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Please try again.","Estimated time before preview publication: a few minutes.","Question closed successfully.","Your information is treated confidentially.","You will also have the option to clarify certain elements or add a document to refine the answer if necessary.","Get personalized follow-up on your guides","Ask a new question, follow your guides, and synchronize your Google and Outlook calendars",{"empty":726,"title":727,"types":728,"loading":23,"markAllRead":737},"No Notifications","Notifications",{"status":729,"question_paid":733,"question_reply":734,"matched_article":735,"matched_articles":736},{"closed":730,"answered":731,"partially-answered":732},"Question Closed","Your Answer is Ready","Partial Answer Available","Payment Confirmed","New Reply to Your Question","{count} New Article for You","{count} New Articles for You","Mark All as Read",{"empty":739,"title":641,"paused":740,"emptyHint":741,"reactivate":742,"categoryFallback":743},"No alerts at this time.","Alerts Paused","Connect your calendar and ask a question to receive personalized suggestions.","Reactivate","Category",{"error":126,"title":455,"minChars":745,"seoTitle":455,"emailSent":458,"minDigits":746,"emailLabel":376,"backToLogin":747,"description":748,"submitButton":457,"updateButton":749,"seoDescription":455,"updatingButton":456,"passwordUpdated":750,"emailPlaceholder":751,"errorDescription":752,"newPasswordLabel":753,"newPasswordTitle":754,"passwordMismatch":755,"submitButtonLoading":456,"confirmPasswordLabel":756,"emailSentDescription":460,"resetErrorDescription":757,"newPasswordPlaceholder":758,"confirmPasswordPlaceholder":759,"passwordUpdatedDescription":760},"Password must contain at least 8 characters","Password must contain at least 2 digits","Back to login","Enter your email address","Update password","Password updated","your email","Unable to send reset email. 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The expert in {city} was able to reassure me and guide me exactly to what I needed.",{"title":873,"subtitle":874,"subtitleExpert":875,"titleWithExpert":876},"New Question","Ask your question, we will find the right expert!","Ask your question, the answer will be sent to you.","New Question for {name}",{"to":878,"seconds":879,"responseTo":880,"expertReading":881,"estimatedResponseTime":882,"expertSentPartialResponse":883},"to","seconds","Response to","{firstName} {lastName} is reading your question","Estimated response time: between 5 and 10 minutes","{expertName} sent a partial response to",{"back":454,"title":455,"sending":456,"sendLink":457,"description":885,"notifications":886},"A reset link will be sent to your email address",{"error":126,"emailSent":458,"emailError":887,"loginRequired":888,"emailSentDescription":460},"Could not send reset email. 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Based on the 2023-2025 collective agreement with Treasury Board of Canada.",8,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-psac-federal-2023-2025-8b86f1c5c0.webp",{"slug":1091,"local_slug":1091,"title":1092,"description":1093,"view_count":1088,"audience":1043,"category":1053,"source":1045,"hero_image":1094,"hero_image_alt":1092},"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.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-usw-steel-mining-2025-2027-fe6a61bcd7.webp",{"slug":1096,"local_slug":1096,"title":1097,"description":1098,"view_count":1088,"audience":1043,"category":1053,"source":1045,"hero_image":1099,"hero_image_alt":1047},"cba-ca-cba-ufcw-grocery-retail-2024-2026","UFCW Grocery Retail CBA — Free Calculator for Wages and Rights 2025-2026 | Expert Zoom","Free interactive calculator for UFCW Canada grocery retail workers at Loblaw, Sobeys, and Metro. Calculate wages, overtime, vacation pay, severance, CPP\u002FEI, and statutory holidays under the 2024–2026 collective agreements.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-ufcw-grocery-retail-2024-2026-3cf9b8359d-1780144903.webp",{"slug":1101,"local_slug":1101,"title":1102,"description":1103,"view_count":1088,"audience":1043,"category":1053,"source":1045,"hero_image":1104,"hero_image_alt":1102},"cba-ca-cba-ibew-utilities-2025-2027","IBEW Utilities CBA (Hydro One \u002F BC Hydro) — Free Calculator for Wages and Rights 2025–2027 | Expert Zoom","Free interactive calculator for IBEW Local 636 (Hydro One) and IBEW Local 258 (BC Hydro) collective agreement 2025–2027. Calculate wages, overtime, vacation, notice, CPP\u002FEI, and stat holiday pay for ~14,000 utility workers in Ontario and BC.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-ibew-utilities-2025-2027-09b5bd68f8.webp",{"slug":1106,"local_slug":1106,"title":1107,"description":1108,"view_count":1109,"audience":1043,"category":1053,"source":1045,"hero_image":1110,"hero_image_alt":1047},"cba-ca-cba-teamsters-trucking-2025-2026","Teamsters Canada Road Transport — Free Calculator for Wages and Rights 2026 | Expert Zoom","Free 6-tab calculator for Teamsters Canada road transport workers: wages & federal tax, overtime (CLC s.174), vacation pay, notice\u002Fseverance, CPP\u002FEI, and statutory holidays for 2025-2026.",7,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-teamsters-trucking-2025-2026-0c7f1d1e38-1780144901.webp",{"slug":1112,"local_slug":1112,"title":1113,"description":1114,"view_count":1109,"audience":1043,"category":1053,"source":1045,"hero_image":1115,"hero_image_alt":1047},"cba-ca-cba-cupe-airlines-2024-2026","CUPE Air Canada Cabin Crew — Free Calculator for Wages and Rights 2025–2026","Free interactive calculator for CUPE Component 4 Air Canada cabin crew: estimate your flight pay, overtime, vacation pay, CPP\u002FEI contributions, notice and severance under the Canada Labour Code 2024–2026.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-cupe-airlines-2024-2026-6f4e4f7974-1780414430.webp",{"slug":1117,"local_slug":1117,"title":1118,"description":1119,"view_count":1109,"audience":1043,"category":1053,"source":1045,"hero_image":1120,"hero_image_alt":1118},"cba-ca-cba-unifor-media-2025-2026","Unifor Media CBA 2025–2026 — Free Calculator for Wages and Rights","Free interactive calculator for Unifor media workers at CBC, Bell Media and Postmedia. Estimate wages, overtime, vacation pay, severance and CPP\u002FEI contributions under the 2025–2026 collective agreement.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcba-ca-cba-unifor-media-2025-2026-8796601ffd.webp",{"slug":1122,"local_slug":1122,"title":1123,"description":1124,"view_count":1125,"audience":1043,"category":1044,"source":1045,"hero_image":1126,"hero_image_alt":1047},"cc-ca-fr-cc-fneeq-cegep-2023-2028","Convention collective FNEEQ-CSN cégep 2023-2028 — calculateur gratuit salaire et droits 2026 | Expert Zoom","Professeurs de cégep au Québec : estimez votre salaire net, vos droits aux vacances, vos cotisations RRQ\u002FRQAP et votre retraite RREGOP selon la convention collective FNEEQ-CSN 2023-2028.",3,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-fneeq-cegep-2023-2028-4b4ddea5d8-1780258901.webp",{"slug":1128,"local_slug":1128,"title":1129,"description":1130,"view_count":1125,"audience":1043,"category":1044,"source":1045,"hero_image":1131,"hero_image_alt":1047},"cc-ca-fr-cc-metallos-ftq-siderurgie-2024-2026","Convention collective Métallos (FTQ) — calculateur gratuit salaire et droits 2025-2026 | Expert Zoom","Calculateur gratuit pour estimer votre salaire net, primes de quart, vacances, délai-congé et cotisations RRQ\u002FRQAP selon la convention collective Métallos (FTQ) en sidérurgie et métallurgie au Québec 2024-2026.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-metallos-ftq-siderurgie-2024-2026-2489fe7424-1780141963.webp",{"slug":1133,"local_slug":1133,"title":1134,"description":1135,"view_count":1136,"audience":1043,"category":1044,"source":1045,"hero_image":1137,"hero_image_alt":1047},"cc-ca-fr-cc-csn-sante-fsss-2023-2028","FSSS-CSN Santé 2023-2028 — calculateur gratuit salaire et droits 2026 | Expert Zoom","Calculateur gratuit pour la convention collective FSSS-CSN Santé et Services sociaux 2023-2028. Estimez votre salaire net, primes de quart, vacances, délai-congé, RRQ et RQAP en 2026.",2,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-csn-sante-fsss-2023-2028-9b8ee5a727-1780178871.webp",{"slug":1139,"local_slug":1139,"title":1140,"description":1141,"view_count":1136,"audience":1043,"category":1044,"source":1045,"hero_image":1142,"hero_image_alt":1047},"cc-ca-fr-cc-ftq-construction-2024-2025","FTQ-Construction — calculateur gratuit salaire et droits 2025-2026 | Expert Zoom","Calculateur gratuit pour la convention collective FTQ-Construction : salaire net, heures supplémentaires, vacances CCQ 13 %, allocations de déplacement et régimes sociaux (RRQ, RQAP). Mis à jour 2025-2026.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-ftq-construction-2024-2025-7984f59b6a-1780178873.webp",{"slug":1144,"local_slug":1144,"title":1145,"description":1146,"view_count":1147,"audience":1043,"category":1148,"source":1045,"hero_image":1149,"hero_image_alt":1047},"cc-ca-fr-cc-tuac-epiceries-qc-2024-2026","TUAC Québec Épiceries 2024-2026 — calculateur gratuit salaire et droits 2026 | Expert Zoom","Calculateur gratuit convention collective TUAC Québec épiceries 2024-2026 : salaire net, heures supplémentaires, vacances, délai-congé, RRQ et RQAP. Données 2025-2026 vérifiées. IGA, Metro, Super C, Maxi.",1,"droit-travail","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-tuac-epiceries-qc-2024-2026-96a262ebb6-1780258902.webp",{"slug":1151,"local_slug":1151,"title":1152,"description":1153,"view_count":1147,"audience":1043,"category":1044,"source":1045,"hero_image":1154,"hero_image_alt":1047},"cc-ca-fr-cc-fse-enseignants-qc-2023-2028","Convention collective FSE-CSQ Enseignants QC — calculateur gratuit salaire et droits 2026","Calculateur gratuit FSE-CSQ 2023-2028 : salaire net, heures supplémentaires, vacances, délai-congé, RRQ\u002FRQAP et avantages — enseignants primaire et secondaire Québec.","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-fse-enseignants-qc-2023-2028-3978cc79f0-1780178872.webp",{"slug":1156,"local_slug":1156,"title":1157,"description":1158,"view_count":1159,"audience":1043,"category":1044,"source":1045,"hero_image":1160,"hero_image_alt":1047},"cc-ca-fr-cc-scfp-cols-bleus-montreal-2023-2027","SCFP Cols Bleus Montréal — calculateur gratuit salaire et droits 2026","Calculateur gratuit pour la convention collective SCFP Local 301 cols bleus Montréal 2023-2027 : salaire net, heures sup, vacances, délai-congé et régimes sociaux QC 2025-2026.",0,"https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Ftools\u002Fcc-ca-fr-cc-scfp-cols-bleus-montreal-2023-2027-4f9bb0560b-1780178875.webp",{"id":1162,"slug":1163,"title":1164,"excerpt":1165,"contentMd":1166,"heroImage":1167,"heroImageAlt":1168,"heroImageCredit":1169,"audioUrl":1169,"audioGeneratedAt":1169,"readingTimeMin":1170,"featured":1171,"status":1172,"lang":1173,"countryCode":1174,"languageCode":1175,"categoryId":1176,"metaTitle":1177,"metaDescription":1178,"keyword":1179,"seoApiPageId":1180,"seoApiTenantId":1181,"contentType":1169,"wordCount":1182,"internalImages":1183,"frontmatter":1184,"viewCount":1188,"internalLinksCount":1159,"expertId":1189,"folderId":1169,"folderPosition":1169,"gscVerdict":1190,"gscCoverage":1191,"gscLastCrawl":1192,"gscCheckedAt":1193,"gscIndexingState":1169,"gscRobotsTxtState":1169,"gscPageFetchState":1169,"gscGoogleCanonical":1169,"gscCrawledAs":1169,"cwvLcp":1194,"cwvLcpRating":1195,"cwvFcp":1196,"cwvFcpRating":1195,"cwvCls":1159,"cwvClsRating":1197,"cwvAuditedAt":1198,"publishedAt":1199,"createdAt":1200,"updatedAt":1201,"category":1202,"expert":1203,"folder":1169,"folderArticles":1209,"relatedTools":1210,"_renderedHtml":1211},"cmps9r2rd001d13s6t7z23qyk","unifor-auto-collective-agreement-2024-2026","Unifor Auto Sector Collective Agreement 2024–2026 — Complete Guide to Your Rights and Pay","If you work on an assembly line in Oshawa, Windsor, Oakville, or Brampton, or in one of the propulsion and parts distribution facilities that keep Canada's automotive sector running, the Unifor auto s","# Unifor Auto Sector Collective Agreement 2024–2026 — Complete Guide to Your Rights and Pay\n\nIf you work on an assembly line in Oshawa, Windsor, Oakville, or Brampton, or in one of the propulsion and parts distribution facilities that keep Canada's automotive sector running, the Unifor auto sector collective agreement is the document that governs your pay cheque, your overtime, your pension, and your rights on the floor. The landmark agreements negotiated by Unifor with the Detroit Three — General Motors Canada, Ford Motor Company of Canada, and Stellantis Canada — represent one of the most significant victories in Canadian labour history in a generation. Together, these agreements cover approximately 19,400 workers across dozens of facilities in Ontario and beyond.\n\nThis guide explains every major provision of the agreement in plain language. Whether you are a newly hired production assembler trying to understand your progression rate, a skilled trades journeyperson calculating the value of your shift differential, or a seasoned employee approaching retirement and wondering about your defined-benefit pension, this page has what you need. Use the free calculator below each section to run your own numbers in seconds.\n\n---\n\n## Who Is Covered\n\nThe Unifor auto sector agreements cover workers at three distinct employer groups, each with their own master agreement and local supplements:\n\n**General Motors Canada** — approximately 4,300 workers at the Oshawa Assembly Complex (including the new third shift added under the agreement), the St. Catharines Propulsion Plant, and the Woodstock Parts Distribution Centre. Unifor Locals 222, 199, and 636 represent these members.\n\n**Ford Motor Company of Canada** — approximately 5,600 workers at Oakville Assembly Complex, the Windsor Engine Plant, the Essex Engine Plant, and parts distribution facilities in Bramalea and Talbotville\u002FSt. Thomas. Unifor Locals 707 and 1520 are the primary bargaining agents.\n\n**Stellantis Canada** — approximately 8,200 workers at Windsor Assembly Plant (which produces the Chrysler Pacifica and Dodge Grand Caravan), Brampton Assembly, Etobicoke Casting, Mississauga Parts Distribution Centre, and the Red Deer Parts Distribution Centre. Unifor Locals 444, 195, 1498, 1285, and 815 represent these members.\n\n**GM CAMI** — an additional 1,300 workers at CAMI Assembly in Ingersoll (Canada's sole EV manufacturing plant, producing the BrightDrop electric van) ratified a supplemental agreement in September 2024, extending protections and wage improvements through the same expiry date of September 20, 2026.\n\nAll workers covered by these agreements are employed in the automotive manufacturing sector, which falls under **Ontario's Employment Standards Act, 2000 (ESA)** rather than the federal Canada Labour Code. This distinction matters when calculating overtime thresholds, statutory notice entitlements, and vacation pay.\n\n---\n\n## Current Wage Rates and Pay Grid\n\nThe wage increases negotiated in these agreements are the largest in Unifor's history and among the highest achieved by any North American union in a single round of bargaining.\n\n**Production Workers (Top-Rate Assembler)**\n\nUnder the current pay grid, a production worker who has reached the top rate earns approximately **$44.52 per hour** as of the Year 2 increase (September 2024). With the Cost of Living Allowance (COLA) that was reactivated effective December 2024, the estimated total rate by the end of the agreement in September 2026 is approximately **$46.13 per hour**, representing an effective hourly increase of $1.61 from COLA alone.