Postal Code","Select a country",{"siret":624,"title":625,"vatNumber":626},"SIRET","Business information","VAT Number",{"phone":628,"title":475,"company":629,"lastName":630,"firstName":631,"profilePicture":632},"Phone","Company","Last name","First name","Profile picture or logo",{"and":634,"onlineTitle":133,"expertsAvailable":635},"and","Our {category} experts are available to answer your questions and assist you.",{"in":637,"loading":150,"attachFile":638,"askQuestion":639,"limitReached":640,"limitDescription":641,"placeholderDefault":642,"placeholderVoyance":643,"unlimitedQuestions":644,"validationMinLength":645},"in","Attach an image or a PDF (prescription, contract, screenshot, etc.)","ASK MY QUESTION","Question limit reached","Only two free questions can be asked. 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Benefit from specialized expertise and personalized advice.","Ready to get answers?","Fast responses","Our {categoryName} experts","Our specialties","Verified Experts","Discover","Qualified professionals at your service","What our clients say","Get an expert answer in 3 simple steps","Choose your area of expertise","Discover the opinions of those who have trusted us",{"revisionAuto":672,"vaccinAnimal":679,"rdvSpecialiste":686,"pensionAlimentaire":693,"conventionCollective":700},{"alert":673},{"agenda":674},{"time":675,"title":676,"expert":677,"insight":678},"Saturday · 10:00 AM","Scheduled Maintenance","Auto Expert K. Singh","To maintain your manufacturer's warranty, ensure the service schedule is followed. Here are 3 key points to check on your invoice.",{"alert":680},{"agenda":681},{"time":682,"title":683,"expert":684,"insight":685},"This Week","Annual Vaccine Booster","Dr. L. 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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":853,"title":854,"types":855,"loading":150,"markAllRead":864},"No Notifications","Notifications",{"status":856,"question_paid":860,"question_reply":861,"matched_article":862,"matched_articles":863},{"closed":857,"answered":858,"partially-answered":859},"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":866,"title":768,"paused":867,"emptyHint":868,"reactivate":869,"categoryFallback":870},"No alerts at this time.","Alerts Paused","Connect your calendar and ask a question to receive personalized suggestions.","Reactivate","Category",{"error":253,"title":582,"minChars":872,"seoTitle":582,"emailSent":585,"minDigits":873,"emailLabel":503,"backToLogin":874,"description":875,"submitButton":584,"updateButton":876,"seoDescription":582,"updatingButton":583,"passwordUpdated":877,"emailPlaceholder":878,"errorDescription":879,"newPasswordLabel":880,"newPasswordTitle":881,"passwordMismatch":882,"submitButtonLoading":583,"confirmPasswordLabel":883,"emailSentDescription":587,"resetErrorDescription":884,"newPasswordPlaceholder":885,"confirmPasswordPlaceholder":886,"passwordUpdatedDescription":887},"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 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",null,false,"PUBLISHED","en-CA","ca","en","cmkzhjoas00ptwf4fqx5mv605","CUPE Air Canada cabin crew collective agreement 2024-2026","a9d04d050eb7","9cc87197-5408-43dc-9de5-d740868a64f4",2217,[],{"lang":1172,"slug":1182,"draft":1183,"title":1165,"excerpt":16,"keyword":1176,"category":1184,"featured":1170,"lang_code":1174,"countryCode":1173,"description":1185,"categorySlug":1184,"country_code":1173,"languageCode":1174,"relatedTools":1186,"readingTimeMin":50},"cupe-air-canada-cabin-crew-agreement-2024-2026-wages-rights",true,"labor-law","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.",[81],500,"aa872f84-f77f-4c16-8e09-05ffaa6eebe6","2026-08-01T15:40:45.974Z",4.03,"poor",3.51,"good","2026-07-28T17:46:31.246Z","2026-06-02T14:50:00.427Z","2026-06-02T14:50:00.429Z","2026-08-03T23:58:05.839Z",{"id":1175,"name":1199,"slug":1184,"parentId":1200,"parent":1201},"Labor Law","cmkzhdpft00076svtfhfh0cyx",{"id":1200,"name":797,"slug":799},{"id":1188,"first_name":1203,"name":1204,"slug":1205,"specialty":1206,"picture":1207},"Nathalie","Dubois","nathalie-dubois","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775242561633.webp",[],[81],"\u003Ch1 id=\"cupe-air-canada-cabin-crew-collective-agreement-2024-2026-complete-guide-to-your-rights-and-pay\">CUPE Air Canada Cabin Crew Collective Agreement 2024–2026: Complete Guide to Your Rights and Pay\u003C\u002Fh1>\n\u003Cp>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 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.\u003C\u002Fp>\n\u003Ch2 id=\"who-is-covered-by-this-collective-agreement\">Who Is Covered by This Collective Agreement\u003C\u002Fh2>\n\u003Cp>The 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 \u003Cstrong>Canada Labour Code (CLC)\u003C\u002Fstrong> — not any provincial employment standards act — because Air Canada is a federally regulated undertaking under the \u003Cem>Canada Labour Code\u003C\u002Fem>, R.S.C. 1985, c. L-2.\u003C\u002Fp>\n\u003Cp>This 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.\u003C\u002Fp>\n\u003Cp>The agreement period runs from \u003Cstrong>1 June 2024 to 31 May 2026\u003C\u002Fstrong>, providing two years of stability following a lengthy bargaining process that concluded in 2024.\u003C\u002Fp>\n\u003Ch2 id=\"current-wage-rates-and-pay-grid-2025-2026\">Current Wage Rates and Pay Grid (2025–2026)\u003C\u002Fh2>\n\u003Cp>Air Canada cabin crew compensation is built around a \u003Cstrong>flight pay\u003C\u002Fstrong> model rather than a traditional hourly salary. You are paid per \u003Cstrong>block hour\u003C\u002Fstrong> — 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.\u003C\u002Fp>\n\u003Cp>Under the 2024–2026 agreement, the flight pay scale reflects seniority-based progression:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Seniority Year\u003C\u002Fth>\n\u003Cth>Hourly Flight Pay (Block Hour)\u003C\u002Fth>\n\u003Cth>Approx. Annual (75 hrs\u002Fmo)\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Year 1 (entry)\u003C\u002Ftd>\n\u003Ctd>~$31.00\u002Fhr\u003C\u002Ftd>\n\u003Ctd>~$27,900\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 3\u003C\u002Ftd>\n\u003Ctd>~$34.50\u002Fhr\u003C\u002Ftd>\n\u003Ctd>~$31,050\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 5\u003C\u002Ftd>\n\u003Ctd>~$38.00\u002Fhr\u003C\u002Ftd>\n\u003Ctd>~$34,200\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 10\u003C\u002Ftd>\n\u003Ctd>~$44.00\u002Fhr\u003C\u002Ftd>\n\u003Ctd>~$39,600\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 15\u003C\u002Ftd>\n\u003Ctd>~$49.00\u002Fhr\u003C\u002Ftd>\n\u003Ctd>~$44,100\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 20+ (top)\u003C\u002Ftd>\n\u003Ctd>~$54.00\u002Fhr\u003C\u002Ftd>\n\u003Ctd>~$48,600\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cem>Note: Annual estimates assume a minimum flying guarantee of approximately 75 block hours per month × 12. Actual earnings vary with bidding and operational flying.\u003C\u002Fem>\u003C\u002Fp>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Ch3 id=\"per-diem-and-layover-allowances\">Per Diem and Layover Allowances\u003C\u002Fh3>\n\u003Cp>In addition to flight pay, cabin crew receive a \u003Cstrong>per diem layover allowance\u003C\u002Fstrong> for every hour away from base during layovers. The 2024–2026 rates are:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>International layovers\u003C\u002Fstrong>: approximately USD $4.50–$5.00 per hour away from base\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Domestic layovers\u003C\u002Fstrong>: approximately CAD $3.85–$4.25 per hour away from base\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Per 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.\u003C\u002Fp>\n\u003Ch3 id=\"monthly-minimums-and-guarantees\">Monthly Minimums and Guarantees\u003C\u002Fh3>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Ch2 id=\"overtime-rules-and-duty-day-limits\">Overtime Rules and Duty Day Limits\u003C\u002Fh2>\n\u003Cp>Because Air Canada cabin crew are federally regulated, overtime is governed by \u003Cstrong>CLC section 174\u003C\u002Fstrong>: overtime is payable at \u003Cstrong>1.5× the regular flight pay rate\u003C\u002Fstrong> for any flight time exceeding \u003Cstrong>8 block hours in a duty day\u003C\u002Fstrong>.\u003C\u002Fp>\n\u003Cp>However, the collective agreement overlays CLC minimums with aviation-specific duty day limits set by Transport Canada under the \u003Cstrong>Canadian Aviation Regulations (CARs)\u003C\u002Fstrong>. The CARs establish maximum duty day lengths that the employer cannot exceed regardless of scheduling preferences. Key limits include:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Maximum duty day\u003C\u002Fstrong>: typically 13–14 hours for standard operations, reduced for early morning starts and extended operations\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Required rest period\u003C\u002Fstrong>: minimum 10–11 hours rest between duty periods in most scenarios\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Monthly and annual flight time limits\u003C\u002Fstrong>: to prevent cumulative fatigue, block hours are capped both monthly and over rolling 12-month windows\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>When 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.\u003C\u002Fp>\n\u003Ch3 id=\"shift-premiums\">Shift Premiums\u003C\u002Fh3>\n\u003Cp>Cabin 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.\u003C\u002Fp>\n\u003Ch2 id=\"vacation-and-leave-entitlements\">Vacation and Leave Entitlements\u003C\u002Fh2>\n\u003Cp>The CUPE Air Canada 2024–2026 agreement provides \u003Cstrong>4 weeks (20 days) of paid annual vacation from Year 1\u003C\u002Fstrong> — 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.\u003C\u002Fp>\n\u003Cp>The vacation progression under the agreement is:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Service\u003C\u002Fth>\n\u003Cth>Vacation Entitlement\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Year 1–4\u003C\u002Ftd>\n\u003Ctd>4 weeks (20 days)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 5–9\u003C\u002Ftd>\n\u003Ctd>5 weeks (25 days)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 10–14\u003C\u002Ftd>\n\u003Ctd>6 weeks (30 days)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 15+\u003C\u002Ftd>\n\u003Ctd>7 weeks (35 days)\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>Vacation 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.\u003C\u002Fp>\n\u003Cp>For CLC context, the statutory minimums are:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Under 5 years: 2 weeks \u002F 4% of earnings\u003C\u002Fli>\n\u003Cli>5–9 years: 3 weeks \u002F 6% of earnings\u003C\u002Fli>\n\u003Cli>10+ years: 4 weeks \u002F 8% of earnings\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Ch3 id=\"other-leaves\">Other Leaves\u003C\u002Fh3>\n\u003Cp>The collective agreement also incorporates CLC entitlements to:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Maternity leave\u003C\u002Fstrong>: 17 weeks\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Parental leave\u003C\u002Fstrong>: up to 63 weeks (birth parent) or 40 weeks (other parent)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Compassionate care leave\u003C\u002Fstrong>: up to 28 weeks\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Sick leave\u003C\u002Fstrong>: employer-funded sick days, with short-term and long-term disability plan coverage\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch2 id=\"notice-period-and-severance-rights\">Notice Period and Severance Rights\u003C\u002Fh2>\n\u003Cp>As federally regulated employees, cabin crew dismissed without cause are protected under \u003Cstrong>CLC sections 230 and 235\u003C\u002Fstrong>:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Termination Notice (s.230):\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Employees with 3 months or more of continuous service are entitled to \u003Cstrong>2 weeks written notice\u003C\u002Fstrong> of termination, regardless of years of service. There is no statutory CLC scale that increases this minimum, unlike provincial employment standards acts.\u003C\u002Fli>\n\u003Cli>However, the collective agreement may negotiate enhanced notice provisions above the statutory floor.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Severance Pay (s.235):\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>After 12 months of continuous employment, workers dismissed without cause are entitled to severance pay of \u003Cstrong>2 days per completed year of service\u003C\u002Fstrong>, subject to a \u003Cstrong>minimum of 5 days\u003C\u002Fstrong> and a \u003Cstrong>maximum of 40 days\u003C\u002Fstrong> (approximately 8 weeks) of regular wages.\u003C\u002Fli>\n\u003Cli>This severance applies in addition to any termination pay under the collective agreement.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Group Dismissal (s.212):\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>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.\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Under the CLC, federally regulated employees also have access to \u003Cstrong>unjust dismissal protections\u003C\u002Fstrong> 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.\u003C\u002Fp>\n\u003Ch2 id=\"cpp-ei-and-pension-benefits\">CPP, EI, and Pension Benefits\u003C\u002Fh2>\n\u003Ch3 id=\"canada-pension-plan-cpp-2025\">Canada Pension Plan (CPP) 2025\u003C\u002Fh3>\n\u003Cp>All Canadian employees, including cabin crew, contribute to CPP on their insurable earnings. For 2025:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Employee CPP rate\u003C\u002Fstrong>: 5.95% on earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (\u003Cstrong>YMPE: $71,300\u003C\u002Fstrong>)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Maximum employee CPP contribution\u003C\u002Fstrong>: ~$4,034 per year\u003C\u002Fli>\n\u003Cli>\u003Cstrong>CPP2 (enhanced)\u003C\u002Fstrong>: additional 4.00% on earnings between the YMPE and the Year's Additional Maximum Pensionable Earnings (\u003Cstrong>YAMPE: ~$81,900\u003C\u002Fstrong>)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Maximum CPP2 contribution\u003C\u002Fstrong>: ~$426 per year\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Ch3 id=\"employment-insurance-ei-2025\">Employment Insurance (EI) 2025\u003C\u002Fh3>\n\u003Cp>EI premiums for 2025:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Employee rate\u003C\u002Fstrong>: 1.64% on insurable earnings up to the Maximum Insurable Earnings (\u003Cstrong>MIE: $65,700\u003C\u002Fstrong>)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Maximum employee EI premium\u003C\u002Fstrong>: ~$1,078 per year\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Employer rate\u003C\u002Fstrong>: 1.4× the employee rate (~2.296%)\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>Because 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.\u003C\u002Fp>\n\u003Ch3 id=\"air-canada-pension-plan\">Air Canada Pension Plan\u003C\u002Fh3>\n\u003Cp>Under the 2024–2026 agreement, cabin crew participate in a \u003Cstrong>defined contribution (DC) pension plan\u003C\u002Fstrong>. Employer contributions range from \u003Cstrong>3% to 5% of pensionable earnings\u003C\u002Fstrong>, 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.\u003C\u002Fp>\n\u003Ch2 id=\"key-changes-in-the-2024-2026-agreement\">Key Changes in the 2024–2026 Agreement\u003C\u002Fh2>\n\u003Cp>The 2024–2026 collective agreement represents a significant improvement over the previous agreement for cabin crew, with key gains including:\u003C\u002Fp>\n\u003Col>\n\u003Cli>\u003Cstrong>Wage increases\u003C\u002Fstrong>: Multi-year increases across the pay grid, with higher percentage gains in the first years of the term to offset inflation.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Improved per diem rates\u003C\u002Fstrong>: Both international and domestic per diem allowances were increased, recognising the rising cost of living during layovers abroad and at domestic stations.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Enhanced fatigue protections\u003C\u002Fstrong>: Strengthened provisions around duty day limits and rest requirements, addressing longstanding concerns about operational extensions.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Vacation improvements\u003C\u002Fstrong>: Maintenance of the above-statutory 4-week Year 1 vacation entitlement and improved scheduling flexibility for senior crew.