\n\n**Skilled Trades Journeypersons**\n\nJourneypersons across all three companies earn approximately **$55.97 per hour** under the Year 2 rate, with an estimated end-of-agreement rate approaching **$57.58 per hour** after full COLA accrual.\n\n**Wage Increase Schedule (All Three Companies — Pattern Agreement)**\n\n| Period | Increase | Notes |\n|--------|----------|-------|\n| Year 1 (ratification, 2023) | **+10%** | Applied at time of ratification |\n| Year 2 (September 2024) | **+2%** | Applied to all active rates |\n| Year 3 (September 2025) | **+3%** | Applied to all active rates |\n| COLA (Dec 2024 onward) | **~$1.61\u002Fhr** | CPI-tied, reinstated after suspension |\n\nThe total increase for a long-service production worker is approximately **15–20%** over the agreement's life. Skilled trades workers fared even better, reaching closer to **25%** in total improvement including COLA.\n\n**Entry-Level and Progression Workers**\n\nOne of the most transformative elements of this agreement was the acceleration of the wage progression timeline. Workers no longer have to wait eight years to reach the top rate — the progression period was reduced to **four years**. Entry-level workers starting in 2024 or later begin at around $25.75 per hour and reach the top production rate within four years of service, representing a nearly 79% increase from start to top rate over that compressed timeline.\n\n**Temporary Part-Time (TPT) Workers**\n\nTPT workers also received meaningful increases. Starting rates moved to approximately $29.67 per hour, rising to $30.26 after 12 months and approaching $31.16 by the end of the agreement. The agreements also committed to converting hundreds of temporary workers to permanent full-time status over the life of the deal, providing greater job security for this segment of the workforce.\n\n**Ratification Bonus**\n\nFull-time employees received a **$10,000 Productivity and Quality bonus** at ratification. TPT workers received **$4,000**. An early retirement incentive of **$50,000** was also made available for a limited number of positions (confirmed at Ford; similarly structured at the other companies).\n\n---\n\n## Overtime Rules and Shift Premiums\n\n**Overtime Thresholds Under Ontario ESA**\n\nBecause the auto sector falls under provincial jurisdiction in Ontario, overtime is governed by the **Ontario Employment Standards Act, 2000**. The statutory threshold is **1.5 times the regular rate** for all hours worked in excess of **44 hours per week**. The Unifor collective agreements typically provide stronger protections than this minimum floor — consult your local union agreement for CBA-specific daily and weekly thresholds that may be more favourable.\n\n**Shift Premiums**\n\nShift premiums compensate workers for the disruption of working non-standard hours. Under the Unifor auto agreements, shift premiums are:\n\n- **Afternoon shift premium**: **+$0.86 per hour**\n- **Night (midnight) shift premium**: **+$1.12 per hour**\n\nThese premiums are added to your regular base rate and are subject to standard deductions for CPP, EI, and income tax. They are also included in the calculation of overtime pay when shift-premium hours trigger the overtime threshold.\n\n**Holiday Premium**\n\nWhen you are required to work on a statutory holiday, you are entitled to your regular rate of pay for that day, plus an additional **1.5 times your regular rate** for hours actually worked — effectively **2.5 times your base rate** for each hour worked on a stat day. This is a significant premium and the free calculator below can help you determine the exact value for your situation.\n\n---\n\n## Vacation and Leave Entitlements\n\n**Ontario ESA Vacation Minimums**\n\nUnder Ontario's ESA, vacation entitlements are:\n\n| Years of Service | Vacation Time | Vacation Pay Rate |\n|-----------------|---------------|------------------|\n| Under 5 years | 2 weeks minimum | 4% of gross earnings |\n| 5 or more years | 3 weeks minimum | 6% of gross earnings |\n\n**CBA Improvements**\n\nUnifor collective agreements at the Detroit Three have historically provided vacation entitlements that exceed these ESA minimums. The master agreements typically provide additional weeks of vacation for senior workers and may include provisions for personal leave, bereavement leave, and medical leave that go beyond the statutory floor. For precise vacation entitlements at your seniority level, consult your local union contract booklet.\n\n**Supplemental Unemployment Benefit (SUB)**\n\nOne of the notable improvements in these agreements was an enhancement to the Supplemental Unemployment Benefit plan, which tops up Employment Insurance when workers are laid off during model changes or plant downtime:\n\n- Income replacement level: increased from **65% to 70%** of weekly earnings\n- Eligibility seniority requirement: reduced from **3 years to 1 year**\n\nThis means workers reach full income protection during layoffs much sooner in their career.\n\n---\n\n## Notice Period and Severance\n\n**Ontario ESA Statutory Entitlements**\n\nBecause Ontario ESA governs these workers, the following statutory minimums apply in the event of individual termination without cause:\n\n**Statutory Notice (ESA s.57):**\n- 1 week per year of service, up to a maximum of **8 weeks**\n- Applies after 3 months of employment\n\n**Severance Pay (ESA s.64):**\n- 1 week per completed year of service (pro-rated for partial years)\n- Only triggered if the employee has **5 or more years of service** AND the employer's Ontario payroll is **$2.5 million or more** (both conditions apply)\n- Maximum: 26 weeks of severance pay\n\n**Group Termination Notice:**\nUnder both the Ontario ESA and any CBA provisions, if your employer terminates 50 or more employees within a four-week period, extended notice periods apply. Workers affected by plant closures or mass layoffs may be entitled to substantially longer notice periods.\n\n**Common Law Notice**\n\nSeparate from the statutory minimums, employees may have entitlements at common law that significantly exceed ESA amounts. Courts have awarded notice periods of roughly one month per year of service for many employees. The statutory minimums represent a floor, not a ceiling. If you are facing termination, consult a labour lawyer before signing any release.\n\n**CBA-Specific Protections**\n\nUnifor master agreements contain additional job security provisions, including:\n\n- Product and investment commitments (e.g., Windsor Assembly EV retooling, Oakville EV plant conversion)\n- EV transition income security provisions for affected workers\n- Preferential hiring and transfer rights during plant transitions\n\nThese protections go beyond what provincial legislation provides and are a key reason why collective bargaining matters for long-term job security.\n\n---\n\n## CPP, EI and Benefits\n\n**Canada Pension Plan (CPP)**\n\nAs Ontario employees, auto workers contribute to the federal Canada Pension Plan:\n\n- **Employee CPP contribution rate**: 5.95% on pensionable earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (YMPE, approximately $71,300 in 2025)\n- **Maximum employee CPP contribution**: approximately $4,034 per year (2025)\n- **CPP2 (second additional CPP)**: 4% on earnings between the YMPE and the Year's Additional Maximum Pensionable Earnings (YAMPE, approximately $81,900 in 2025) — maximum approximately $426 per year\n\n**Employment Insurance (EI)**\n\n- **Employee EI premium rate**: 1.64% on insurable earnings up to the maximum insurable earnings ceiling (approximately $65,700 in 2025)\n- **Maximum annual employee EI premium**: approximately $1,078 per year\n- **Employer EI premium**: 1.4 times the employee rate\n\n**Employer Pension Improvements (Major Win)**\n\nOne of the most significant gains in these agreements was the restoration of defined-benefit pension coverage:\n\n- Workers hired on or after **September 20, 2016** who were enrolled in the Defined Contribution (DC) plan were transitioned to the **DBplus Defined Benefit pension plan, effective January 1, 2025**\n- All new hires going forward are enrolled in the DBplus plan\n- For existing DB members, monthly pension benefit rates increased:\n  - Production workers: $68.60 → **$73.60 per month per year of service**\n  - Skilled trades workers: $81.60 → **$87.60 per month per year of service**\n- The \"30-and-Out\" monthly pension (Ford-confirmed, pattern applies across the three) increased from $3,545 to **$3,795 per month** for production workers\n\n**Health and Supplemental Benefits**\n\nThese agreements also delivered substantial improvements to the extended health plan:\n\n- The quarterly health deductible ($97) was **eliminated entirely**\n- Glucose monitoring coverage: $1,600 → **$4,000 per year**\n- Massage therapy annual maximum: $200 → **$300**\n- Physiotherapy: $200 → **$400**, with the doctor's note requirement removed\n- Legal services and dependent scholarship eligibility: 8 years seniority → **1 year**\n\n---\n\n## Key Changes in This Agreement\n\nThe 2023\u002F2024 Unifor auto agreements represent a generational shift in the conditions of auto work in Canada. Here are the headline changes:\n\n**1. Wage parity with — and beyond — US autoworkers.** Following the UAW's major wins at the Detroit Three in the United States, Unifor negotiated Canadian wages that now exceed comparable US rates by approximately $11 per hour (roughly 35%) when measured at comparable seniority levels.\n\n**2. DB pension restored for new hires.** After years of new hires being enrolled in an inferior Defined Contribution plan, the return to defined-benefit pensions for post-2016 hires is a historic reversal of a concessionary trend that had affected the broader private-sector pension landscape.\n\n**3. COLA reactivated.** The Cost of Living Allowance was suspended during earlier rounds of bargaining when companies were in financial distress. Its reinstatement (effective December 2024) provides ongoing wage protection against inflation.\n\n**4. Accelerated wage progression.** Halving the progression timeline from 8 years to 4 years dramatically improves the earnings trajectory for newer workers, reducing the two-tier wage gap that had grown over previous rounds.\n\n**5. Two new paid statutory holidays.** Family Day (third Monday in February) and the National Day for Truth and Reconciliation (September 30) were added to the holiday schedule, bringing covered workers to 11 statutory holidays per year.\n\n**6. EV transition security.** Product allocation and investment commitments were embedded in the agreements to provide assurance that Canadian plants will participate in the electric vehicle transition, protecting jobs at Oakville, Windsor, and Ingersoll through the agreement period and beyond.\n\n---\n\n## How to Use This Free Calculator\n\nThe interactive calculator embedded on this page gives you an instant estimate of your take-home pay, overtime earnings, vacation entitlement, termination entitlements, CPP and EI contributions, and statutory holiday value — all based on the current Unifor auto sector pay grid and applicable Ontario\u002Ffederal employment standards.\n\n**Tab 1 — Wages & Tax**: Enter your hourly rate and hours worked per pay period to see your estimated gross-to-net breakdown after CPP, EI, and federal income tax. Note that Ontario provincial income tax is not included; for a full picture, use the CRA's online tax estimator or consult a tax professional.\n\n**Tab 2 — Overtime & Premiums**: Enter your base hourly rate, regular hours, overtime hours, and any shift premiums (afternoon at $0.86\u002Fhr, midnight at $1.12\u002Fhr) to calculate total weekly earnings including all differentials.\n\n**Tab 3 — Vacation Pay**: Select your years of service and annual earnings to calculate your vacation pay entitlement under Ontario ESA minimums and CBA-enhanced tiers.\n\n**Tab 4 — Notice & Severance**: Enter your years of service and weekly earnings to estimate your statutory termination notice and potential severance pay under Ontario ESA sections 57 and 64.\n\n**Tab 5 — CPP & EI**: See your annual CPP (including CPP2) and EI contribution amounts, plus the employer's share, based on your annual insurable and pensionable earnings.\n\n**Tab 6 — Statutory Holidays**: View all 11 standard statutory holidays and calculate their value at your hourly rate — including the 2.5× premium if you are required to work on a stat day.\n\n---\n\n## Summary\n\nThe Unifor auto sector agreements covering the 2024–2026 period represent a watershed moment for Canadian manufacturing workers. From the largest wage increases in a generation to the restoration of defined-benefit pensions for new hires, from accelerated progression timelines to enhanced health benefits, these agreements set a new standard for what unionised manufacturing workers in Canada can achieve. Use the calculator above to understand your personal entitlements, and reach out to your local union representative if you have questions about how any provision applies in your specific situation.\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.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fdf07c6f24f20-1acee1.webp","Unifor auto workers on the assembly line at a Canadian plant",null,12,false,"PUBLISHED","en-CA","ca","en","cmkzhdpft00076svtfhfh0cyx","Unifor Auto 2024–2026 Collective Agreement — Workers' Guide | Expert Zoom","Complete guide to the Unifor auto sector CBA: wage rates, overtime, vacation, severance and benefits for GM, Ford and Stellantis workers in Canada.","unifor auto collective agreement 2024 2026","df07c6f24f20","9cc87197-5408-43dc-9de5-d740868a64f4",2507,[],{"lang":1173,"slug":1163,"draft":1185,"title":1164,"excerpt":1047,"category":1053,"featured":1171,"lang_code":1175,"metaTitle":1177,"countryCode":1174,"description":1186,"categorySlug":1053,"country_code":1174,"languageCode":1175,"relatedTools":1187,"readingTimeMin":1170,"metaDescription":1178},true,"Everything Canadian auto workers at GM, Ford, and Stellantis need to know about the Unifor 2024–2026 collective agreement: wage rates, shift premiums, vacation, severance, and benefits.",[1049],513,"68d666a4-51df-4923-b3e2-7ef23e34f207","PASS","Submitted and indexed","2026-06-24T18:23:53.000Z","2026-06-29T12:01:30.928Z",4.4,"poor",3.5,"good","2026-07-18T14:10:43.480Z","2026-05-30T11:30:01.271Z","2026-05-30T11:30:01.273Z","2026-07-24T20:25:51.268Z",{"id":1176,"name":670,"slug":672,"parentId":1169},{"id":1189,"first_name":1204,"name":1205,"slug":1206,"specialty":1207,"picture":1208},"Chloé","Dubois","chloe-dubois","Legal Advisor","expertPics\u002Flawyers\u002Flawyers-expert-1775482040670.webp",[],[1049],"\u003Ch1 id=\"unifor-auto-sector-collective-agreement-2024-2026-complete-guide-to-your-rights-and-pay\">Unifor Auto Sector Collective Agreement 2024–2026 — Complete Guide to Your Rights and Pay\u003C\u002Fh1>\n\u003Cp>If you work on an assembly line in Oshawa, Windsor, Oakville, or Brampton, or in one of the propulsion and parts distribution facilities that keep Canada's automotive sector running, the Unifor auto sector collective agreement is the document that governs your pay cheque, your overtime, your pension, and your rights on the floor. The landmark agreements negotiated by Unifor with the Detroit Three — General Motors Canada, Ford Motor Company of Canada, and Stellantis Canada — represent one of the most significant victories in Canadian labour history in a generation. Together, these agreements cover approximately 19,400 workers across dozens of facilities in Ontario and beyond.\u003C\u002Fp>\n\u003Cp>This guide explains every major provision of the agreement in plain language. Whether you are a newly hired production assembler trying to understand your progression rate, a skilled trades journeyperson calculating the value of your shift differential, or a seasoned employee approaching retirement and wondering about your defined-benefit pension, this page has what you need. Use the free calculator below each section to run your own numbers in seconds.