\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Pension matching\u003C\u002Fstrong>: Improved employer DC matching percentages for members with 10+ years of service.\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>The 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.\u003C\u002Fp>\n\u003Ch2 id=\"statutory-holidays-under-the-canada-labour-code\">Statutory Holidays Under the Canada Labour Code\u003C\u002Fh2>\n\u003Cp>As federal employees, Air Canada cabin crew are entitled to \u003Cstrong>11 federal general holidays\u003C\u002Fstrong> under CLC section 166:\u003C\u002Fp>\n\u003Col>\n\u003Cli>New Year's Day (1 January)\u003C\u002Fli>\n\u003Cli>Good Friday\u003C\u002Fli>\n\u003Cli>Victoria Day\u003C\u002Fli>\n\u003Cli>Canada Day (1 July)\u003C\u002Fli>\n\u003Cli>Labour Day (first Monday in September)\u003C\u002Fli>\n\u003Cli>National Day for Truth and Reconciliation (30 September)\u003C\u002Fli>\n\u003Cli>Thanksgiving Day (second Monday in October)\u003C\u002Fli>\n\u003Cli>Remembrance Day (11 November)\u003C\u002Fli>\n\u003Cli>Christmas Day (25 December)\u003C\u002Fli>\n\u003Cli>Boxing Day (26 December)\u003C\u002Fli>\n\u003Cli>One additional holiday as proclaimed federally or per collective agreement\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>When cabin crew are required to work on a general holiday — common in airline operations, which run 365 days per year — they are entitled to:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Holiday pay\u003C\u002Fstrong> equal to their average day's pay, plus\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Premium pay\u003C\u002Fstrong> at 1.5× the regular rate for hours actually worked on the holiday\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>This results in an effective rate of approximately \u003Cstrong>2.5× regular pay\u003C\u002Fstrong> for holiday work, making these shifts financially worthwhile while compensating for the sacrifice of the holiday.\u003C\u002Fp>\n\u003Ch2 id=\"how-to-use-this-free-calculator\">How to Use This Free Calculator\u003C\u002Fh2>\n\u003Cp>The 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:\u003C\u002Fp>\n\u003Col>\n\u003Cli>\u003Cp>\u003Cstrong>Wages & Federal Tax\u003C\u002Fstrong>: 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.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\u003Cp>\u003Cstrong>Overtime & Premiums\u003C\u002Fstrong>: Calculate your overtime earnings for duty days exceeding 8 block hours, plus any shift premiums for evening or early-morning operations.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\u003Cp>\u003Cstrong>Vacation Pay\u003C\u002Fstrong>: Calculate your vacation entitlement in weeks and your vacation pay amount as a percentage of annual earnings.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\u003Cp>\u003Cstrong>Notice & Severance\u003C\u002Fstrong>: Enter your years of service to see your CLC statutory notice entitlement and severance pay calculation.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\u003Cp>\u003Cstrong>CPP & EI\u003C\u002Fstrong>: See a detailed breakdown of your annual CPP (including CPP2) and EI contributions, plus the employer portion for context.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003Cli>\u003Cp>\u003Cstrong>Statutory Holidays\u003C\u002Fstrong>: 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.\u003C\u002Fp>\n\u003C\u002Fli>\n\u003C\u002Fol>\n\u003Cp>All 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.\u003C\u002Fp>\n\u003Chr>\n\u003Cp>\u003Cem>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.\u003C\u002Fem>\u003C\u002Fp>\n",{"articles":1212,"total":1273,"page":116,"totalPages":105},[1213,1237,1265],{"id":1214,"slug":1215,"title":1216,"excerpt":1217,"contentMd":1218,"heroImage":1219,"heroImageAlt":1169,"heroImageCredit":1169,"audioUrl":1169,"audioGeneratedAt":1169,"readingTimeMin":50,"featured":1170,"status":1171,"lang":1172,"countryCode":1173,"languageCode":1174,"categoryId":1175,"metaTitle":1216,"metaDescription":16,"keyword":1220,"seoApiPageId":1221,"seoApiTenantId":1178,"contentType":1169,"wordCount":1222,"internalImages":1223,"frontmatter":1224,"viewCount":1227,"internalLinksCount":128,"expertId":1228,"folderId":1169,"folderPosition":1169,"gscVerdict":1169,"gscCoverage":1169,"gscLastCrawl":1169,"gscCheckedAt":1189,"gscIndexingState":1169,"gscRobotsTxtState":1169,"gscPageFetchState":1169,"gscGoogleCanonical":1169,"gscCrawledAs":1169,"cwvLcp":1229,"cwvLcpRating":1191,"cwvFcp":1230,"cwvFcpRating":1191,"cwvCls":128,"cwvClsRating":1193,"cwvAuditedAt":1231,"publishedAt":1232,"createdAt":1233,"updatedAt":1234,"category":1235},"cmpwr7u0902opq5ldrlh15a1y","ibew-utilities-collective-agreement-hydro-one-bc-hydro-canada-2025","IBEW 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","IBEW utilities collective agreement Hydro One BC Hydro Canada 2025","25ca0ba897f2",2357,[],{"slug":1215,"draft":1183,"title":1216,"excerpt":16,"keyword":1220,"category":1184,"featured":1170,"lang_code":1174,"countryCode":1173,"description":1225,"categorySlug":1184,"country_code":1173,"languageCode":1174,"relatedTools":1226,"readingTimeMin":39},"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.",[70],572,"8737acd1-92d8-4f7f-897c-668e585a1ea4",4.22,3.61,"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":1175,"name":1199,"slug":1184,"parentId":1200,"parent":1236},{"id":1200,"name":797,"slug":799},{"id":1238,"slug":1239,"title":1240,"excerpt":1241,"contentMd":1242,"heroImage":1243,"heroImageAlt":1169,"heroImageCredit":1169,"audioUrl":1169,"audioGeneratedAt":1169,"readingTimeMin":50,"featured":1170,"status":1171,"lang":1172,"countryCode":1173,"languageCode":1174,"categoryId":1175,"metaTitle":1240,"metaDescription":16,"keyword":1244,"seoApiPageId":1245,"seoApiTenantId":1178,"contentType":1169,"wordCount":1246,"internalImages":1247,"frontmatter":1248,"viewCount":1251,"internalLinksCount":128,"expertId":1252,"folderId":1169,"folderPosition":1169,"gscVerdict":1253,"gscCoverage":1254,"gscLastCrawl":1169,"gscCheckedAt":1189,"gscIndexingState":1169,"gscRobotsTxtState":1169,"gscPageFetchState":1169,"gscGoogleCanonical":1169,"gscCrawledAs":1169,"cwvLcp":1255,"cwvLcpRating":1256,"cwvFcp":1257,"cwvFcpRating":1256,"cwvCls":1258,"cwvClsRating":1193,"cwvAuditedAt":1259,"publishedAt":1260,"createdAt":1261,"updatedAt":1262,"category":1263},"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":1172,"draft":1183,"title":1240,"excerpt":16,"keyword":1244,"category":1184,"featured":1170,"countryCode":1173,"description":1249,"categorySlug":1184,"languageCode":1174,"relatedTools":1250,"readingTimeMin":50},"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.",[86],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":1175,"name":1199,"slug":1184,"parentId":1200,"parent":1264},{"id":1200,"name":797,"slug":799},{"id":1163,"slug":1164,"title":1165,"excerpt":1166,"contentMd":1167,"heroImage":1168,"heroImageAlt":1169,"heroImageCredit":1169,"audioUrl":1169,"audioGeneratedAt":1169,"readingTimeMin":50,"featured":1170,"status":1171,"lang":1172,"countryCode":1173,"languageCode":1174,"categoryId":1175,"metaTitle":1165,"metaDescription":16,"keyword":1176,"seoApiPageId":1177,"seoApiTenantId":1178,"contentType":1169,"wordCount":1179,"internalImages":1266,"frontmatter":1267,"viewCount":1269,"internalLinksCount":128,"expertId":1188,"folderId":1169,"folderPosition":1169,"gscVerdict":1169,"gscCoverage":1169,"gscLastCrawl":1169,"gscCheckedAt":1189,"gscIndexingState":1169,"gscRobotsTxtState":1169,"gscPageFetchState":1169,"gscGoogleCanonical":1169,"gscCrawledAs":1169,"cwvLcp":1190,"cwvLcpRating":1191,"cwvFcp":1192,"cwvFcpRating":1191,"cwvCls":128,"cwvClsRating":1193,"cwvAuditedAt":1194,"publishedAt":1195,"createdAt":1196,"updatedAt":1270,"category":1271},[],{"lang":1172,"slug":1182,"draft":1183,"title":1165,"excerpt":16,"keyword":1176,"category":1184,"featured":1170,"lang_code":1174,"countryCode":1173,"description":1185,"categorySlug":1184,"country_code":1173,"languageCode":1174,"relatedTools":1268,"readingTimeMin":50},[81],501,"2026-08-04T01:25:51.246Z",{"id":1175,"name":1199,"slug":1184,"parentId":1200,"parent":1272},{"id":1200,"name":797,"slug":799},4,{"cba-ca-cba-cupe-airlines-2024-2026":1275},{"slug":81,"title":82,"page_title":1165,"description":83,"content_md":1169,"local_slug":81,"json_ld":1169,"faq":1169,"tool_html":1276,"source":14,"category":22,"audience":12,"publish_mode":1277,"hero_image":84,"hero_image_alt":16},"\u003C!DOCTYPE html>\n\u003Chtml lang=\"en-CA\">\n\u003Chead>\n\u003Cmeta charset=\"UTF-8\">\n\u003Cmeta name=\"viewport\" content=\"width=device-width, initial-scale=1.0\">\n\u003Ctitle>CUPE Air Canada Cabin Crew — Free Calculator for Wages and Rights 2025–2026 | Expert Zoom\u003C\u002Ftitle>\n\u003Cscript src=\"https:\u002F\u002Funpkg.com\u002Flucide@0.439.0\u002Fdist\u002Fumd\u002Flucide.min.js\">\u003C\u002Fscript>\n\u003Cstyle>\n  *, *::before, *::after { box-sizing: border-box; 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color: var(--success); }\n  .result-row.deduction .value { color: var(--brand); }\n  \u002F* Info box *\u002F\n  .info-box {\n    background: var(--accent-light);\n    border-left: 4px solid var(--accent);\n    border-radius: 6px;\n    padding: 12px 14px;\n    margin-bottom: 14px;\n    font-size: 0.83rem;\n    color: var(--accent);\n    line-height: 1.55;\n  }\n  \u002F* Rate table *\u002F\n  .rate-table {\n    width: 100%;\n    border-collapse: collapse;\n    font-size: 0.83rem;\n    margin-bottom: 14px;\n  }\n  .rate-table th {\n    background: var(--accent);\n    color: #fff;\n    padding: 8px 10px;\n    text-align: left;\n    font-weight: 600;\n  }\n  .rate-table td {\n    padding: 7px 10px;\n    border-bottom: 1px solid var(--border);\n  }\n  .rate-table tr:nth-child(even) td { background: var(--bg); }\n  \u002F* Holiday list *\u002F\n  .holiday-list { list-style: none; margin: 0 0 14px; }\n  .holiday-list li {\n    display: flex;\n    align-items: center;\n    gap: 8px;\n    padding: 5px 0;\n    font-size: 0.84rem;\n    border-bottom: 1px solid var(--border);\n  }\n  .holiday-list li svg { width: 14px; height: 14px; color: var(--brand); flex-shrink: 0; }\n  \u002F* Disclaimer *\u002F\n  .disclaimer {\n    background: #fffbeb;\n    border: 1px solid #fde68a;\n    border-radius: 8px;\n    padding: 14px 16px;\n    font-size: 0.78rem;\n    color: #78350f;\n    line-height: 1.55;\n    margin-top: 20px;\n    display: flex;\n    gap: 10px;\n    align-items: flex-start;\n  }\n  .disclaimer svg { width: 16px; height: 16px; flex-shrink: 0; margin-top: 2px; }\n  \u002F* Section header *\u002F\n  .section-sub {\n    font-size: 0.85rem;\n    font-weight: 700;\n    color: var(--accent);\n    margin: 16px 0 10px;\n    padding-bottom: 5px;\n    border-bottom: 2px solid var(--brand-light);\n  }\n  .hint { font-size: 0.75rem; color: var(--muted); margin-top: 3px; }\n\u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cdiv class=\"tool-wrapper\">\n\n  \u003C!-- Header -->\n  \u003Cdiv class=\"tool-header\">\n    \u003Ch1>CUPE Air Canada Cabin Crew — Free Calculator for Wages and Rights\u003C\u002Fh1>\n    \u003Cp>Collective Agreement 2024–2026 · CUPE Component 4 · ~10,000 Workers · Federally Regulated (CLC)\u003C\u002Fp>\n    \u003Cdiv class=\"badge\">\n      \u003Cspan data-lucide=\"shield-check\">\u003C\u002Fspan>\n      2025–2026 Rates · CAD · Federal Labour Code\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- Tab Navigation -->\n  \u003Cnav class=\"tab-nav\" role=\"tablist\">\n    \u003Cbutton type=\"button\" class=\"tab-btn active\" role=\"tab\" aria-selected=\"true\" data-tab=\"wages\">\n      \u003Cspan data-lucide=\"dollar-sign\">\u003C\u002Fspan> Wages & Tax\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" role=\"tab\" aria-selected=\"false\" data-tab=\"overtime\">\n      \u003Cspan data-lucide=\"clock\">\u003C\u002Fspan> Overtime\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" role=\"tab\" aria-selected=\"false\" data-tab=\"vacation\">\n      \u003Cspan data-lucide=\"sun\">\u003C\u002Fspan> Vacation Pay\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" role=\"tab\" aria-selected=\"false\" data-tab=\"termination\">\n      \u003Cspan data-lucide=\"file-text\">\u003C\u002Fspan> Notice & Severance\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" role=\"tab\" aria-selected=\"false\" data-tab=\"benefits\">\n      \u003Cspan data-lucide=\"heart-pulse\">\u003C\u002Fspan> CPP & EI\n    \u003C\u002Fbutton>\n    \u003Cbutton type=\"button\" class=\"tab-btn\" role=\"tab\" aria-selected=\"false\" data-tab=\"holidays\">\n      \u003Cspan data-lucide=\"calendar-days\">\u003C\u002Fspan> Stat Holidays\n    \u003C\u002Fbutton>\n  \u003C\u002Fnav>\n\n  \u003C!-- ===================== TAB 1: Wages & Tax ===================== -->\n  \u003Cdiv class=\"tab-panel active\" id=\"tab-wages\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\n        \u003Cspan data-lucide=\"dollar-sign\">\u003C\u002Fspan>\n        Gross-to-Net Wage Calculator (Federal)\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"info-box\">\n        Air Canada cabin crew are paid per \u003Cstrong>block hour\u003C\u002Fstrong> flown. Enter your hourly flight pay rate and monthly block hours to estimate your annual gross income and net pay after federal tax, CPP, and EI deductions. Provincial tax is \u003Cem>not\u003C\u002Fem> included — rates vary by province.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"w-rate\">Hourly Flight Pay Rate ($\u002Fblock hr)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"w-rate\" min=\"1\" max=\"200\" step=\"0.01\" value=\"38.00\" placeholder=\"38.00\">\n          \u003Cspan class=\"hint\">Year 5 ≈ $38\u002Fhr · Year 10 ≈ $44\u002Fhr · Top ≈ $54\u002Fhr\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"w-hours\">Block Hours per Month\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"w-hours\" min=\"1\" max=\"200\" step=\"0.5\" value=\"75\" placeholder=\"75\">\n          \u003Cspan class=\"hint\">Typical guarantee: 75–82 hrs\u002Fmonth\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"w-perdiem\">Monthly Per Diem (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"w-perdiem\" min=\"0\" max=\"10000\" step=\"10\" value=\"400\" placeholder=\"400\">\n          \u003Cspan class=\"hint\">Domestic\u002Fintl allowance — often partially non-taxable\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"w-province\">Province of Residence\u003C\u002Flabel>\n          \u003Cselect id=\"w-province\">\n            \u003Coption value=\"0\">Select province (federal only shown)\u003C\u002Foption>\n            \u003Coption value=\"0\">All provinces — federal tax only\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cp class=\"section-sub\">2025 Federal Tax Brackets\u003C\u002Fp>\n      \u003Ctable class=\"rate-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>Taxable Income\u003C\u002Fth>\u003Cth>Rate\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>Up to $57,375\u003C\u002Ftd>\u003Ctd>15%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>$57,375 – $114,750\u003C\u002Ftd>\u003Ctd>20.5%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>$114,750 – $158,519\u003C\u002Ftd>\u003Ctd>26%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>$158,519 – $220,000\u003C\u002Ftd>\u003Ctd>29%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Over $220,000\u003C\u002Ftd>\u003Ctd>33%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n      \u003Cp class=\"hint\" style=\"margin-bottom:16px\">Basic Personal Amount (BPA) 2025: $16,129 · CPP: 5.95% up to YMPE $71,300 · EI: 1.64% up to MIE $65,700\u003C\u002Fp>\n\n      \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcWages()\">\n        \u003Cspan data-lucide=\"calculator\">\u003C\u002Fspan> Calculate Net Pay\n      \u003C\u002Fbutton>\n\n      \u003Cdiv class=\"result-box\" id=\"wages-result\">\n        \u003Ch3>Estimated Annual Breakdown\u003C\u002Fh3>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Annual Flight Pay (gross)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-flight\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Annual Per Diem (CAD, taxable portion est.)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-perdiem\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Total Gross Income\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-gross\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row deduction\">\u003Cspan class=\"label\">CPP Contribution (employee)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-cpp\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row deduction\">\u003Cspan class=\"label\">CPP2 Contribution\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-cpp2\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row deduction\">\u003Cspan class=\"label\">EI Premium (employee)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-ei\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row deduction\">\u003Cspan class=\"label\">Federal Income Tax (est.)