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"who-is-covered\">Who Is Covered\u003C\u002Fh2>\n\u003Cp>The Unifor auto sector agreements cover workers at three distinct employer groups, each with their own master agreement and local supplements:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>General Motors Canada\u003C\u002Fstrong> — approximately 4,300 workers at the Oshawa Assembly Complex (including the new third shift added under the agreement), the St. Catharines Propulsion Plant, and the Woodstock Parts Distribution Centre. Unifor Locals 222, 199, and 636 represent these members.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Ford Motor Company of Canada\u003C\u002Fstrong> — approximately 5,600 workers at Oakville Assembly Complex, the Windsor Engine Plant, the Essex Engine Plant, and parts distribution facilities in Bramalea and Talbotville\u002FSt. Thomas. Unifor Locals 707 and 1520 are the primary bargaining agents.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Stellantis Canada\u003C\u002Fstrong> — approximately 8,200 workers at Windsor Assembly Plant (which produces the Chrysler Pacifica and Dodge Grand Caravan), Brampton Assembly, Etobicoke Casting, Mississauga Parts Distribution Centre, and the Red Deer Parts Distribution Centre. Unifor Locals 444, 195, 1498, 1285, and 815 represent these members.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>GM CAMI\u003C\u002Fstrong> — an additional 1,300 workers at CAMI Assembly in Ingersoll (Canada's sole EV manufacturing plant, producing the BrightDrop electric van) ratified a supplemental agreement in September 2024, extending protections and wage improvements through the same expiry date of September 20, 2026.\u003C\u002Fp>\n\u003Cp>All workers covered by these agreements are employed in the automotive manufacturing sector, which falls under \u003Cstrong>Ontario's Employment Standards Act, 2000 (ESA)\u003C\u002Fstrong> rather than the federal Canada Labour Code. This distinction matters when calculating overtime thresholds, statutory notice entitlements, and vacation pay.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"current-wage-rates-and-pay-grid\">Current Wage Rates and Pay Grid\u003C\u002Fh2>\n\u003Cp>The wage increases negotiated in these agreements are the largest in Unifor's history and among the highest achieved by any North American union in a single round of bargaining.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Production Workers (Top-Rate Assembler)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Under the current pay grid, a production worker who has reached the top rate earns approximately \u003Cstrong>$44.52 per hour\u003C\u002Fstrong> as of the Year 2 increase (September 2024). With the Cost of Living Allowance (COLA) that was reactivated effective December 2024, the estimated total rate by the end of the agreement in September 2026 is approximately \u003Cstrong>$46.13 per hour\u003C\u002Fstrong>, representing an effective hourly increase of $1.61 from COLA alone.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Skilled Trades Journeypersons\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Journeypersons across all three companies earn approximately \u003Cstrong>$55.97 per hour\u003C\u002Fstrong> under the Year 2 rate, with an estimated end-of-agreement rate approaching \u003Cstrong>$57.58 per hour\u003C\u002Fstrong> after full COLA accrual.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Wage Increase Schedule (All Three Companies — Pattern Agreement)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Period\u003C\u002Fth>\n\u003Cth>Increase\u003C\u002Fth>\n\u003Cth>Notes\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Year 1 (ratification, 2023)\u003C\u002Ftd>\n\u003Ctd>\u003Cstrong>+10%\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>Applied at time of ratification\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 2 (September 2024)\u003C\u002Ftd>\n\u003Ctd>\u003Cstrong>+2%\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>Applied to all active rates\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>Year 3 (September 2025)\u003C\u002Ftd>\n\u003Ctd>\u003Cstrong>+3%\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>Applied to all active rates\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>COLA (Dec 2024 onward)\u003C\u002Ftd>\n\u003Ctd>\u003Cstrong>~$1.61\u002Fhr\u003C\u002Fstrong>\u003C\u002Ftd>\n\u003Ctd>CPI-tied, reinstated after suspension\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>The total increase for a long-service production worker is approximately \u003Cstrong>15–20%\u003C\u002Fstrong> over the agreement's life. Skilled trades workers fared even better, reaching closer to \u003Cstrong>25%\u003C\u002Fstrong> in total improvement including COLA.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Entry-Level and Progression Workers\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>One of the most transformative elements of this agreement was the acceleration of the wage progression timeline. Workers no longer have to wait eight years to reach the top rate — the progression period was reduced to \u003Cstrong>four years\u003C\u002Fstrong>. Entry-level workers starting in 2024 or later begin at around $25.75 per hour and reach the top production rate within four years of service, representing a nearly 79% increase from start to top rate over that compressed timeline.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Temporary Part-Time (TPT) Workers\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>TPT workers also received meaningful increases. Starting rates moved to approximately $29.67 per hour, rising to $30.26 after 12 months and approaching $31.16 by the end of the agreement. The agreements also committed to converting hundreds of temporary workers to permanent full-time status over the life of the deal, providing greater job security for this segment of the workforce.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Ratification Bonus\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Full-time employees received a \u003Cstrong>$10,000 Productivity and Quality bonus\u003C\u002Fstrong> at ratification. TPT workers received \u003Cstrong>$4,000\u003C\u002Fstrong>. An early retirement incentive of \u003Cstrong>$50,000\u003C\u002Fstrong> was also made available for a limited number of positions (confirmed at Ford; similarly structured at the other companies).\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"overtime-rules-and-shift-premiums\">Overtime Rules and Shift Premiums\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Overtime Thresholds Under Ontario ESA\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Because the auto sector falls under provincial jurisdiction in Ontario, overtime is governed by the \u003Cstrong>Ontario Employment Standards Act, 2000\u003C\u002Fstrong>. The statutory threshold is \u003Cstrong>1.5 times the regular rate\u003C\u002Fstrong> for all hours worked in excess of \u003Cstrong>44 hours per week\u003C\u002Fstrong>. The Unifor collective agreements typically provide stronger protections than this minimum floor — consult your local union agreement for CBA-specific daily and weekly thresholds that may be more favourable.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Shift Premiums\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Shift premiums compensate workers for the disruption of working non-standard hours. Under the Unifor auto agreements, shift premiums are:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Afternoon shift premium\u003C\u002Fstrong>: \u003Cstrong>+$0.86 per hour\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Night (midnight) shift premium\u003C\u002Fstrong>: \u003Cstrong>+$1.12 per hour\u003C\u002Fstrong>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>These premiums are added to your regular base rate and are subject to standard deductions for CPP, EI, and income tax. They are also included in the calculation of overtime pay when shift-premium hours trigger the overtime threshold.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Holiday Premium\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>When you are required to work on a statutory holiday, you are entitled to your regular rate of pay for that day, plus an additional \u003Cstrong>1.5 times your regular rate\u003C\u002Fstrong> for hours actually worked — effectively \u003Cstrong>2.5 times your base rate\u003C\u002Fstrong> for each hour worked on a stat day. This is a significant premium and the free calculator below can help you determine the exact value for your situation.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"vacation-and-leave-entitlements\">Vacation and Leave Entitlements\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Ontario ESA Vacation Minimums\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Under Ontario's ESA, vacation entitlements are:\u003C\u002Fp>\n\u003Ctable>\n\u003Cthead>\n\u003Ctr>\n\u003Cth>Years of Service\u003C\u002Fth>\n\u003Cth>Vacation Time\u003C\u002Fth>\n\u003Cth>Vacation Pay Rate\u003C\u002Fth>\n\u003C\u002Ftr>\n\u003C\u002Fthead>\n\u003Ctbody>\u003Ctr>\n\u003Ctd>Under 5 years\u003C\u002Ftd>\n\u003Ctd>2 weeks minimum\u003C\u002Ftd>\n\u003Ctd>4% of gross earnings\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003Ctr>\n\u003Ctd>5 or more years\u003C\u002Ftd>\n\u003Ctd>3 weeks minimum\u003C\u002Ftd>\n\u003Ctd>6% of gross earnings\u003C\u002Ftd>\n\u003C\u002Ftr>\n\u003C\u002Ftbody>\u003C\u002Ftable>\n\u003Cp>\u003Cstrong>CBA Improvements\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Unifor collective agreements at the Detroit Three have historically provided vacation entitlements that exceed these ESA minimums. The master agreements typically provide additional weeks of vacation for senior workers and may include provisions for personal leave, bereavement leave, and medical leave that go beyond the statutory floor. For precise vacation entitlements at your seniority level, consult your local union contract booklet.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Supplemental Unemployment Benefit (SUB)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>One of the notable improvements in these agreements was an enhancement to the Supplemental Unemployment Benefit plan, which tops up Employment Insurance when workers are laid off during model changes or plant downtime:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Income replacement level: increased from \u003Cstrong>65% to 70%\u003C\u002Fstrong> of weekly earnings\u003C\u002Fli>\n\u003Cli>Eligibility seniority requirement: reduced from \u003Cstrong>3 years to 1 year\u003C\u002Fstrong>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>This means workers reach full income protection during layoffs much sooner in their career.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"notice-period-and-severance\">Notice Period and Severance\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Ontario ESA Statutory Entitlements\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Because Ontario ESA governs these workers, the following statutory minimums apply in the event of individual termination without cause:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Statutory Notice (ESA s.57):\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>1 week per year of service, up to a maximum of \u003Cstrong>8 weeks\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>Applies after 3 months of employment\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Severance Pay (ESA s.64):\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>1 week per completed year of service (pro-rated for partial years)\u003C\u002Fli>\n\u003Cli>Only triggered if the employee has \u003Cstrong>5 or more years of service\u003C\u002Fstrong> AND the employer's Ontario payroll is \u003Cstrong>$2.5 million or more\u003C\u002Fstrong> (both conditions apply)\u003C\u002Fli>\n\u003Cli>Maximum: 26 weeks of severance pay\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Group Termination Notice:\u003C\u002Fstrong>\nUnder both the Ontario ESA and any CBA provisions, if your employer terminates 50 or more employees within a four-week period, extended notice periods apply. Workers affected by plant closures or mass layoffs may be entitled to substantially longer notice periods.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Common Law Notice\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Separate from the statutory minimums, employees may have entitlements at common law that significantly exceed ESA amounts. Courts have awarded notice periods of roughly one month per year of service for many employees. The statutory minimums represent a floor, not a ceiling. If you are facing termination, consult a labour lawyer before signing any release.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>CBA-Specific Protections\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>Unifor master agreements contain additional job security provisions, including:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Product and investment commitments (e.g., Windsor Assembly EV retooling, Oakville EV plant conversion)\u003C\u002Fli>\n\u003Cli>EV transition income security provisions for affected workers\u003C\u002Fli>\n\u003Cli>Preferential hiring and transfer rights during plant transitions\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>These protections go beyond what provincial legislation provides and are a key reason why collective bargaining matters for long-term job security.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"cpp-ei-and-benefits\">CPP, EI and Benefits\u003C\u002Fh2>\n\u003Cp>\u003Cstrong>Canada Pension Plan (CPP)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>As Ontario employees, auto workers contribute to the federal Canada Pension Plan:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Employee CPP contribution rate\u003C\u002Fstrong>: 5.95% on pensionable earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (YMPE, approximately $71,300 in 2025)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Maximum employee CPP contribution\u003C\u002Fstrong>: approximately $4,034 per year (2025)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>CPP2 (second additional CPP)\u003C\u002Fstrong>: 4% on earnings between the YMPE and the Year's Additional Maximum Pensionable Earnings (YAMPE, approximately $81,900 in 2025) — maximum approximately $426 per year\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Employment Insurance (EI)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cul>\n\u003Cli>\u003Cstrong>Employee EI premium rate\u003C\u002Fstrong>: 1.64% on insurable earnings up to the maximum insurable earnings ceiling (approximately $65,700 in 2025)\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Maximum annual employee EI premium\u003C\u002Fstrong>: approximately $1,078 per year\u003C\u002Fli>\n\u003Cli>\u003Cstrong>Employer EI premium\u003C\u002Fstrong>: 1.4 times the employee rate\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Employer Pension Improvements (Major Win)\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>One of the most significant gains in these agreements was the restoration of defined-benefit pension coverage:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>Workers hired on or after \u003Cstrong>September 20, 2016\u003C\u002Fstrong> who were enrolled in the Defined Contribution (DC) plan were transitioned to the \u003Cstrong>DBplus Defined Benefit pension plan, effective January 1, 2025\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>All new hires going forward are enrolled in the DBplus plan\u003C\u002Fli>\n\u003Cli>For existing DB members, monthly pension benefit rates increased:\u003Cul>\n\u003Cli>Production workers: $68.60 → \u003Cstrong>$73.60 per month per year of service\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>Skilled trades workers: $81.60 → \u003Cstrong>$87.60 per month per year of service\u003C\u002Fstrong>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003C\u002Fli>\n\u003Cli>The "30-and-Out" monthly pension (Ford-confirmed, pattern applies across the three) increased from $3,545 to \u003Cstrong>$3,795 per month\u003C\u002Fstrong> for production workers\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Cp>\u003Cstrong>Health and Supplemental Benefits\u003C\u002Fstrong>\u003C\u002Fp>\n\u003Cp>These agreements also delivered substantial improvements to the extended health plan:\u003C\u002Fp>\n\u003Cul>\n\u003Cli>The quarterly health deductible ($97) was \u003Cstrong>eliminated entirely\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>Glucose monitoring coverage: $1,600 → \u003Cstrong>$4,000 per year\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>Massage therapy annual maximum: $200 → \u003Cstrong>$300\u003C\u002Fstrong>\u003C\u002Fli>\n\u003Cli>Physiotherapy: $200 → \u003Cstrong>$400\u003C\u002Fstrong>, with the doctor's note requirement removed\u003C\u002Fli>\n\u003Cli>Legal services and dependent scholarship eligibility: 8 years seniority → \u003Cstrong>1 year\u003C\u002Fstrong>\u003C\u002Fli>\n\u003C\u002Ful>\n\u003Chr>\n\u003Ch2 id=\"key-changes-in-this-agreement\">Key Changes in This Agreement\u003C\u002Fh2>\n\u003Cp>The 2023\u002F2024 Unifor auto agreements represent a generational shift in the conditions of auto work in Canada. Here are the headline changes:\u003C\u002Fp>\n\u003Cp>\u003Cstrong>1. Wage parity with — and beyond — US autoworkers.\u003C\u002Fstrong> Following the UAW's major wins at the Detroit Three in the United States, Unifor negotiated Canadian wages that now exceed comparable US rates by approximately $11 per hour (roughly 35%) when measured at comparable seniority levels.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>2. DB pension restored for new hires.\u003C\u002Fstrong> After years of new hires being enrolled in an inferior Defined Contribution plan, the return to defined-benefit pensions for post-2016 hires is a historic reversal of a concessionary trend that had affected the broader private-sector pension landscape.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>3. COLA reactivated.\u003C\u002Fstrong> The Cost of Living Allowance was suspended during earlier rounds of bargaining when companies were in financial distress. Its reinstatement (effective December 2024) provides ongoing wage protection against inflation.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>4. Accelerated wage progression.\u003C\u002Fstrong> Halving the progression timeline from 8 years to 4 years dramatically improves the earnings trajectory for newer workers, reducing the two-tier wage gap that had grown over previous rounds.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>5. Two new paid statutory holidays.\u003C\u002Fstrong> Family Day (third Monday in February) and the National Day for Truth and Reconciliation (September 30) were added to the holiday schedule, bringing covered workers to 11 statutory holidays per year.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>6. EV transition security.\u003C\u002Fstrong> Product allocation and investment commitments were embedded in the agreements to provide assurance that Canadian plants will participate in the electric vehicle transition, protecting jobs at Oakville, Windsor, and Ingersoll through the agreement period and beyond.\u003C\u002Fp>\n\u003Chr>\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 gives you an instant estimate of your take-home pay, overtime earnings, vacation entitlement, termination entitlements, CPP and EI contributions, and statutory holiday value — all based on the current Unifor auto sector pay grid and applicable Ontario\u002Ffederal employment standards.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tab 1 — Wages & Tax\u003C\u002Fstrong>: Enter your hourly rate and hours worked per pay period to see your estimated gross-to-net breakdown after CPP, EI, and federal income tax. Note that Ontario provincial income tax is not included; for a full picture, use the CRA's online tax estimator or consult a tax professional.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tab 2 — Overtime & Premiums\u003C\u002Fstrong>: Enter your base hourly rate, regular hours, overtime hours, and any shift premiums (afternoon at $0.86\u002Fhr, midnight at $1.12\u002Fhr) to calculate total weekly earnings including all differentials.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tab 3 — Vacation Pay\u003C\u002Fstrong>: Select your years of service and annual earnings to calculate your vacation pay entitlement under Ontario ESA minimums and CBA-enhanced tiers.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tab 4 — Notice & Severance\u003C\u002Fstrong>: Enter your years of service and weekly earnings to estimate your statutory termination notice and potential severance pay under Ontario ESA sections 57 and 64.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tab 5 — CPP & EI\u003C\u002Fstrong>: See your annual CPP (including CPP2) and EI contribution amounts, plus the employer's share, based on your annual insurable and pensionable earnings.\u003C\u002Fp>\n\u003Cp>\u003Cstrong>Tab 6 — Statutory Holidays\u003C\u002Fstrong>: View all 11 standard statutory holidays and calculate their value at your hourly rate — including the 2.5× premium if you are required to work on a stat day.\u003C\u002Fp>\n\u003Chr>\n\u003Ch2 id=\"summary\">Summary\u003C\u002Fh2>\n\u003Cp>The Unifor auto sector agreements covering the 2024–2026 period represent a watershed moment for Canadian manufacturing workers. From the largest wage increases in a generation to the restoration of defined-benefit pensions for new hires, from accelerated progression timelines to enhanced health benefits, these agreements set a new standard for what unionised manufacturing workers in Canada can achieve. Use the calculator above to understand your personal entitlements, and reach out to your local union representative if you have questions about how any provision applies in your specific situation.\u003C\u002Fp>\n\u003Chr>\n\u003Cp>\u003Cem>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.\u003C\u002Fem>\u003C\u002Fp>\n",[1213,1221,1228,1235,1242,1249,1256,1263,1270,1277,1284,1291,1298,1305,1312,1319,1326,1333,1340,1347,1354,1361,1368,1373,1380,1385,1392,1399,1406,1413,1420,1427,1434,1441,1448,1455,1462,1469,1476,1483,1488,1493,1500,1505,1512,1519,1526,1533,1540,1547,1554,1561,1568,1575,1582,1589,1596,1603,1610,1617,1624,1631,1638,1645,1652,1659,1666,1673,1680,1687,1694,1701,1709,1716,1723,1730,1737,1744,1749,1756,1763,1770,1777,1784,1791,1798,1805,1812,1819,1826,1833,1840,1847,1854,1861,1868,1875,1882,1889,1896,1903,1910,1917,1924,1931,1938,1945,1952,1959,1966,1973,1980,1987,1994,2001,2008,2015,2022,2029,2037,2044,2051,2058,2065,2072,2079,2086,2093,2101,2108,2115,2122,2129,2136,2143,2150,2157,2164,2171,2178,2185,2192,2199,2206,2213,2220,2227,2234,2241,2248,2255,2262,2269,2275,2281,2288,2296,2303,2310,2317,2324,2332,2339,2346,2353,2360,2367,2374,2381,2388,2395,2402,2409,2416,2423,2431,2438,2445,2452,2459,2466,2473,2480,2488,2495,2502,2509,2516,2523,2530,2537,2543,2547,2551,2557,2564,2570,2577,2582,2588],{"seo_content":1214,"id":1216,"name":1217,"slug":1218,"parentId":1219,"lang":1173,"_count":1220},[1215],{"page_slug":1169},"cmkzhjmv500mfwf4fq67nqrni","Alternative 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Athletes","yoga-teachers-athletes",{"experts":1159},{"seo_content":1250,"id":1252,"name":1253,"slug":1254,"parentId":1219,"lang":1173,"_count":1255},[1251],{"page_slug":1169},"cmkzhjn1000mtwf4fewckj4ca","Endocrinology","endocrinologists",{"experts":1159},{"seo_content":1257,"id":1259,"name":1260,"slug":1261,"parentId":1219,"lang":1173,"_count":1262},[1258],{"page_slug":1169},"cmkzhjn6000n5wf4fqdt2kfn0","Hematology","hematologists",{"experts":1159},{"seo_content":1264,"id":1266,"name":1267,"slug":1268,"parentId":1219,"lang":1173,"_count":1269},[1265],{"page_slug":1169},"cmkzhjn6u00n7wf4f3mn01r8y","Gastroenterology","gastroenterologists",{"experts":1159},{"seo_content":1271,"id":1273,"name":1274,"slug":1275,"parentId":1219,"lang":1173,"_count":1276},[1272],{"page_slug":1169},"cmkzhjn9d00ndwf4f2jx9xiyd","Emergency Medicine","emergency-medicine",{"experts":1159},{"seo_content":1278,"id":1280,"name":1281,"slug":1282,"parentId":1219,"lang":1173,"_count":1283},[1279],{"page_slug":1169},"cmkzhjn7o00n9wf4fitx1jenr","Pulmonology","pulmonologists",{"experts":1159},{"seo_content":1285,"id":1287,"name":1288,"slug":1289,"parentId":1219,"lang":1173,"_count":1290},[1286],{"page_slug":1169},"cmkzhjna600nfwf4fpglumpay","Sports Medicine","sports-medicine",{"experts":1159},{"seo_content":1292,"id":1294,"name":1295,"slug":1296,"parentId":1219,"lang":1173,"_count":1297},[1293],{"page_slug":1169},"cmkzhjnb000nhwf4fi4scuc69","Dermatology","dermatologists",{"experts":1159},{"seo_content":1299,"id":1301,"name":1302,"slug":1303,"parentId":1219,"lang":1173,"_count":1304},[1300],{"page_slug":1169},"cmkzhjndj00nnwf4fu0l06t28","Prenatal Yoga","prenatal-yoga-teachers",{"experts":1159},{"seo_content":1306,"id":1308,"name":1309,"slug":1310,"parentId":1219,"lang":1173,"_count":1311},[1307],{"page_slug":1169},"cmkzhjnec00npwf4fkvr3xmyd","Yoga Workshops","yoga-workshop-teachers",{"experts":1159},{"seo_content":1313,"id":1315,"name":1316,"slug":1317,"parentId":1219,"lang":1173,"_count":1318},[1314],{"page_slug":1169},"cmkzhjng000ntwf4f5mznqe1k","Therapeutic Yoga","therapeutic-yoga-teachers",{"experts":1159},{"seo_content":1320,"id":1322,"name":1323,"slug":1324,"parentId":1219,"lang":1173,"_count":1325},[1321],{"page_slug":1169},"cmkzhjngu00nvwf4f4x6s7qic","Bikram Yoga","bikram-yoga-teachers",{"experts":1159},{"seo_content":1327,"id":1329,"name":1330,"slug":1331,"parentId":1219,"lang":1173,"_count":1332},[1328],{"page_slug":1169},"cmkzhjn0600mrwf4fkc1jwhx6","Oncology","oncologists",{"experts":1159},{"seo_content":1334,"id":1336,"name":1337,"slug":1338,"parentId":1219,"lang":1173,"_count":1339},[1335],{"page_slug":1169},"cmkzhjmvz00mhwf4fgvd5bw3j","Orthopedic Surgery","orthopedic-surgeons",{"experts":1159},{"seo_content":1341,"id":1343,"name":1344,"slug":1345,"parentId":1219,"lang":1173,"_count":1346},[1342],{"page_slug":1169},"cmkzhjnoc00odwf4f6gtuivc0","Hatha Yoga","hatha-yoga-teachers",{"experts":1159},{"seo_content":1348,"id":1350,"name":1351,"slug":1352,"parentId":1219,"lang":1173,"_count":1353},[1349],{"page_slug":1169},"cmkzhjncp00nlwf4fyimcypth","Cardiology","cardiologists",{"experts":1159},{"seo_content":1355,"id":1357,"name":1358,"slug":1359,"parentId":1219,"lang":1173,"_count":1360},[1356],{"page_slug":1169},"cmkzhjn3i00mzwf4frbangd31","General Medicine","general-practitioners",{"experts":1159},{"seo_content":1362,"id":1364,"name":1365,"slug":1366,"parentId":1219,"lang":1173,"_count":1367},[1363],{"page_slug":1169},"cmkzhjnlt00o7wf4fax2w2kck","Kundalini Yoga","kundalini-yoga-teachers",{"experts":1159},{"seo_content":1369,"id":1371,"name":694,"slug":696,"parentId":1219,"lang":1173,"_count":1372},[1370],{"page_slug":1169},"cmkzhjmqx00m5wf4fz9988kz4",{"experts":1159},{"seo_content":1374,"id":1376,"name":1377,"slug":1378,"parentId":1219,"lang":1173,"_count":1379},[1375],{"page_slug":1169},"cmkzhjmyi00mnwf4fw1cuew14","Tropical Medicine","tropical-medicine",{"experts":1159},{"seo_content":1381,"id":1383,"name":698,"slug":700,"parentId":1219,"lang":1173,"_count":1384},[1382],{"page_slug":1169},"cmkzhjmrs00m7wf4fe7wpjfzj",{"experts":1159},{"seo_content":1386,"id":1388,"name":1389,"slug":1390,"parentId":1219,"lang":1173,"_count":1391},[1387],{"page_slug":1169},"cmkzhjmzc00mpwf4fjo9xui38","Addiction Medicine","addiction-specialists",{"experts":1159},{"seo_content":1393,"id":1395,"name":1396,"slug":1397,"parentId":1219,"lang":1173,"_count":1398},[1394],{"page_slug":1169},"cmkzhjn8i00nbwf4floile4vs","Ophthalmology","ophthalmologists",{"experts":1159},{"seo_content":1400,"id":1402,"name":1403,"slug":1404,"parentId":1219,"lang":1173,"_count":1405},[1401],{"page_slug":1169},"cmkzhjnf600nrwf4fyf09gnly","Yoga and Meditation","yoga-meditation-teachers",{"experts":1159},{"seo_content":1407,"id":1409,"name":1410,"slug":1411,"parentId":1219,"lang":1173,"_count":1412},[1408],{"page_slug":1169},"cmkzhjnho00nxwf4flq9ilfaq","Corporate Yoga","corporate-yoga-teachers",{"experts":1159},{"seo_content":1414,"id":1416,"name":1417,"slug":1418,"parentId":1219,"lang":1173,"_count":1419},[1415],{"page_slug":1169},"cmkzhjnni00obwf4fn94cdxsa","Restorative Yoga","restorative-yoga-teachers",{"experts":1159},{"seo_content":1421,"id":1423,"name":1424,"slug":1425,"parentId":1219,"lang":1173,"_count":1426},[1422],{"page_slug":1169},"cmkzhjmwt00mjwf4fyu8h6xcy","Clinical Psychology","clinical-psychology",{"experts":1159},{"seo_content":1428,"id":1430,"name":1431,"slug":1432,"parentId":1219,"lang":1173,"_count":1433},[1429],{"page_slug":1169},"cmkzhjnmo00o9wf4fm5via3wj","Yoga for 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Collective Agreement Ontario — Complete Guide to Your Rights and Pay 2026","Ontario's approximately 45,000 public secondary school teachers are covered by one of the most significant collective agreements in Canadian education: the central agreement negotiated between the Ont","# OSSTF Collective Agreement Ontario — Complete Guide to Your Rights and Pay 2026\n\nOntario's approximately 45,000 public secondary school teachers are covered by one of the most significant collective agreements in Canadian education: the central agreement negotiated between the Ontario Secondary School Teachers' Federation (OSSTF\u002FFEESO) and the provincial government on behalf of Ontario's 72 district school boards. After years of dispute — including the controversial Bill 124 wage suppression legislation — the current agreement was resolved through binding interest arbitration in May 2024, delivering compounded wage increases of 11.73 per cent over four years. For the 2024–25 and 2025–26 school years, annual increases of 2.75 per cent and 2.5 per cent respectively bring meaningful salary restoration after years of artificially capped wages. This guide unpacks everything you need to know: who is covered, what you earn at each grid step, how your pension and sick leave work, and what happens if your employment ends.\n\n## Who Is Covered Under the OSSTF Central Agreement\n\nThe Ontario Secondary School Teachers' Federation represents approximately 60,000 members across the province, but the central collective agreement described here applies specifically to **teachers and occasional teachers employed by Ontario's publicly funded district school boards** — roughly 40,000 to 45,000 classroom educators in secondary schools (Grades 9–12).\n\nOSSTF bargaining is **two-tier**: the central agreement sets province-wide terms for wages, sick leave, preparation time, and professional obligations, while local agreements with each of the 36 school board districts add board-specific terms around class size caps, additional allowances, and local working conditions. Both tiers of your agreement apply simultaneously; where local terms exceed central minimums, the better standard prevails.\n\nExcluded from this central agreement — though OSSTF represents them through separate bargaining — are educational assistants, professional student services personnel, early childhood educators, and support staff (secretarial, custodial, plant). Their agreements are governed under separate provincial tables.