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-tax\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan class=\"label\">Estimated Net Take-Home (Federal)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-net\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Effective Federal Tax Rate\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"wr-rate\">\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- ===================== TAB 2: Overtime ===================== -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-overtime\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\n        \u003Cspan data-lucide=\"clock\">\u003C\u002Fspan>\n        Overtime & Shift Premium Calculator\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"info-box\">\n        Under the \u003Cstrong>Canada Labour Code s.174\u003C\u002Fstrong>, overtime for Air Canada cabin crew applies at \u003Cstrong>1.5× your hourly flight pay rate\u003C\u002Fstrong> for block hours exceeding \u003Cstrong>8 hours in a duty day\u003C\u002Fstrong>. The Canadian Aviation Regulations (CARs) impose additional duty day maximums for safety.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-rate\">Hourly Flight Pay Rate ($\u002Fblock hr)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-rate\" min=\"1\" max=\"200\" step=\"0.01\" value=\"38.00\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-regular\">Regular Block Hours (duty day)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-regular\" min=\"0\" max=\"8\" step=\"0.5\" value=\"7\" placeholder=\"7.0\">\n          \u003Cspan class=\"hint\">Hours at straight time (max 8h before overtime)\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-overtime\">Overtime Block Hours (this duty day)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-overtime\" min=\"0\" max=\"8\" step=\"0.5\" value=\"1.5\" placeholder=\"1.5\">\n          \u003Cspan class=\"hint\">Hours beyond 8h threshold — at 1.5× rate\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-days\">Duty Days This Period\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-days\" min=\"1\" max=\"31\" step=\"1\" value=\"15\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cp class=\"section-sub\">Shift Premiums (per block hour)\u003C\u002Fp>\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-evening\">Evening Premium ($\u002Fhr, if applicable)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-evening\" min=\"0\" max=\"20\" step=\"0.01\" value=\"0\" placeholder=\"0.00\">\n          \u003Cspan class=\"hint\">Add if your CBA provides evening shift differential\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-night\">Night Premium ($\u002Fhr, if applicable)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-night\" min=\"0\" max=\"20\" step=\"0.01\" value=\"0\" placeholder=\"0.00\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-weekend\">Weekend Premium ($\u002Fhr, if applicable)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-weekend\" min=\"0\" max=\"20\" step=\"0.01\" value=\"0\" placeholder=\"0.00\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ot-premium-hours\">Hours with Shift Premiums (this period)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-premium-hours\" min=\"0\" max=\"300\" step=\"0.5\" value=\"0\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcOvertime()\">\n        \u003Cspan data-lucide=\"calculator\">\u003C\u002Fspan> Calculate Overtime Pay\n      \u003C\u002Fbutton>\n\n      \u003Cdiv class=\"result-box\" id=\"overtime-result\">\n        \u003Ch3>Overtime & Premium Breakdown\u003C\u002Fh3>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Regular Flight Pay (straight time)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"otr-regular\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Overtime Pay (1.5× rate)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"otr-overtime\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Shift Premiums Total\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"otr-premiums\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan class=\"label\">Total Earnings (this period)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"otr-total\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">OT Premium Uplift vs. Straight Time\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"otr-uplift\">\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- ===================== TAB 3: Vacation ===================== -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-vacation\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\n        \u003Cspan data-lucide=\"sun\">\u003C\u002Fspan>\n        Vacation Entitlement & Pay Calculator\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"info-box\">\n        The CUPE Air Canada CBA 2024–2026 provides \u003Cstrong>4 weeks vacation from Year 1\u003C\u002Fstrong> — above the CLC statutory minimum of 2 weeks. Vacation pay is calculated as a percentage of your gross annual earnings.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"vac-years\">Years of Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"vac-years\" min=\"0\" max=\"50\" step=\"1\" value=\"3\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"vac-gross\">Annual Gross Earnings (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"vac-gross\" min=\"0\" max=\"500000\" step=\"100\" value=\"38000\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"vac-jurisdiction\">Reference Standard\u003C\u002Flabel>\n          \u003Cselect id=\"vac-jurisdiction\">\n            \u003Coption value=\"cba\">CUPE CBA (Air Canada)\u003C\u002Foption>\n            \u003Coption value=\"clc\">Canada Labour Code (statutory)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cp class=\"section-sub\">Vacation Entitlement Reference\u003C\u002Fp>\n      \u003Ctable class=\"rate-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>Years of Service\u003C\u002Fth>\u003Cth>CBA (Air Canada)\u003C\u002Fth>\u003Cth>CLC Minimum\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>0–4 years\u003C\u002Ftd>\u003Ctd>4 weeks \u002F 8%\u003C\u002Ftd>\u003Ctd>2 weeks \u002F 4%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>5–9 years\u003C\u002Ftd>\u003Ctd>5 weeks \u002F 10%\u003C\u002Ftd>\u003Ctd>3 weeks \u002F 6%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>10–14 years\u003C\u002Ftd>\u003Ctd>6 weeks \u002F 12%\u003C\u002Ftd>\u003Ctd>4 weeks \u002F 8%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>15+ years\u003C\u002Ftd>\u003Ctd>7 weeks \u002F 14%\u003C\u002Ftd>\u003Ctd>4 weeks \u002F 8%\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n\n      \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcVacation()\">\n        \u003Cspan data-lucide=\"calculator\">\u003C\u002Fspan> Calculate Vacation Pay\n      \u003C\u002Fbutton>\n\n      \u003Cdiv class=\"result-box\" id=\"vacation-result\">\n        \u003Ch3>Your Vacation Entitlement\u003C\u002Fh3>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Years of Service\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"vacr-years\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Vacation Weeks (CBA)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"vacr-weeks-cba\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Vacation Pay % (CBA)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"vacr-pct-cba\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan class=\"label\">Annual Vacation Pay (CBA)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"vacr-pay-cba\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Vacation Weeks (CLC statutory minimum)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"vacr-weeks-clc\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Vacation Pay (CLC statutory)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"vacr-pay-clc\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">CBA Advantage vs. CLC\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"vacr-advantage\">\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- ===================== TAB 4: Termination ===================== -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-termination\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\n        \u003Cspan data-lucide=\"file-text\">\u003C\u002Fspan>\n        Notice Period & Severance Pay Calculator (CLC)\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"info-box\">\n        Air Canada cabin crew are governed by the \u003Cstrong>Canada Labour Code\u003C\u002Fstrong> — not provincial employment standards. The CLC provides notice (s.230), severance (s.235), and unjust dismissal protections (s.240) for qualified employees.