\n\nOntario's secondary school teachers are **provincially regulated** employees under the *Education Act* and the *Ontario Employment Standards Act, 2000* (ESA). Unlike many federally regulated sectors, the Canada Labour Code does not apply; the Ontario ESA sets the statutory floors for notice, severance, overtime (if applicable), and vacation pay.\n\n## Current Wage Rates and Pay Grid (2024–25 and 2025–26)\n\nOntario teacher salaries are determined by a **QECO qualification category** (A1, A2, A3, or A4, assigned by the Qualifications Evaluation Council of Ontario) and a **step** that advances one level per year of full-time service (up to approximately 11 steps).\n\n**General Wage Increases (GWI) under the 2022–2026 arbitration award:**\n\n| School Year | GWI Applied |\n|-------------|-------------|\n| 2022–23     | +3.0%       |\n| 2023–24     | +3.0%       |\n| 2024–25     | +2.75%      |\n| 2025–26     | +2.5%       |\n| **Compounded total** | **+11.73%** |\n\n**Approximate salary grid — effective September 1, 2025 (2025–26 school year):**\n\n| Category | Entry (Step 1) | Midpoint (Step 6) | Maximum (Step 11) |\n|----------|---------------|-------------------|-------------------|\n| **A1** (BEd + OCT) | ~$53,698 | ~$70,015 | ~$86,340 |\n| **A2** (BEd + 1 specialist) | ~$60,143 | ~$76,174 | ~$92,205 |\n| **A3** (BEd + grad-level AQs) | ~$68,482 | ~$88,655 | ~$108,831 |\n| **A4** (Master's degree or equiv.) | ~$72,337 | ~$94,690 | ~$117,043 |\n\n*Source: OCEOTA 2022–2026 salary grid with 2.5% GWI applied. Verify your board-specific grid against the schedule attached to your local collective agreement.*\n\n**Key points:**\n- Step advancement (annual increment) is automatic for each year of continuous full-time service.\n- Lateral category movement occurs when a teacher completes additional AQ courses recognised by QECO — there is no salary freeze during the assessment period.\n- **Department heads** receive additional allowances negotiated locally, typically ranging from $1,500 to $5,000 per year depending on department size.\n- **Occasional teachers** (supply teachers) are paid on a daily rate grid: approximately $282.46\u002Fday in 2024–25 and $289.52\u002Fday in 2025–26 at the minimum, rising with experience steps.\n\n## Preparation Time and Teaching Load\n\nOne of the most fiercely protected provisions in the secondary teachers' agreement is **preparation time**. Confirmed under the central agreement:\n\n- **Minimum 375 minutes of preparation time per week** for secondary school teachers — equivalent to approximately one full class period per day in a standard timetable.\n- This represents **25 per cent of the instructional week**, a significantly higher entitlement than the 240 minutes (16 per cent) granted to elementary teachers.\n- Maximum course load: **six courses per semester** in semestered schools (or the equivalent load in non-semestered timetables). Assignments beyond this threshold require additional compensation under local terms.\n- **Extra-curricular activities** (coaching, clubs, school productions) remain **fully voluntary** under the central agreement. No teacher can be compelled to run extra-curricular programmes, and this protection is explicitly upheld.\n\nSchool year structure: the calendar comprises a minimum of **194 school days**, including **3 Ministry-directed Professional Activity (PA) days** and up to **4 additional board-directed PA days** (total 6–7 PA days per year). Teachers receive their regular daily salary rate for all PA days.\n\n## Sick Leave and Short-Term Disability\n\nThe current central agreement replaces the prior accumulating sick day bank with a structured **two-tier leave system**:\n\n**Tier 1 — Annual Sick Leave:**\n- **11 sick days per year** at **100 per cent of salary**\n- Renewable each September 1; unused days do not accumulate to the following year in the traditional sense but convert to top-up credits under Tier 2\n\n**Tier 2 — Short-Term Disability Leave Plan (STDLP):**\n- **120 days per school year** at **90 per cent of salary** once Tier 1 days are exhausted\n- Each unused Tier 1 sick day from the current year converts to **10 additional STDLP days payable at 100 per cent** (effectively bridging the 10% gap for those who have conserved Tier 1 days)\n- Medical certification requirements:\n  - Up to 5 consecutive days: principal sign-off sufficient\n  - 6–20 consecutive days: certificate from a licensed medical practitioner required\n  - Beyond 20 days: monthly medical recertification may be required\n\n**Long-Term Disability (LTD):** Once all STDLP days are exhausted, teachers access LTD coverage through the Ontario Teachers Insurance Plan (OTIP), typically at 66.67 per cent of pre-disability salary until age 65 or return to work.\n\n## Vacation and Leave Entitlements\n\nUnlike most workers covered by the Ontario ESA, teachers do not accumulate vacation pay in the conventional sense. **The school calendar itself provides structured paid breaks:**\n\n- **Summer recess:** approximately 9–10 weeks (July–August) — teachers are salaried on a 10-month pay basis spread over 12 months\n- **Winter recess:** approximately 2 weeks (December–January)\n- **March Break:** 1 week (March)\n- **Other statutory days:** 12 school holidays per year (including stat holidays and local board closures)\n\n**Ontario ESA vacation pay note:** Because teachers' salaries already incorporate these structured breaks, the Ontario ESA vacation pay provisions (4% \u002F 6%) are generally considered satisfied by the salary structure. However, occasional teachers on daily supply work accrue vacation pay at 4 per cent of earnings on each paycheque.\n\n**Other leave entitlements under the central agreement:**\n- Bereavement leave: locally negotiated (typically 3–5 days for immediate family, 1–3 days for extended family)\n- Maternity\u002Fparental leave: top-up payments supplementing EI benefits, often to 93 per cent of salary for the first 17 weeks (varies by district)\n- Personal leave days: locally negotiated\n- Professional development leave for graduate studies: available with board approval in many districts\n\n## Notice Period and Severance (Ontario ESA)\n\nBecause OSSTF members are provincially regulated, the **Ontario Employment Standards Act, 2000** governs statutory minimums for termination:\n\n**Notice of Termination (Ontario ESA s. 57):**\n- Less than 1 year of service: 1 week notice\n- 1 to fewer than 3 years: 2 weeks\n- 3 to fewer than 4 years: 3 weeks\n- Continuing: 1 additional week per completed year, up to a **maximum of 8 weeks**\n\n**Severance Pay (Ontario ESA s. 64):**\nApplies if the employee has **5 or more years of service** AND the employer has a payroll of $2.5 million or more (all school boards qualify):\n- 1 week's pay per year of service, up to a **maximum of 26 weeks**\n\n**Important:** These are statutory *floors*. The collective agreement, board practices, or common law reasonable notice may provide significantly higher entitlements. Teachers should consult their OSSTF district staff representative before accepting any termination package.\n\n## CPP, EI, and the Ontario Teachers' Pension Plan (OTPP)\n\n**Canada Pension Plan (CPP) — 2025 rates:**\n- Employee contribution: **5.95%** on earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (YMPE, approximately $71,300 for 2025)\n- Maximum annual CPP contribution: approximately $4,034\n- **CPP2:** An additional **4%** on earnings between the YMPE and the Year's Additional Maximum Pensionable Earnings (YAMPE, approximately $81,900) — maximum additional contribution ~$426\u002Fyear\n\n**Employment Insurance (EI) — 2025 rates:**\n- Employee premium: **1.64%** of insurable earnings up to maximum insurable earnings (~$65,700)\n- Maximum annual EI premium: approximately $1,078\n- Teachers on full-time salary are EI-insured; however, EI eligibility during summer recess depends on whether the employment relationship continues (typically it does, so most permanent teachers are not EI-eligible for the summer break)\n\n**Ontario Teachers' Pension Plan (OTPP):**\nThe centrepiece of long-term financial security for OSSTF members. OTPP is one of the world's largest pension funds with net assets exceeding $279 billion (2025).\n\n- **Plan type:** Defined Benefit — your pension is guaranteed regardless of investment performance\n- **Contribution rates (2025):**\n  - Earnings up to CPP YMPE (~$73,200): **10.4% employee \u002F 10.4% employer** (dollar-for-dollar match)\n  - Earnings above YMPE: **12.0% employee \u002F 12.0% employer**\n- **Benefit formula:** 2% × years of credited service × \"best 5 years\" average salary\n  - Example: 30 years of service, average salary $90,000 → **$54,000\u002Fyear pension** (indexed to inflation)\n- **Rule of 85 early retirement:** Age + years of service ≥ 85 (e.g., age 55 + 30 years)\n- **Inflation protection:** Full indexing provided while the plan maintains its fully funded status (current as of 2025)\n\n## Key Changes in the 2022–2026 Agreement\n\n**1. Wage restoration after Bill 124**\nThe government's Bill 124 (2019) artificially capped public sector wage increases at 1% per year. The Ontario Superior Court struck it down as unconstitutional in 2022. The 2022–2026 arbitration award, delivered in May 2024, restored full bargaining rights and provided a compounded 11.73% total wage increase — the largest for Ontario teachers in over a decade.\n\n**2. Retroactive pay**\nTeachers received retroactive adjustments for the 2022–23 and 2023–24 school years as part of the arbitration settlement.\n\n**3. Sick leave task force**\nA joint labour-management task force was established to review attendance management practices and return-to-work programmes, with a target completion of August 31, 2025.\n\n**4. LTD committee**\nA new committee was mandated to explore an updated education worker Long-Term Disability insurance plan.\n\n**5. Binding interest arbitration pathway**\nOSSTF members voted in 2023 to pursue binding interest arbitration rather than traditional strike action, resulting in the May 2024 Kaplan Award. This model may influence future bargaining.\n\n## How to Use This Free Calculator\n\nUnderstanding your collective agreement is one thing; calculating what it means for your paycheque is another. The **OSSTF Teachers Ontario Free Calculator** on this page helps you:\n\n- **Tab 1 — Wages & Tax:** Enter your QECO category, step, and province to estimate your gross-to-net annual salary after CPP, EI, and federal income tax.\n- **Tab 2 — Overtime:** Calculate course load overages and additional duty pay.\n- **Tab 3 — Vacation Pay:** Estimate vacation entitlements for occasional teachers and supply staff under Ontario ESA rules.\n- **Tab 4 — Notice & Severance:** Calculate statutory notice and severance under the Ontario ESA based on your years of service.\n- **Tab 5 — CPP & EI:** See your annual CPP and EI contributions broken down monthly, plus your employer's matching OTPP cost.\n- **Tab 6 — Statutory Holidays:** Calculate the dollar value of each statutory holiday and premium pay if you work on a stat day.\n\nFor broader context on collective agreement rights in Ontario's public sector, see our guides on the [ONA Nurses Ontario 2024–2026 agreement](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-ona-nurses-ontario-2024-2026) and the [CUPE Ontario Hospital Workers 2025–2027 agreement](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fpractical-tools-for-individuals\u002Fcba-ca-cba-cupe-hospital-on-2025-2027). For news on Ontario's evolving education landscape, read our analysis of [Ontario's school board reform](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fnews\u002Fpaul-calandra-ontario-school-board-reform-legal-rights) and the recent [Ontario teacher training programme changes](https:\u002F\u002Fexpert-zoom.com\u002Fca\u002Fnews\u002Fontario-teachers-college-training-reform-1-year-ford-government-education-2026).\n\n## Conclusion\n\nThe OSSTF collective agreement for Ontario secondary school teachers represents a landmark achievement in Canadian public-sector labour relations: a legally binding framework that guarantees a structured salary grid, generous sick leave and disability coverage, world-class defined-benefit pension through OTPP, and robust preparation time protections. For the 2025–26 school year, experienced A4-category teachers can earn over $117,000 per year, while new A1 teachers start above $53,000 — both reflecting compounded wage restoration after years of suppression. Understanding these provisions fully — and using the free calculator below to model your individual situation — ensures you can plan your finances and know your rights with confidence.\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 Ontario Ministry of Labour, Immigration, Training and Skills Development (1-800-531-5551), your OSSTF district representative, or a labour lawyer. Canada Labour Program: 1-800-641-4049.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002F5705dd1b569e-1b6fb0.webp","OSSTF collective agreement Ontario secondary school teachers 2024 2026 salary rights","5705dd1b569e",2169,[],{"slug":2607,"draft":1185,"title":2598,"excerpt":1047,"keyword":2602,"category":1053,"featured":1171,"countryCode":1174,"description":2608,"categorySlug":1053,"languageCode":1175,"relatedTools":2609,"readingTimeMin":1059},"osstf-collective-agreement-ontario-teachers-2024-2026-salary-rights","Everything Ontario secondary school teachers need to know about their 2022–2026 collective agreement: salary grid, prep time, pension, sick leave, and severance.",[1072],567,"8737acd1-92d8-4f7f-897c-668e585a1ea4","2026-06-21T00:26:54.000Z","2026-06-30T20:41:30.099Z",4.45,"2026-07-21T18:25:34.434Z","2026-05-31T16:05:00.962Z","2026-05-31T16:05:00.963Z","2026-07-24T20:36:07.967Z",{"id":1176,"name":670,"slug":672,"parentId":1169},{"id":2621,"slug":2622,"title":2623,"excerpt":2624,"contentMd":2625,"heroImage":2626,"heroImageAlt":1169,"heroImageCredit":1169,"audioUrl":1169,"audioGeneratedAt":1169,"readingTimeMin":1059,"featured":1171,"status":1172,"lang":1173,"countryCode":1174,"languageCode":1175,"categoryId":1176,"metaTitle":2623,"metaDescription":1047,"keyword":2627,"seoApiPageId":2628,"seoApiTenantId":1181,"contentType":1169,"wordCount":2629,"internalImages":2630,"frontmatter":2631,"viewCount":2643,"internalLinksCount":1159,"expertId":2644,"folderId":1169,"folderPosition":1169,"gscVerdict":1169,"gscCoverage":1169,"gscLastCrawl":1169,"gscCheckedAt":2645,"gscIndexingState":1169,"gscRobotsTxtState":1169,"gscPageFetchState":1169,"gscGoogleCanonical":1169,"gscCrawledAs":1169,"cwvLcp":2646,"cwvLcpRating":2647,"cwvFcp":2648,"cwvFcpRating":1197,"cwvCls":2649,"cwvClsRating":1197,"cwvAuditedAt":2650,"publishedAt":2651,"createdAt":2652,"updatedAt":2653,"category":2654},"cmpsyehhc002rmiu7rbp8ptdo","ona-collective-agreement-ontario-nurses-2024-2026","ONA Collective Agreement Ontario Nurses 2024–2026 — Free Calculator for Wages and Rights | Expert Zoom","Ontario's registered nurses and allied health professionals stand at the heart of the province's healthcare system, and the collective agreement between the Ontario Nurses' Association (ONA) and the O","# ONA Collective Agreement for Ontario Nurses 2024–2026 — Complete Guide to Your Rights and Pay\n\nOntario's registered nurses and allied health professionals stand at the heart of the province's healthcare system, and the collective agreement between the Ontario Nurses' Association (ONA) and the Ontario Hospital Association (OHA) is the document that protects their livelihoods. Covering the period from **1 April 2024 to 31 March 2026**, this agreement defines wages, shift premiums, overtime entitlements, vacation, pension contributions, and dozens of other provisions that shape life on the wards each day.\n\nThis guide explains what the ONA–OHA Central Agreement means for you in plain language. Whether you are a new graduate RN stepping onto a hospital floor for the first time, or an experienced charge nurse planning for retirement, understanding your collective agreement is the first step to claiming what you have earned. Use the **free calculator** on this page to estimate your take-home pay, overtime earnings, vacation entitlement, and termination notice.\n\n---\n\n## Who Is Covered by the ONA–OHA Agreement?\n\nThe ONA represents approximately **68,000 registered nurses (RNs) and allied health professionals** across Ontario. The hospital sector central agreement, negotiated between ONA and the OHA, covers RNs working in acute-care hospitals, rehabilitation centres, and complex-continuing-care settings that belong to the OHA bargaining group.\n\nRegistered Practical Nurses (RPNs) are generally covered under separate bargaining units, often represented by CUPE or other unions, though some ONA locals include RPNs in their scope. The central agreement sets minimum standards; individual hospital locals may bargain **local terms** on top of the central provisions through their own local agreements.\n\nAllied health professionals — nurse practitioners, clinical instructors, occupational health nurses — may fall under separate ONA agreements specific to their employer or region. If you are unsure which agreement covers your position, contact your local ONA bargaining unit president.\n\n---\n\n## Current Wage Rates and Pay Grid (2024–2026)\n\nThe ONA hospital wage grid uses a step-based progression tied to months of service as an RN. The grid rewards experience: nurses advance through steps as they accumulate working time, reaching the top (maximum) step after approximately 30 months of eligible service.\n\nFollowing the Ontario Court of Appeal's November 2023 ruling that **Bill 124 was unconstitutional**, nurses became entitled to retroactive pay adjustments for the period during which their wages had been artificially capped at a 1% annual increase. The 2024–2026 central agreement incorporates a restored pay scale that reflects the wage levels nurses should have reached absent Bill 124, plus additional negotiated increases.\n\n**Approximate RN hourly rates under the 2024–2026 central agreement:**\n\n| Grid Step | Months of Service | Approx. Hourly Rate (2024) |\n|-----------|-------------------|---------------------------|\n| Step 1 | Start | ~$39.50\u002Fhr |\n| Step 2 | 6 months | ~$41.90\u002Fhr |\n| Step 3 | 12 months | ~$44.30\u002Fhr |\n| Step 4 | 18 months | ~$46.40\u002Fhr |\n| Step 5 | 24 months | ~$49.60\u002Fhr |\n| Step 6 | 30 months | ~$53.00\u002Fhr |\n| Step 7 | 36 months | ~$55.40\u002Fhr |\n| Step 8 (Max) | 48 months | ~$58.50\u002Fhr |\n\n*Note: These figures are indicative. The binding wage schedule is set out in Appendix 1 of the collective agreement. Additional increases apply effective 1 April 2025 under the second year of the agreement.*\n\n**Retroactive pay:** Nurses who were employed during the Bill 124 period (2019–2023) were entitled to retroactive payments once the restoration was agreed. Lump-sum retroactive amounts were calculated based on the difference between the capped wage and the restored wage for each year of service affected.\n\n**Nurse Practitioner (NP) rates** are negotiated separately and typically sit above the RN grid, reflecting expanded scope of practice and prescriptive authority.\n\n---\n\n## Overtime Rules and Shift Premiums\n\n### Overtime Entitlements\n\nThe ONA–OHA central agreement provides overtime protection that **exceeds** the Ontario *Employment Standards Act, 2000* (ESA) minimums, making it a key benefit of union coverage.\n\nUnder the central agreement:\n- **Overtime begins after 8 hours worked in a single shift.** Overtime hours are paid at **1.5× (time-and-a-half)** your regular hourly rate.\n- **Double-time (2×)** applies after 12 consecutive hours worked in a shift, and for all hours worked on a **statutory holiday**.\n- Overtime must not be required to be taken as time off in lieu unless the nurse agrees in writing.\n\nBy comparison, Ontario's ESA requires overtime pay only after **44 hours per week** — a much weaker standard. The collective agreement's daily-hour trigger provides nurses substantially better protection given 12-hour shift scheduling common in hospitals.\n\n### Shift Premiums\n\nThe collective agreement provides hourly premium payments for working outside standard daytime hours:\n\n| Shift Type | Premium (per hour) |\n|------------|--------------------|\n| Evening shift | **+$1.40\u002Fhr** |\n| Night shift | **+$1.80\u002Fhr** |\n| Weekend | **+$2.25\u002Fhr** |\n\nThese premiums are **additive** — a nurse working a weekend night shift earns both the night premium and the weekend premium simultaneously. Premiums are calculated on top of the regular hourly rate for those hours worked and are included in earnings for purposes of overtime calculation.\n\n**On-call and callback pay** provisions also apply; nurses recalled to work outside scheduled hours are entitled to a minimum number of hours' pay at overtime rates, ensuring that callbacks are compensated fairly.\n\n---\n\n## Vacation and Leave Entitlements\n\n### Vacation Entitlement\n\nThe ONA–OHA agreement provides vacation entitlement on a length-of-service basis that meets or exceeds Ontario ESA minimums:\n\n| Years of Service | Vacation Entitlement | Vacation Pay |\n|-----------------|---------------------|--------------|\n| Less than 5 years | 3 weeks | 6% of annual earnings |\n| 5 to 9 years | 4 weeks | 8% of annual earnings |\n| 10 to 19 years | 5 weeks | 10% of annual earnings |\n| 20+ years | 6 weeks | 12% of annual earnings |\n\nFor comparison, Ontario's ESA requires only 2 weeks (4% pay) for workers with under 5 years, and 3 weeks (6% pay) thereafter — demonstrating the significant advantage of ONA bargaining.\n\nVacation scheduling is governed by seniority: more senior nurses have first pick of vacation periods during the scheduling windows. Local agreements may specify the scheduling process and maximum number of nurses absent simultaneously.\n\n### Other Leave Provisions\n\n- **Sick leave \u002F Short-term disability:** Nurses accumulate sick leave credits or access a short-term income protection plan (STIP) administered through the agreement, providing income replacement during illness.\n- **Pregnancy and parental leave:** Aligned with Ontario ESA minimums, with top-up provisions that supplement Employment Insurance benefits for a defined period.\n- **Bereavement leave:** Paid leave for the death of immediate family members.\n- **Professional development leave:** Paid or unpaid leave to attend nursing education, conferences, or pursue advanced certifications.\n- **Family responsibility leave:** Unpaid leave as per Ontario ESA s.50.0.1 for urgent family matters.\n\n---\n\n## Notice Period and Severance Pay\n\n### Ontario ESA Statutory Notice (s.57–64)\n\nAlthough ONA nurses are regulated under Ontario provincial jurisdiction (not the federal *Canada Labour Code*), the Ontario *Employment Standards Act, 2000* sets the statutory floor for termination notice and severance.\n\n**Statutory notice (ESA s.57):**\n\n| Years of Employment | Minimum Notice |\n|---------------------|----------------|\n| Less than 1 year | 1 week |\n| 1 to 3 years | 2 weeks |\n| 3 to 4 years | 3 weeks |\n| 4 to 5 years | 4 weeks |\n| 5 to 6 years | 5 weeks |\n| 6 to 7 years | 6 weeks |\n| 7 to 8 years | 7 weeks |\n| 8+ years | 8 weeks (maximum statutory) |\n\n**Severance pay (ESA s.64)** applies separately when:\n- An employee has at least 5 years of service, **and**\n- The employer has a total Ontario payroll of $2.5 million or more (hospitals virtually always qualify).\n\nSeverance is calculated at **1 week of regular wages per completed year of employment**, capped at 26 weeks. Note that notice and severance are **separate entitlements** — an employee dismissed without cause may be entitled to both.\n\n**Common law notice:** Courts may award substantially greater damages — often one month per year of service for professional employees — where the collective agreement or ESA minimums do not apply. ONA's grievance process provides an additional layer of protection beyond individual common law claims.\n\nThe collective agreement itself may contain specific provisions on notice, layoffs, recall rights, and bumping (displacement of junior nurses by senior nurses facing layoff), which often provide stronger protection than the statutory minimum.\n\n---\n\n## CPP, EI, and Your HOOPP Pension\n\n### Canada Pension Plan (CPP) Contributions — 2025\n\nAs Ontario hospital nurses are provincially regulated employees, **CPP contributions** apply to all earnings. Current 2025 rates:\n\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 CPP contribution (employee):** approximately $4,034\u002Fyear\n- **CPP2 enhanced contribution:** an additional 4% on earnings between YMPE and the Year's Additional Maximum Pensionable Earnings (YAMPE, ~$81,900)\n- **Maximum CPP2 (employee):** approximately $426\u002Fyear\n\n### Employment Insurance (EI) Premiums — 2025\n\n- **Employee EI rate:** 1.64% of insurable earnings\n- **Maximum insurable earnings:** approximately $65,700\n- **Maximum employee premium:** approximately $1,078\u002Fyear\n- **Employer premium:** employee premium × 1.4\n\n### HOOPP — Healthcare of Ontario Pension Plan\n\nONA hospital nurses are enrolled in **HOOPP**, one of Canada's strongest defined-benefit pension plans. Unlike defined-contribution plans, HOOPP guarantees a specific monthly benefit based on your earnings and years of service, providing predictable retirement income.\n\n**2025 HOOPP contribution rates (unchanged through 2027):**\n\n| Earnings Range | Employee Contribution Rate |\n|----------------|---------------------------|\n| Up to YMPE | **6.9%** of earnings |\n| Above YMPE | **9.2%** of earnings |\n\n**Employer contribution:** For every dollar you contribute, your employer contributes $1.26 — providing an exceptional employer match.\n\n**Benefit formula:** For each year of service, you earn:\n- 1.5% of your best five-year average earnings up to the average YMPE, **plus**\n- 2.0% of your best five-year average earnings above the average YMPE\n\nHOOPP's investment performance means that 80 cents of every pension dollar paid comes from investment returns — your contributions go further than a savings account. For a nurse working 30 years at an average of $55,000 annually, HOOPP may provide approximately $22,500–$25,000 per year in indexed retirement income.\n\n---\n\n## Key Changes in This Agreement (2024–2026)\n\nThe 2024–2026 agreement is notable for several significant departures from its predecessor:\n\n1. **Bill 124 wage restoration:** The most significant change. After the Ontario Court of Appeal struck down Bill 124 in November 2023, ONA negotiated the restoration of wages that had been suppressed, along with retroactive lump-sum payments for affected nurses.\n\n2. **Enhanced wage increases:** In addition to restoration, the agreement includes negotiated annual wage increases for 2024 and 2025, helping to address both inflation and the severe nursing retention crisis in Ontario's hospitals.\n\n3. **Nurse-to-patient ratio provisions:** The agreement includes strengthened language around staffing levels, workload tools, and nurse-to-patient ratios — acknowledging that unsafe staffing is a patient safety issue as well as a worker protection issue.\n\n4. **Mental health supports:** Expanded Employee Assistance Programme (EAP) coverage with improved access to mental health professionals, reflecting the widespread burnout and psychological injury experienced by nurses during the COVID-19 pandemic.\n\n5. **Scheduling improvements:** New provisions addressing equitable distribution of weekends, premium pay for short-notice schedule changes, and enhanced protections against mandatory overtime.\n\n---\n\n## How to Use This Free Calculator\n\nThe **ONA Nurses Ontario Free Calculator** on this page helps you estimate:\n\n- **Wages & Tax (Tab 1):** Enter your hourly rate and hours worked to see gross pay, CPP, EI, and estimated federal income tax deductions — and your approximate net pay.\n- **Overtime & Premiums (Tab 2):** Calculate the value of shift premiums (evening, night, weekend) and overtime hours at 1.5× or 2×.\n- **Vacation Pay (Tab 3):** Estimate your vacation pay entitlement based on years of service and annual earnings, under both the collective agreement and Ontario ESA minimums.\n- **Notice & Severance (Tab 4):** Enter your years of service to see statutory notice and severance obligations under Ontario ESA.\n- **CPP & EI (Tab 5):** Calculate annual CPP, CPP2, and EI contributions — and what your employer pays on your behalf.\n- **Statutory Holidays (Tab 6):** See the value of each statutory holiday at your rate, and calculate premium pay if you work on a stat holiday.\n\nAll calculations use 2025 rates and are updated for the current collective agreement period. The calculator covers federal income tax only — Ontario provincial income tax is additional and not shown.\n\n---\n\n## Conclusion\n\nThe ONA Collective Agreement for Ontario Nurses 2024–2026 represents one of the most significant advances in nursing compensation in Ontario in decades — correcting years of wage suppression under Bill 124 and establishing a foundation for fair, sustainable pay for the province's nursing workforce. Understanding your rights under this agreement, from your step on the wage grid to your HOOPP pension entitlement, empowers you to advocate for yourself and your patients.\n\nUse the free calculator above to see what your collective agreement means in dollar terms. And if you have any questions about your specific situation, contact your ONA local bargaining unit representative or call the ONA Member Experience Centre.\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 Ontario Employment Standards office (1-800-531-5551), or a labour lawyer. HOOPP contribution data sourced from hoopp.com. Ontario ESA provisions per the Employment Standards Act, 2000, S.O. 2000, c.41.*\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fed8e564b7da3-1b5a47.webp","ONA collective agreement Ontario nurses 2024 2026","ed8e564b7da3",2248,[],{"lang":1173,"slug":2622,"tags":2632,"draft":1185,"title":2640,"excerpt":1047,"category":1053,"featured":1171,"countryCode":1174,"description":2641,"categorySlug":1053,"languageCode":1175,"relatedTools":2642,"readingTimeMin":1059},[2633,2634,2635,2636,2637,2638,1053,2639],"collective-agreement","nurses","ontario","ONA","OHA","healthcare","wages","ONA Collective Agreement for Ontario Nurses 2024–2026 — Complete Guide to Your Rights and Pay","A comprehensive guide to the Ontario Nurses' Association (ONA) Collective Agreement 2024–2026: wages, shift premiums, overtime, vacation, HOOPP pension, and your rights under the agreement.",[1056],763,"4aa911b3-577d-46d7-a0f9-d0f40a31e696","2026-06-30T21:11:04.635Z",3.32,"needs_improvement",1.21,0.013,"2026-07-20T00:28:48.022Z","2026-05-30T23:00:04.222Z","2026-05-30T23:00:04.224Z","2026-07-24T19:40:12.914Z",{"id":1176,"name":670,"slug":672,"parentId":1169},{"id":2656,"slug":2657,"title":2658,"excerpt":2659,"contentMd":2660,"heroImage":2661,"heroImageAlt":1169,"heroImageCredit":1169,"audioUrl":1169,"audioGeneratedAt":1169,"readingTimeMin":1059,"featured":1171,"status":1172,"lang":1173,"countryCode":1174,"languageCode":1175,"categoryId":1176,"metaTitle":2658,"metaDescription":1047,"keyword":2662,"seoApiPageId":2663,"seoApiTenantId":1181,"contentType":1169,"wordCount":2664,"internalImages":2665,"frontmatter":2666,"viewCount":2671,"internalLinksCount":1159,"expertId":2611,"folderId":1169,"folderPosition":1169,"gscVerdict":1190,"gscCoverage":1191,"gscLastCrawl":2672,"gscCheckedAt":2645,"gscIndexingState":1169,"gscRobotsTxtState":1169,"gscPageFetchState":1169,"gscGoogleCanonical":1169,"gscCrawledAs":1169,"cwvLcp":2673,"cwvLcpRating":1195,"cwvFcp":2674,"cwvFcpRating":2647,"cwvCls":1159,"cwvClsRating":1197,"cwvAuditedAt":2675,"publishedAt":2676,"createdAt":2677,"updatedAt":2678,"category":2679},"cmpsyeetg002jmiu7zqpq6miu","psac-collective-agreement-federal-public-service-canada","PSAC Collective Agreement — Free Calculator for Wages and Rights 2026 | Expert Zoom","The Public Service Alliance of Canada (PSAC) is the largest federal public service union in Canada, representing over 230,000 workers across 79 federal departments and agencies. For the approximately ","# PSAC Collective Agreement — Complete Guide to Your Rights and Pay 2026\n\nThe Public Service Alliance of Canada (PSAC) is the largest federal public service union in Canada, representing over 230,000 workers across 79 federal departments and agencies. For the approximately 155,000 members of the Programme and Administrative Services (PA) Group — the largest bargaining unit in the entire federal public service — the collective agreement with the Treasury Board of Canada Secretariat (TBS) governs every aspect of employment: wages, overtime, vacation, leave, and job security.