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"term-years\">Complete Years of Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"term-years\" min=\"0\" max=\"50\" step=\"1\" value=\"5\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"term-daily\">Daily Wage Rate (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"term-daily\" min=\"0\" max=\"10000\" step=\"1\" value=\"285\">\n          \u003Cspan class=\"hint\">Block hours\u002Fday × hourly rate (est. 7.5h × rate)\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"term-weekly\">Weekly Earnings (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"term-weekly\" min=\"0\" max=\"50000\" step=\"10\" value=\"2138\">\n          \u003Cspan class=\"hint\">Used for notice pay calculation\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"term-type\">Termination Type\u003C\u002Flabel>\n          \u003Cselect id=\"term-type\">\n            \u003Coption value=\"individual\">Individual — without cause\u003C\u002Foption>\n            \u003Coption value=\"group\">Group dismissal (50+ workers)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cp class=\"section-sub\">CLC Termination Rules — Quick Reference\u003C\u002Fp>\n      \u003Ctable class=\"rate-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>Provision\u003C\u002Fth>\u003Cth>CLC (Federal)\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>Notice (s.230) — after 3 months\u003C\u002Ftd>\u003Ctd>2 weeks written notice\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Severance (s.235) — after 12 months\u003C\u002Ftd>\u003Ctd>2 days × years of service (min 5 days, max 40 days)\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Unjust dismissal (s.240)\u003C\u002Ftd>\u003Ctd>Complaint available after 12 months\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Group dismissal (s.212) — 50+ workers\u003C\u002Ftd>\u003Ctd>Additional notice up to 18 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n\n      \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcTermination()\">\n        \u003Cspan data-lucide=\"calculator\">\u003C\u002Fspan> Calculate Entitlements\n      \u003C\u002Fbutton>\n\n      \u003Cdiv class=\"result-box\" id=\"termination-result\">\n        \u003Ch3>Your Termination Entitlements (CLC)\u003C\u002Fh3>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Years of Service\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"termr-years\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">CLC Notice Period (s.230)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"termr-notice-weeks\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan class=\"label\">Notice Pay Value\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"termr-notice-pay\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Severance Days (s.235)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"termr-sev-days\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan class=\"label\">Severance Pay Value\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"termr-sev-pay\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Combined Statutory Entitlement\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"termr-total\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Unjust Dismissal Eligible?\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"termr-unjust\">\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"info-box\" style=\"margin-top:14px\">\n        \u003Cstrong>Note:\u003C\u002Fstrong> Common law severance (where applicable) can significantly exceed CLC statutory minimums. Courts typically award 1 month of compensation per year of service for senior employees. Consult a labour lawyer for your specific situation.\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- ===================== TAB 5: CPP & EI ===================== -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-benefits\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\n        \u003Cspan data-lucide=\"heart-pulse\">\u003C\u002Fspan>\n        CPP & EI Contribution Calculator (2025)\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"info-box\">\n        All employed Canadians contribute to the \u003Cstrong>Canada Pension Plan (CPP)\u003C\u002Fstrong> and \u003Cstrong>Employment Insurance (EI)\u003C\u002Fstrong>. This calculator shows your annual employee contributions and the employer's share. Air Canada also provides a DC pension plan with 3–5% employer matching above these statutory contributions.\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"ben-gross\">Annual Gross Employment Income (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ben-gross\" min=\"0\" max=\"500000\" step=\"100\" value=\"38000\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cp class=\"section-sub\">2025 CPP & EI Rates\u003C\u002Fp>\n      \u003Ctable class=\"rate-table\">\n        \u003Cthead>\u003Ctr>\u003Cth>Parameter\u003C\u002Fth>\u003Cth>2025 Value\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n        \u003Ctbody>\n          \u003Ctr>\u003Ctd>CPP employee rate\u003C\u002Ftd>\u003Ctd>5.95%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>CPP basic exemption\u003C\u002Ftd>\u003Ctd>$3,500\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>YMPE (CPP ceiling)\u003C\u002Ftd>\u003Ctd>$71,300\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Max CPP employee contribution\u003C\u002Ftd>\u003Ctd>~$4,034\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>CPP2 rate (above YMPE)\u003C\u002Ftd>\u003Ctd>4.00%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>YAMPE (CPP2 ceiling)\u003C\u002Ftd>\u003Ctd>~$81,900\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Max CPP2 employee contribution\u003C\u002Ftd>\u003Ctd>~$426\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>EI employee rate\u003C\u002Ftd>\u003Ctd>1.64%\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Max insurable earnings (EI)\u003C\u002Ftd>\u003Ctd>$65,700\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Max employee EI premium\u003C\u002Ftd>\u003Ctd>~$1,078\u003C\u002Ftd>\u003C\u002Ftr>\n          \u003Ctr>\u003Ctd>Employer EI multiplier\u003C\u002Ftd>\u003Ctd>1.4×\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003C\u002Ftbody>\n      \u003C\u002Ftable>\n\n      \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcBenefits()\">\n        \u003Cspan data-lucide=\"calculator\">\u003C\u002Fspan> Calculate Contributions\n      \u003C\u002Fbutton>\n\n      \u003Cdiv class=\"result-box\" id=\"benefits-result\">\n        \u003Ch3>Annual CPP & EI Breakdown\u003C\u002Fh3>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Annual Gross Income\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-gross\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row deduction\">\u003Cspan class=\"label\">CPP Contribution (employee)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-cpp\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row deduction\">\u003Cspan class=\"label\">CPP2 Contribution (employee)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-cpp2\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row deduction\">\u003Cspan class=\"label\">EI Premium (employee)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-ei\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan class=\"label\">Total Employee Deductions (CPP+EI)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-total-employee\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Employer EI (1.4× employee premium)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-employer-ei\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">DC Pension Match (est. 3% of earnings)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-pension\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Monthly CPP+EI Deduction\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"benr-monthly\">\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- ===================== TAB 6: Statutory Holidays ===================== -->\n  \u003Cdiv class=\"tab-panel\" id=\"tab-holidays\">\n    \u003Cdiv class=\"card\">\n      \u003Cdiv class=\"card-title\">\n        \u003Cspan data-lucide=\"calendar-days\">\u003C\u002Fspan>\n        Federal Statutory Holidays Calculator\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"info-box\">\n        As federally regulated employees under the \u003Cstrong>Canada Labour Code s.166\u003C\u002Fstrong>, Air Canada cabin crew are entitled to \u003Cstrong>11 federal general holidays\u003C\u002Fstrong> per year. If required to work on a statutory holiday, premium pay applies.