\n\nThe most recent PA Group agreement, signed in June 2023 after a historic 17-day strike in April of that year, secured a compounded wage increase of 12.6% over four years plus a $2,500 pensionable lump sum. As of May 2026, bargaining for the next round is underway. This guide explains the key provisions of the agreement as they stand today, including the wage rates effective June 21, 2024, and the federal payroll deductions that apply in 2025.\n\nWhether you are a clerical worker at CR-4, an administrative services officer at AS-3, or a programme administrator at PM-5, this guide — combined with our free PSAC calculator below — will help you understand exactly what you are owed.\n\n---\n\n## Who Is Covered by the PSAC PA Group Agreement?\n\nThe PA Group is a federation of five occupational sub-groups, all bargained under one master collective agreement with TBS:\n\n- **CR — Clerical and Regulatory** (administrative support, data entry, client services)\n- **AS — Administrative Services** (programme officers, finance officers, policy analysts)\n- **PM — Programme Administration** (immigration officers, fishery officers, benefits officers)\n- **IS — Information Services** (communications advisors, media relations, web content)\n- **CM — Communications** (public affairs, media production)\n- **WP — Welfare Programmes** (social workers, income security officers)\n- **ST — Secretarial, Stenographic and Typing** (executive assistants, court reporters)\n\nIf your letter of offer or pay stub shows one of these group codes, this agreement applies to you. Employees covered by other PSAC bargaining units — such as SV (Operational Services), TC (Technical Services), or EB (Education and Library Science) — have separate but structurally similar agreements.\n\nAll PA Group employees are federally regulated under the *Federal Public Sector Labour Relations Act* (FPSLRA). This means the *Canada Labour Code* (CLC) sets the statutory floor for most employment standards, though the collective agreement often provides considerably better terms.\n\n---\n\n## Current Wage Rates and Pay Grid (Effective June 21, 2024)\n\nThe final wage schedule under the 2023–2025 agreement took effect on June 21, 2024 (the \"Z\" pay line), incorporating a 0.25% pay line adjustment on top of the 2% increase from June 2023. All rates are annual CAD amounts for a 37.5-hour workweek (7.5 hours per day, five days per week, 1,957.5 hours per year).\n\n**Clerical and Regulatory (CR) Group — June 21, 2024**\n\n| Level | Step 1 | Step 2 | Step 3 | Step 4 |\n|-------|--------|--------|--------|--------|\n| CR-1 | $41,947 | $42,820 | $43,708 | $44,593 |\n| CR-2 | $45,531 | $46,581 | $47,614 | $48,654 |\n| CR-3 | $51,642 | $52,996 | $54,350 | $55,707 |\n| CR-4 | $57,217 | $58,738 | $60,255 | $61,761 |\n| CR-5 | $62,533 | $64,250 | $65,986 | $67,699 |\n| CR-6 | $71,176 | $73,048 | $74,903 | $76,779 |\n| CR-7 | $78,952 | $81,137 | $83,324 | $85,533 |\n\n**Administrative Services (AS) \u002F Programme Administration (PM) — June 21, 2024**\n\n| Level | Step 1 | Step 2 | Step 3 |\n|-------|--------|--------|--------|\n| AS\u002FPM-1 | $61,786 | $64,135 | $66,572 |\n| AS\u002FPM-2 | $68,849 | $71,464 | $74,180 |\n| AS\u002FPM-3 | $73,798 | $76,599 | $79,511 |\n| AS\u002FPM-4 | $80,612 | $83,675 | $87,108 |\n| AS\u002FPM-5 | $96,235 | $99,892 | $104,044 |\n| AS\u002FPM-6 | $107,193 | $111,267 | $115,642 |\n| AS\u002FPM-7 | $112,834 | $117,128 | $121,573 |\n\nTo convert annual salary to hourly rate: divide by 1,957.5. For example, a CR-4 Step 2 ($58,738) earns approximately **$30.01\u002Fhour**.\n\nCompensation advisors at CR-5 and AS-1 to AS-3 are eligible for a **retention allowance of $3,500\u002Fyear** ($13.42 per calendar day). Fishery Officers (PM group) receive an additional **$6,500\u002Fyear** fishery officer allowance.\n\n---\n\n## Overtime Rules and Shift Premiums\n\nThe PA Group agreement provides overtime provisions that exceed the statutory minimums under the *Canada Labour Code*.\n\n### Overtime Rates (Article 28)\n\nOvertime is authorized in advance by the employer. The rates are:\n\n- **Scheduled workday**: 1.5× your hourly rate for the first 7.5 consecutive hours of overtime beyond the normal workday; 2× (double time) for each hour thereafter\n- **First day of rest**: 1.5× for the first 7.5 hours, then 2× for additional hours\n- **Second or subsequent consecutive day of rest**: 2× (double time) for all hours worked\n- **Call-back**: If called back to work outside your shift and the assignment is not contiguous with your shift, you are entitled to the greater of 3 hours at the applicable overtime rate, or actual hours worked. The maximum call-back compensation payable in any 8-hour period is 8 hours.\n\nFor clarity: if you normally work 7.5 hours a day and are asked to work 3 additional hours on a scheduled workday, you earn 3 × 1.5× for those first 3 hours. This is considerably more generous than the standard CLC threshold of 8 hours\u002Fday or 40 hours\u002Fweek.\n\n### Shift and Weekend Premiums (Article 27)\n\nFor employees on rotating or irregular shifts:\n\n- **Evening\u002FNight premium**: **$2.25 per hour** for all hours worked between 4:00 PM and 8:00 AM\n- **Weekend premium**: **$2.25 per hour** for hours worked on Saturday and\u002For Sunday as part of a shift schedule\n\nThese premiums are stackable — an employee working a night shift on a Saturday night earns an additional **$4.50\u002Fhour** above their base rate. Premiums also apply to overtime hours worked in those windows, though they are not included in the base rate for overtime calculation purposes.\n\n---\n\n## Vacation and Leave Entitlements\n\nThe PA Group vacation entitlement significantly exceeds the minimums under the *Canada Labour Code* (CLC: 2 weeks\u002F4% for the first 4 years, 3 weeks\u002F6% after 5 years). Federal public servants earn vacation credits monthly based on years of service:\n\n| Years of Continuous Employment | Vacation Credits (per month) | Approximate Days\u002FYear |\n|-------------------------------|------------------------------|----------------------|\n| 0 to 7 years | 9.375 hours | 15 days |\n| 8 to 15 years | 12.5 hours | 20 days |\n| Year 16 | 13.75 hours | 22 days |\n| Year 17 | 14.4 hours | ~23 days |\n| 18 to 26 years | 15.625 hours | 25 days |\n| Year 27 | 16.875 hours | 27 days |\n| 28 years or more | 18.75 hours | 30 days |\n\nThe vacation year runs from **April 1 to March 31**. A minimum of 75 hours of pay in a calendar month is required for full vacation credit accrual that month. Unused vacation must generally be taken before the end of the vacation year, though carry-over arrangements exist with employer approval.\n\nBeyond vacation, the agreement provides for sick leave (9.375 hours\u002Fmonth), family-related leave (up to 5 days per year), bereavement leave (up to 5 days), and personal leave (1 day per year). Maternity and parental leave top-ups bring government parental benefits to approximately 93% of regular weekly earnings for up to 35 weeks.\n\n---\n\n## Notice Period and Severance\n\n### Termination Notice (CLC s.230)\n\nFor employees subject to the *Canada Labour Code*, the statutory minimum notice is 2 weeks after 3 months of continuous employment. The PA Group agreement does not prescribe a separate notice scale beyond this statutory floor, but employees facing lay-off are entitled to:\n\n- Written notice of the lay-off (or pay in lieu)\n- Priority redeployment to other positions in the federal public service\n- Transition support measures under the Work Force Adjustment Directive (WFAD)\n\n### Severance Pay\n\nSeverance pay under the PA Group agreement historically rewarded long service, but entitlement to severance on resignation and retirement was negotiated away in earlier rounds. As of the current agreement, severance pay applies in the following situations:\n\n- **Lay-off (involuntary)**: 2 weeks' pay for the first year of continuous employment, plus 1 week's pay for each subsequent complete year, to a maximum of 28 weeks\n- **Death**: the same formula, payable to the employee's estate\n\nFor context, the CLC (s.235) provides 2 days of wages per year of service for terminated employees with 12+ months of service (minimum 5 days, maximum 40 days). The PA Group severance formula is more generous on lay-off.\n\nCommon law reasonable notice — which can provide significantly greater compensation, typically calculated at approximately 1 month per year of service for white-collar workers — is a separate legal right that exists alongside the collective agreement.\n\n---\n\n## CPP, EI, and Federal Benefits\n\nFederal public servants participate in a **defined benefit (DB) pension** under the *Public Service Superannuation Act* (PSSA), administered by the Public Services and Procurement Canada pension centre. Employee contribution rates to PSSA are roughly **8–10% of salary** depending on the accrual tier — a significant benefit compared to the CPP alone.\n\nIn addition to the PSSA, the standard federal payroll deductions apply:\n\n### Canada Pension Plan (CPP) — 2025\n\n- **CPP1 employee rate**: 5.95% on earnings between the basic exemption ($3,500) and the Year's Maximum Pensionable Earnings (**$71,300** for 2025)\n- **Maximum CPP1 employee contribution**: **$4,034.10\u002Fyear**\n- **CPP2 employee rate**: 4.0% on earnings between $71,300 and the Year's Additional Maximum Pensionable Earnings (**$81,200** for 2025)\n- **Maximum CPP2 employee contribution**: **$396.00\u002Fyear**\n\n### Employment Insurance (EI) — 2025\n\n- **Employee EI premium rate**: 1.64% of insurable earnings\n- **Maximum Insurable Earnings (MIE)**: **$65,700**\n- **Maximum annual employee EI premium**: **$1,077.48**\n\nFederal public servants continue to pay EI premiums and may collect regular EI benefits if laid off, even as employees of the Crown.\n\n### Federal Income Tax — 2025\n\nFederal income tax brackets for 2025 (blended rates apply due to the mid-year tax rate reduction):\n\n| Taxable Income | 2025 Rate |\n|----------------|-----------|\n| Up to $57,375 | 14.5% (blended) |\n| $57,376 – $114,750 | 20.5% |\n| $114,751 – $177,882 | 26.0% |\n| $177,883 – $253,414 | 29.0% |\n| Over $253,414 | 33.0% |\n\nThe 2025 Basic Personal Amount (BPA) is **$16,129** for individuals with income up to $177,882. Note that provincial income tax is additional and varies by province — federal public servants across Canada pay different effective total rates.\n\n---\n\n## Key Changes in the 2023 Agreement\n\nThe 2023 PA Group agreement, ratified after a landmark strike action in April 2023, introduced several significant improvements:\n\n1. **Wage increases**: A compounded 12.6% increase over four years (2021–2025), plus a $2,500 one-time pensionable lump sum payment\n2. **Remote work language**: New Article 46 formalising the hybrid work framework, requiring that remote work arrangements be based on operational requirements and that employees receive written reasons for any changes to approved telework agreements\n3. **Overtime tracking**: Improved obligations on the employer to offer overtime equitably among qualified employees\n4. **Emergency leave**: Enhanced provisions for leave with pay during declared emergencies\n5. **Anti-harassment**: Strengthened language obliging the employer to investigate harassment complaints within defined timeframes\n\nThe 2025 round of bargaining (for the next agreement, effective June 21, 2025 and onward) is currently underway as of May 2026. No tentative agreement has been announced. Employees should monitor PSAC's official website for updates.\n\n---\n\n## How to Use This Free Calculator\n\nOur free PSAC federal public service calculator below has six tabs designed to help you estimate your pay and entitlements:\n\n1. **Wages & Tax** — Enter your annual salary (or select your group and level) to see your estimated net pay after CPP, EI, and federal income tax deductions. Note: provincial tax is not included; contact your provincial revenue agency for combined estimates.\n\n2. **Overtime & Premiums** — Calculate the value of overtime hours worked on any day type, plus shift and weekend premiums. Uses the PA Group Article 28 rates (1.5× \u002F 2×) automatically.\n\n3. **Vacation Pay** — Enter your years of service to see your annual vacation entitlement in days and hours, and the dollar value based on your salary.\n\n4. **Notice & Severance** — Estimate statutory severance on lay-off using the PA Group formula, and compare with the statutory CLC minimum.\n\n5. **CPP & EI** — See your annual CPP (including CPP2) and EI contributions, plus what your employer pays on your behalf.\n\n6. **Statutory Holidays** — Calculate the value of your 11 federal statutory holidays plus your provincial holiday, and estimate premium pay if you are required to work on a stat day.\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 (1-800-641-4049), your provincial Employment Standards office, or a labour lawyer.\n\n---\n\n## Conclusion\n\nThe PSAC PA Group collective agreement offers federal public service employees some of the strongest employment protections in Canada — from a generous vacation schedule that starts at 15 days and grows to 30 days, to overtime rates that exceed what the *Canada Labour Code* mandates, to a defined-benefit pension that provides long-term income security in retirement. Understanding these provisions helps you advocate for yourself, plan your finances, and know when to involve your union steward.\n\nUse the free calculator on this page to estimate your net pay, overtime entitlements, and severance — and bookmark this guide as the 2025 round of bargaining concludes and new rates take effect.\n\n> **Calculations are indicative only — not legal advice. Contact the Canada Labour Program (1-800-641-4049) or a labour lawyer for specific guidance on your situation.