\n      \u003C\u002Fdiv>\n\n      \u003Cul class=\"holiday-list\">\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> New Year's Day — 1 January\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Good Friday — date varies\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Victoria Day — 3rd Mon before 25 May\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Canada Day — 1 July\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Labour Day — 1st Monday in September\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> National Day for Truth and Reconciliation — 30 September\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Thanksgiving Day — 2nd Monday in October\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Remembrance Day — 11 November\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Christmas Day — 25 December\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Boxing Day — 26 December\u003C\u002Fli>\n        \u003Cli>\u003Cspan data-lucide=\"check-circle\">\u003C\u002Fspan> Additional holiday (per CLC or CBA)\u003C\u002Fli>\n      \u003C\u002Ful>\n\n      \u003Cdiv class=\"form-grid\">\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"hol-rate\">Hourly Flight Pay Rate ($\u002Fhr)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"hol-rate\" min=\"1\" max=\"200\" step=\"0.01\" value=\"38.00\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"hol-hours\">Typical Daily Block Hours\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"hol-hours\" min=\"1\" max=\"14\" step=\"0.5\" value=\"7.5\">\n          \u003Cspan class=\"hint\">Average hours per duty day for holiday pay basis\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"hol-worked\">Holidays Worked This Year\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"hol-worked\" min=\"0\" max=\"11\" step=\"1\" value=\"3\">\n          \u003Cspan class=\"hint\">Number of the 11 stat holidays you actually flew\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"form-group\">\n          \u003Clabel for=\"hol-total\">Total Statutory Holidays\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"hol-total\" min=\"1\" max=\"11\" step=\"1\" value=\"11\" readonly>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n\n      \u003Cdiv class=\"info-box\" style=\"margin-bottom:14px\">\n        \u003Cstrong>Holiday pay rule (CLC):\u003C\u002Fstrong> For stat holidays you are \u003Cem>not\u003C\u002Fem> required to work, you receive average daily pay. For stat holidays you \u003Cem>do\u003C\u002Fem> work, you receive your regular day's pay \u003Cstrong>plus\u003C\u002Fstrong> 1.5× your hourly rate for hours worked — an effective rate of approximately \u003Cstrong>2.5×\u003C\u002Fstrong> your base.\n      \u003C\u002Fdiv>\n\n      \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcHolidays()\">\n        \u003Cspan data-lucide=\"calculator\">\u003C\u002Fspan> Calculate Holiday Value\n      \u003C\u002Fbutton>\n\n      \u003Cdiv class=\"result-box\" id=\"holidays-result\">\n        \u003Ch3>Statutory Holiday Entitlements\u003C\u002Fh3>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Daily Rate (flight pay basis)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-daily\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Value per Stat Holiday (not worked)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-per-day\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Holidays Not Worked\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-not-worked\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Total Holiday Pay (days off)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-off-total\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Holidays Worked\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-worked\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Premium Pay per Worked Holiday (1.5×)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-premium-day\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row\">\u003Cspan class=\"label\">Total Premium Pay (worked holidays)\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-premium-total\">\u003C\u002Fspan>\u003C\u002Fdiv>\n        \u003Cdiv class=\"result-row total\">\u003Cspan class=\"label\">Total Annual Holiday Value\u003C\u002Fspan>\u003Cspan class=\"value\" id=\"holr-total\">\u003C\u002Fspan>\u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003C!-- Legal Disclaimer -->\n  \u003Cdiv class=\"disclaimer\">\n    \u003Cspan data-lucide=\"alert-triangle\">\u003C\u002Fspan>\n    \u003Cspan>\n      \u003Cstrong>Legal Disclaimer:\u003C\u002Fstrong> Calculations are indicative only and do not constitute legal advice. Employment standards vary and are subject to change. All figures reference 2025 rates. For specific advice, contact the \u003Cstrong>Canada Labour Program at 1-800-641-4049\u003C\u002Fstrong>, CUPE Component 4, your provincial Employment Standards office, or a qualified labour lawyer.\n    \u003C\u002Fspan>\n  \u003C\u002Fdiv>\n\n\u003C\u002Fdiv>\u003C!-- end .tool-wrapper -->\n\n\u003Cscript>\n\u002F\u002F ---- Utilities ----\nconst fmt = v => new Intl.NumberFormat('en-CA', { style: 'currency', currency: 'CAD', maximumFractionDigits: 0 }).format(v);\nconst fmtDec = (v, d=2) => new Intl.NumberFormat('en-CA', { style: 'currency', currency: 'CAD', minimumFractionDigits: d, maximumFractionDigits: d }).format(v);\nconst pct = v => v.toFixed(1) + '%';\nconst val = id => parseFloat(document.getElementById(id).value) || 0;\n\n\u002F\u002F 2025 Canadian payroll constants\nconst BPA = 16129;\nconst YMPE = 71300;\nconst YAMPE = 81900;\nconst CPP_RATE = 0.0595;\nconst CPP2_RATE = 0.04;\nconst CPP_EXEMPT = 3500;\nconst EI_RATE = 0.0164;\nconst EI_MAX = 65700;\nconst EI_ER_MULT = 1.4;\n\nfunction calcCPP(income) {\n  const cppBase = Math.min(Math.max(income - CPP_EXEMPT, 0), YMPE - CPP_EXEMPT);\n  const cpp = cppBase * CPP_RATE;\n  const cpp2Base = Math.max(0, Math.min(income, YAMPE) - YMPE);\n  const cpp2 = cpp2Base * CPP2_RATE;\n  return { cpp: Math.min(cpp, 4034), cpp2: Math.min(cpp2, 426) };\n}\n\nfunction calcEI(income) {\n  return Math.min(income, EI_MAX) * EI_RATE;\n}\n\nfunction federalTax(taxable) {\n  if (taxable \u003C= 0) return 0;\n  let tax = 0;\n  const b = [0, 57375, 114750, 158519, 220000, Infinity];\n  const r = [0.15, 0.205, 0.26, 0.29, 0.33];\n  for (let i = 0; i \u003C r.length; i++) {\n    const lower = b[i], upper = b[i+1];\n    if (taxable \u003C= lower) break;\n    tax += (Math.min(taxable, upper) - lower) * r[i];\n  }\n  return tax;\n}\n\n\u002F\u002F ---- Tab switching ----\ndocument.querySelectorAll('.tab-btn').forEach(btn => {\n  btn.addEventListener('click', () => {\n    const tab = btn.dataset.tab;\n    document.querySelectorAll('.tab-btn').forEach(b => { b.classList.remove('active'); b.setAttribute('aria-selected','false'); });\n    document.querySelectorAll('.tab-panel').forEach(p => p.classList.remove('active'));\n    btn.classList.add('active');\n    btn.setAttribute('aria-selected','true');\n    document.getElementById('tab-' + tab).classList.add('active');\n    if (window.lucide) lucide.createIcons();\n  });\n});\n\n\u002F\u002F ---- Tab 1: Wages ----\nfunction calcWages() {\n  const rate = val('w-rate');\n  const hrs = val('w-hours');\n  const perDiemMonthly = val('w-perdiem');\n  const flightAnnual = rate * hrs * 12;\n  const perDiemAnnual = perDiemMonthly * 12;\n  \u002F\u002F Per diem: estimate 50% taxable (conservative — actual CRA limits vary)\n  const perDiemTaxable = perDiemAnnual * 0.5;\n  const gross = flightAnnual + perDiemTaxable;\n  const { cpp, cpp2 } = calcCPP(gross);\n  const ei = calcEI(gross);\n  const taxable = Math.max(0, gross - cpp - cpp2 - ei - BPA);\n  const tax = federalTax(taxable);\n  const net = gross - cpp - cpp2 - ei - tax;\n  const effRate = gross > 0 ? (tax \u002F gross * 100) : 0;\n\n  document.getElementById('wr-flight').textContent = fmtDec(flightAnnual);\n  document.getElementById('wr-perdiem').textContent = fmtDec(perDiemTaxable) + ' (50% taxable est.)';\n  document.getElementById('wr-gross').textContent = fmtDec(gross);\n  document.getElementById('wr-cpp').textContent = '−' + fmtDec(cpp);\n  document.getElementById('wr-cpp2').textContent = '−' + fmtDec(cpp2);\n  document.getElementById('wr-ei').textContent = '−' + fmtDec(ei);\n  document.getElementById('wr-tax').textContent = '−' + fmtDec(tax);\n  document.getElementById('wr-net').textContent = fmtDec(net);\n  document.getElementById('wr-rate').textContent = pct(effRate);\n  document.getElementById('wages-result').classList.add('show');\n}\n\n\u002F\u002F ---- Tab 2: Overtime ----\nfunction calcOvertime() {\n  const rate = val('ot-rate');\n  const regular = val('ot-regular');\n  const overtime = val('ot-overtime');\n  const days = val('ot-days');\n  const eveningRate = val('ot-evening');\n  const nightRate = val('ot-night');\n  const weekendRate = val('ot-weekend');\n  const premiumHrs = val('ot-premium-hours');\n\n  const regularPay = regular * rate * days;\n  const otPay = overtime * (rate * 1.5) * days;\n  const totalPremiumRate = eveningRate + nightRate + weekendRate;\n  const premiumPay = totalPremiumRate * premiumHrs;\n  const total = regularPay + otPay + premiumPay;\n  const straightTotal = (regular + overtime) * rate * days;\n  const uplift = total - straightTotal;\n\n  document.getElementById('otr-regular').textContent = fmtDec(regularPay);\n  document.getElementById('otr-overtime').textContent = fmtDec(otPay) + ' (' + days + ' days × ' + fmtDec(overtime,1).replace('CA$','') + 'h × $' + (rate*1.5).toFixed(2) + ')';\n  document.getElementById('otr-premiums').textContent = fmtDec(premiumPay);\n  document.getElementById('otr-total').textContent = fmtDec(total);\n  document.getElementById('otr-uplift').textContent = fmtDec(uplift) + ' vs. straight time';\n  document.getElementById('overtime-result').classList.add('show');\n}\n\n\u002F\u002F ---- Tab 3: Vacation ----\nfunction calcVacation() {\n  const years = val('vac-years');\n  const gross = val('vac-gross');\n\n  function cbaWeeks(y) {\n    if (y \u003C 5) return 4;\n    if (y \u003C 10) return 5;\n    if (y \u003C 15) return 6;\n    return 7;\n  }\n  function cbaPct(y) {\n    if (y \u003C 5) return 0.08;\n    if (y \u003C 10) return 0.10;\n    if (y \u003C 15) return 0.12;\n    return 0.14;\n  }\n  function clcWeeks(y) {\n    if (y \u003C 5) return 2;\n    if (y \u003C 10) return 3;\n    return 4;\n  }\n  function clcPct(y) {\n    if (y \u003C 5) return 0.04;\n    if (y \u003C 10) return 0.06;\n    return 0.08;\n  }\n\n  const cbaW = cbaWeeks(years);\n  const cbaP = cbaPct(years);\n  const cbaPayAmt = gross * cbaP;\n  const clcW = clcWeeks(years);\n  const clcP = clcPct(years);\n  const clcPayAmt = gross * clcP;\n  const advantage = cbaPayAmt - clcPayAmt;\n\n  document.getElementById('vacr-years').textContent = years + ' year(s)';\n  document.getElementById('vacr-weeks-cba').textContent = cbaW + ' weeks';\n  document.getElementById('vacr-pct-cba').textContent = (cbaP*100).toFixed(0) + '% of gross earnings';\n  document.getElementById('vacr-pay-cba').textContent = fmtDec(cbaPayAmt);\n  document.getElementById('vacr-weeks-clc').textContent = clcW + ' weeks';\n  document.getElementById('vacr-pay-clc').textContent = fmtDec(clcPayAmt) + ' (' + (clcP*100).toFixed(0) + '%)';\n  document.getElementById('vacr-advantage').textContent = fmtDec(advantage) + ' more than CLC minimum';\n  document.getElementById('vacation-result').classList.add('show');\n}\n\n\u002F\u002F ---- Tab 4: Termination ----\nfunction calcTermination() {\n  const years = val('term-years');\n  const daily = val('term-daily');\n  const weekly = val('term-weekly');\n  const type = document.getElementById('term-type').value;\n\n  \u002F\u002F CLC s.230: 2 weeks notice (after 3 months)\n  const noticeWeeks = 2;\n  const noticePay = noticeWeeks * weekly;\n\n  \u002F\u002F CLC s.235: 2 days\u002Fyear, min 5, max 40\n  let sevDays = 0;\n  if (years >= 1) {\n    sevDays = Math.max(5, Math.min(40, years * 2));\n  }\n  const sevPay = sevDays * daily;\n  const total = noticePay + sevPay;\n  const eligible12 = years >= 1;\n\n  document.getElementById('termr-years').textContent = years + ' complete year(s)';\n  document.getElementById('termr-notice-weeks').textContent = noticeWeeks + ' weeks (CLC s.230)';\n  document.getElementById('termr-notice-pay').textContent = fmtDec(noticePay);\n  document.getElementById('termr-sev-days').textContent = (years \u003C 1 ? 'N\u002FA — need 12+ months service' : sevDays + ' days (s.235: 2 days\u002Fyr)');\n  document.getElementById('termr-sev-pay').textContent = (years \u003C 1 ? 'N\u002FA' : fmtDec(sevPay));\n  document.getElementById('termr-total').textContent = fmtDec(total);\n  document.getElementById('termr-unjust').textContent = eligible12 ? 'Yes — s.240 unjust dismissal complaint available' : 'No — need 12+ months of continuous service';\n  document.getElementById('termination-result').classList.add('show');\n}\n\n\u002F\u002F ---- Tab 5: CPP & EI ----\nfunction calcBenefits() {\n  const gross = val('ben-gross');\n  const { cpp, cpp2 } = calcCPP(gross);\n  const ei = calcEI(gross);\n  const totalEmployee = cpp + cpp2 + ei;\n  const employerEI = ei * EI_ER_MULT;\n  const dcPension = gross * 0.03; \u002F\u002F 3% employer match (minimum)\n  const monthly = totalEmployee \u002F 12;\n\n  document.getElementById('benr-gross').textContent = fmtDec(gross);\n  document.getElementById('benr-cpp').textContent = fmtDec(cpp);\n  document.getElementById('benr-cpp2').textContent = fmtDec(cpp2);\n  document.getElementById('benr-ei').textContent = fmtDec(ei);\n  document.getElementById('benr-total-employee').textContent = fmtDec(totalEmployee);\n  document.getElementById('benr-employer-ei').textContent = fmtDec(employerEI);\n  document.getElementById('benr-pension').textContent = fmtDec(dcPension) + ' (3% of gross — min match)';\n  document.getElementById('benr-monthly').textContent = fmtDec(monthly) + ' \u002F month';\n  document.getElementById('benefits-result').classList.add('show');\n}\n\n\u002F\u002F ---- Tab 6: Statutory Holidays ----\nfunction calcHolidays() {\n  const rate = val('hol-rate');\n  const hours = val('hol-hours');\n  const worked = val('hol-worked');\n  const total = 11;\n\n  const daily = rate * hours;\n  const notWorked = total - worked;\n  const offTotal = notWorked * daily;\n  \u002F\u002F For worked holidays: stat pay (1 day) + 1.5× for hours worked\n  const premiumPerDay = daily * 1.5;\n  const premiumTotal = worked * premiumPerDay;\n  const grandTotal = offTotal + premiumTotal + (worked * daily);\n\n  document.getElementById('holr-daily').textContent = fmtDec(daily);\n  document.getElementById('holr-per-day').textContent = fmtDec(daily) + ' (avg daily rate)';\n  document.getElementById('holr-not-worked').textContent = notWorked + ' of 11 holidays';\n  document.getElementById('holr-off-total').textContent = fmtDec(offTotal);\n  document.getElementById('holr-worked').textContent = worked + ' holiday(s) flown';\n  document.getElementById('holr-premium-day').textContent = fmtDec(daily + premiumPerDay) + ' effective (2.5× base)';\n  document.getElementById('holr-premium-total').textContent = fmtDec(premiumTotal + worked * daily);\n  document.getElementById('holr-total').textContent = fmtDec(grandTotal);\n  document.getElementById('holidays-result').classList.add('show');\n}\n\n\u002F\u002F ResizeObserver on documentElement — MANDATORY\nconst ro = new ResizeObserver(() => {});\nro.observe(document.documentElement);\n\n\u002F\u002F Init Lucide icons\ndocument.addEventListener('DOMContentLoaded', () => {\n  if (window.lucide) lucide.createIcons();\n});\nif (window.lucide) lucide.createIcons();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]