**\n","https:\u002F\u002Fpub-bdebbd2dad294475a2da0eb657815b6b.r2.dev\u002Fhero\u002Fc55c610e5a0e-1b56df.webp","PSAC collective agreement federal public service Canada","c55c610e5a0e",2292,[],{"lang":1173,"slug":2657,"draft":1185,"title":2667,"excerpt":1047,"keyword":2662,"category":1053,"featured":1171,"lang_code":1175,"word_count":2668,"countryCode":1174,"description":2669,"categorySlug":1053,"country_code":1174,"languageCode":1175,"relatedTools":2670,"readingTimeMin":1059},"PSAC Collective Agreement Federal Public Service — Complete Guide to Your Rights and Pay 2026",2100,"Understand your rights under the PSAC PA Group collective agreement: current wage rates, overtime rules, vacation entitlements, severance, and a free calculator for federal public service employees in Canada.",[1085],549,"2026-06-20T17:07:17.000Z",4.51,2.23,"2026-07-20T00:29:08.131Z","2026-05-30T23:00:00.770Z","2026-05-30T23:00:00.772Z","2026-07-24T20:29:28.904Z",{"id":1176,"name":670,"slug":672,"parentId":1169},{"cba-ca-cba-unifor-auto-2024-2026":2681},{"slug":1049,"title":1050,"page_title":2682,"description":1051,"content_md":2683,"local_slug":1049,"json_ld":1169,"faq":1169,"tool_html":2684,"source":1045,"category":1053,"audience":1043,"publish_mode":2685,"hero_image":1054,"hero_image_alt":1050},"Unifor Auto CBA 2024–2026 — Free Calculator | Expert Zoom","Use this free calculator to estimate your pay cheque, overtime earnings, vacation entitlement, termination pay, CPP and EI contributions under the Unifor Auto Sector Collective Agreement 2024–2026. Covers all workers at General Motors Canada, Ford Canada, Stellantis Canada, and CAMI Assembly (~19,400 workers). Based on Ontario ESA minimums, 2025–2026 federal CPP\u002FEI rates, and confirmed CBA provisions.","\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>Unifor Auto Collective Agreement — Free Calculator for Wages and Rights 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;margin:0;padding:0}\n:root{\n  --brand:#1a56db;--brand-dark:#1e429f;--brand-light:#ebf5ff;\n  --accent:#0e9f6e;--accent-light:#f0fdf4;\n  --warn:#d03801;--warn-light:#fff7ed;\n  --bg:#f8fafc;--surface:#fff;--border:#e2e8f0;\n  --text:#1e293b;--muted:#64748b;--subtle:#94a3b8;\n  --radius:10px;--shadow:0 1px 3px rgba(0,0,0,.08),0 1px 2px rgba(0,0,0,.05);\n  --shadow-md:0 4px 6px rgba(0,0,0,.07),0 2px 4px 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var(--border);border-radius:var(--radius);padding:20px;margin-bottom:16px;box-shadow:var(--shadow)}\n.card-title{font-size:.9375rem;font-weight:700;color:var(--text);margin-bottom:14px;display:flex;align-items:center;gap:8px}\n.card-title svg{width:16px;height:16px;color:var(--brand)}\n\n.form-grid{display:grid;gap:14px}\n.form-row{display:grid;grid-template-columns:1fr 1fr;gap:12px}\n@media(max-width:480px){.form-row{grid-template-columns:1fr}}\n.field{display:flex;flex-direction:column;gap:4px}\n.field label{font-size:.8125rem;font-weight:600;color:var(--muted)}\n.field input,.field select{border:1.5px solid var(--border);border-radius:6px;padding:8px 10px;font-size:.9375rem;color:var(--text);background:#fff;width:100%;outline:none;transition:border-color .15s}\n.field input:focus,.field select:focus{border-color:var(--brand)}\n.field .hint{font-size:.75rem;color:var(--subtle)}\n\n.result-grid{display:grid;gap:8px;margin-top:14px}\n.result-row{display:flex;justify-content:space-between;align-items:center;padding:8px 12px;background:var(--bg);border-radius:6px}\n.result-row.total{background:var(--brand-light);font-weight:700;font-size:1rem;color:var(--brand-dark)}\n.result-row.net{background:var(--accent-light);font-weight:700;font-size:1.0625rem;color:#065f46}\n.result-row.deduction{background:#fef2f2}\n.result-label{font-size:.875rem;color:var(--muted)}\n.result-label.bold{font-weight:600;color:var(--text)}\n.result-value{font-weight:700;font-size:.9375rem;color:var(--text)}\n.result-row.deduction .result-value{color:var(--warn)}\n.result-row.total .result-value,.result-row.net .result-value{font-size:1rem}\n\n.info-box{background:var(--brand-light);border:1px solid #bfdbfe;border-radius:8px;padding:12px 14px;font-size:.8125rem;color:#1e40af;margin-top:12px;display:flex;gap:8px}\n.info-box svg{width:14px;height:14px;flex-shrink:0;margin-top:2px;color:#2563eb}\n.warn-box{background:var(--warn-light);border:1px solid #fed7aa;border-radius:8px;padding:12px 14px;font-size:.8125rem;color:#9a3412;margin-top:12px;display:flex;gap:8px}\n.warn-box svg{width:14px;height:14px;flex-shrink:0;margin-top:2px;color:var(--warn)}\n\n.holiday-list{display:grid;gap:6px;margin-top:12px}\n.holiday-item{display:flex;justify-content:space-between;align-items:center;padding:8px 12px;border-radius:6px;background:var(--bg)}\n.holiday-item.new-holiday{background:#f0fdf4;border:1px solid #a7f3d0}\n.holiday-name{font-size:.875rem;font-weight:600;color:var(--text)}\n.holiday-date{font-size:.75rem;color:var(--muted)}\n.holiday-value{font-weight:700;font-size:.875rem;color:var(--brand)}\n\n.calc-btn{background:var(--brand);color:#fff;border:none;border-radius:7px;padding:10px 20px;font-size:.9375rem;font-weight:600;cursor:pointer;width:100%;margin-top:14px;transition:background .15s;display:flex;align-items:center;justify-content:center;gap:6px}\n.calc-btn:hover{background:var(--brand-dark)}\n.calc-btn svg{width:15px;height:15px}\n\n.disclaimer{background:#f8fafc;border:1px solid var(--border);border-radius:8px;padding:12px 14px;font-size:.75rem;color:var(--muted);margin-top:20px;line-height:1.5}\n.disclaimer strong{color:var(--text)}\n\n.divider{border:none;border-top:1px solid var(--border);margin:14px 0}\n\n.rate-table{width:100%;border-collapse:collapse;font-size:.8125rem;margin-top:8px}\n.rate-table th{background:var(--bg);padding:7px 10px;text-align:left;font-weight:600;color:var(--muted);border-bottom:1px solid var(--border)}\n.rate-table td{padding:7px 10px;border-bottom:1px solid #f1f5f9;color:var(--text)}\n.rate-table tr:last-child td{border-bottom:none}\n.rate-table tr:hover td{background:var(--bg)}\n\u003C\u002Fstyle>\n\u003C\u002Fhead>\n\u003Cbody>\n\u003Cdiv class=\"tool-wrapper\">\n\n\u003Cdiv class=\"tool-header\">\n  \u003Ch1>Unifor Auto Sector Collective Agreement — Free Calculator for Wages and Rights 2026\u003C\u002Fh1>\n  \u003Cdiv class=\"subtitle\">General Motors Canada · Ford Canada · Stellantis Canada · CAMI | ~19,400 workers\u003C\u002Fdiv>\n  \u003Cdiv class=\"badge-row\">\n    \u003Cspan class=\"badge\">2024–2026 Agreement\u003C\u002Fspan>\n    \u003Cspan class=\"badge\">Ontario ESA\u003C\u002Fspan>\n    \u003Cspan class=\"badge\">Federal CPP \u002F EI\u003C\u002Fspan>\n    \u003Cspan class=\"badge\">CAD Currency\u003C\u002Fspan>\n    \u003Cspan class=\"badge\">Updated May 2026\u003C\u002Fspan>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cnav class=\"tabs-nav\" role=\"tablist\" aria-label=\"Calculator tabs\">\n  \u003Cbutton type=\"button\" class=\"tab-btn active\" data-tab=\"wages\" role=\"tab\" aria-selected=\"true\">\n    \u003Ci data-lucide=\"dollar-sign\">\u003C\u002Fi>Wages & Tax\n  \u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"overtime\" role=\"tab\" aria-selected=\"false\">\n    \u003Ci data-lucide=\"clock\">\u003C\u002Fi>Overtime & Premiums\n  \u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"vacation\" role=\"tab\" aria-selected=\"false\">\n    \u003Ci data-lucide=\"calendar\">\u003C\u002Fi>Vacation Pay\n  \u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"termination\" role=\"tab\" aria-selected=\"false\">\n    \u003Ci data-lucide=\"file-text\">\u003C\u002Fi>Notice & Severance\n  \u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"benefits\" role=\"tab\" aria-selected=\"false\">\n    \u003Ci data-lucide=\"shield\">\u003C\u002Fi>CPP & EI\n  \u003C\u002Fbutton>\n  \u003Cbutton type=\"button\" class=\"tab-btn\" data-tab=\"holidays\" role=\"tab\" aria-selected=\"false\">\n    \u003Ci data-lucide=\"star\">\u003C\u002Fi>Statutory Holidays\n  \u003C\u002Fbutton>\n\u003C\u002Fnav>\n\n\u003C!-- TAB 1: WAGES & TAX -->\n\u003Cdiv id=\"tab-wages\" class=\"tab-panel active\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"dollar-sign\">\u003C\u002Fi>Gross to Net Pay Estimator\u003C\u002Fdiv>\n    \u003Cdiv class=\"form-grid\">\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"w-rate\">Hourly Rate (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"w-rate\" value=\"44.52\" min=\"0\" step=\"0.01\">\n          \u003Cspan class=\"hint\">Top-rate production assembler: $44.52\u002Fhr (Year 2); skilled trades: $55.97\u002Fhr\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"w-hours\">Hours per Week\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"w-hours\" value=\"40\" min=\"1\" max=\"80\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"w-freq\">Pay Period Display\u003C\u002Flabel>\n          \u003Cselect id=\"w-freq\">\n            \u003Coption value=\"weekly\">Weekly\u003C\u002Foption>\n            \u003Coption value=\"biweekly\" selected>Bi-weekly\u003C\u002Foption>\n            \u003Coption value=\"monthly\">Monthly\u003C\u002Foption>\n            \u003Coption value=\"annual\">Annual\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"w-weeks\">Working Weeks \u002F Year\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"w-weeks\" value=\"52\" min=\"1\" max=\"52\" step=\"1\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcWages()\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Calculate Pay\u003C\u002Fbutton>\n    \u003Cdiv id=\"wages-result\" class=\"result-grid\" style=\"display:none;margin-top:14px\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:12px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>Federal income tax only. Ontario provincial tax (approximately 5.05%–13.16% depending on income) is additional. Use CRA MyAccount for a full net pay calculation including provincial tax.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"table\">\u003C\u002Fi>2025–2026 Wage Grid Reference\u003C\u002Fdiv>\n    \u003Ctable class=\"rate-table\">\n      \u003Cthead>\u003Ctr>\u003Cth>Classification\u003C\u002Fth>\u003Cth>Year 2 Rate (Sept 2024)\u003C\u002Fth>\u003Cth>Est. w\u002F COLA (Sept 2026)\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>Production — Top Rate\u003C\u002Ftd>\u003Ctd>$44.52 \u002F hr\u003C\u002Ftd>\u003Ctd>~$46.13 \u002F hr\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Skilled Trades — Journeyperson\u003C\u002Ftd>\u003Ctd>$55.97 \u002F hr\u003C\u002Ftd>\u003Ctd>~$57.58 \u002F hr\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>TPT Start Rate\u003C\u002Ftd>\u003Ctd>$29.67 \u002F hr\u003C\u002Ftd>\u003Ctd>~$31.16 \u002F hr\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>TPT after 12 months\u003C\u002Ftd>\u003Ctd>$30.26 \u002F hr\u003C\u002Ftd>\u003Ctd>—\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Entry Level (Year 1)\u003C\u002Ftd>\u003Ctd>~$25.75 \u002F hr\u003C\u002Ftd>\u003Ctd>—\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Afternoon Shift Premium\u003C\u002Ftd>\u003Ctd colspan=\"2\">+$0.86 \u002F hr\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Night (Midnight) Shift Premium\u003C\u002Ftd>\u003Ctd colspan=\"2\">+$1.12 \u002F hr\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>COLA (effective Dec 2024)\u003C\u002Ftd>\u003Ctd colspan=\"2\">~$1.61 \u002F hr by Sept 2026\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:10px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>Wage increases: +10% at ratification (2023), +2% Sept 2024, +3% Sept 2025. Progression from entry to top rate reduced from 8 years to 4 years.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 2: OVERTIME & PREMIUMS -->\n\u003Cdiv id=\"tab-overtime\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"clock\">\u003C\u002Fi>Weekly Earnings with Overtime & Shift Premiums\u003C\u002Fdiv>\n    \u003Cdiv class=\"form-grid\">\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ot-rate\">Base Hourly Rate (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-rate\" value=\"44.52\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ot-reg\">Regular Hours this Week\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-reg\" value=\"44\" min=\"0\" max=\"168\" step=\"0.5\">\n          \u003Cspan class=\"hint\">Ontario ESA: OT threshold is 44 h\u002Fweek\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ot-shift\">Shift Type\u003C\u002Flabel>\n          \u003Cselect id=\"ot-shift\">\n            \u003Coption value=\"0\">Day shift (no premium)\u003C\u002Foption>\n            \u003Coption value=\"0.86\">Afternoon shift (+$0.86\u002Fhr)\u003C\u002Foption>\n            \u003Coption value=\"1.12\">Night\u002FMidnight shift (+$1.12\u002Fhr)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"ot-extra\">Additional Custom Premium ($\u002Fhr)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"ot-extra\" value=\"0\" min=\"0\" step=\"0.01\">\n          \u003Cspan class=\"hint\">Weekend, lead hand, etc.\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcOT()\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Calculate Weekly Earnings\u003C\u002Fbutton>\n    \u003Cdiv id=\"ot-result\" class=\"result-grid\" style=\"display:none;margin-top:14px\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:12px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>\u003Cstrong>Ontario ESA:\u003C\u002Fstrong> Overtime at 1.5× after \u003Cstrong>44 hours per week\u003C\u002Fstrong>. Auto sector workers may have more favourable CBA overtime provisions — check your local agreement. Shift premiums are included in the base rate when calculating OT pay.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>Overtime & Premium Rules — Unifor Auto \u002F Ontario ESA\u003C\u002Fdiv>\n    \u003Ctable class=\"rate-table\">\n      \u003Cthead>\u003Ctr>\u003Cth>Rule\u003C\u002Fth>\u003Cth>Threshold\u003C\u002Fth>\u003Cth>Multiplier\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>Ontario ESA weekly OT\u003C\u002Ftd>\u003Ctd>After 44 hours\u002Fweek\u003C\u002Ftd>\u003Ctd>1.5×\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Stat holiday (worked)\u003C\u002Ftd>\u003Ctd>All hours on stat day\u003C\u002Ftd>\u003Ctd>1.5× + regular day pay\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Afternoon shift premium\u003C\u002Ftd>\u003Ctd>All premium shift hours\u003C\u002Ftd>\u003Ctd>+$0.86\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Night shift premium\u003C\u002Ftd>\u003Ctd>All premium shift hours\u003C\u002Ftd>\u003Ctd>+$1.12\u002Fhr\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 3: VACATION PAY -->\n\u003Cdiv id=\"tab-vacation\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calendar\">\u003C\u002Fi>Vacation Entitlement Calculator\u003C\u002Fdiv>\n    \u003Cdiv class=\"form-grid\">\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"vac-earnings\">Annual Gross Earnings (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"vac-earnings\" value=\"92602\" min=\"0\" step=\"100\">\n          \u003Cspan class=\"hint\">Based on top-rate production worker at 40 h\u002Fweek × 52 weeks\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"vac-years\">Years of Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"vac-years\" value=\"5\" min=\"0\" step=\"1\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"vac-freq\">Vacation Pay Method\u003C\u002Flabel>\n          \u003Cselect id=\"vac-freq\">\n            \u003Coption value=\"accrued\">Lump sum at vacation time\u003C\u002Foption>\n            \u003Coption value=\"each\">Paid out each paycheque\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"vac-pay-periods\">Pay Periods per Year\u003C\u002Flabel>\n          \u003Cselect id=\"vac-pay-periods\">\n            \u003Coption value=\"52\">Weekly (52)\u003C\u002Foption>\n            \u003Coption value=\"26\" selected>Bi-weekly (26)\u003C\u002Foption>\n            \u003Coption value=\"24\">Semi-monthly (24)\u003C\u002Foption>\n            \u003Coption value=\"12\">Monthly (12)\u003C\u002Foption>\n          \u003C\u002Fselect>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcVacation()\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Calculate Vacation\u003C\u002Fbutton>\n    \u003Cdiv id=\"vac-result\" class=\"result-grid\" style=\"display:none;margin-top:14px\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:12px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>Ontario ESA minimum rates: under 5 years = 4% (2 weeks), 5+ years = 6% (3 weeks). Your Unifor CBA may provide additional vacation weeks for senior workers — consult your local agreement.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"table\">\u003C\u002Fi>Ontario ESA Vacation Entitlements\u003C\u002Fdiv>\n    \u003Ctable class=\"rate-table\">\n      \u003Cthead>\u003Ctr>\u003Cth>Service\u003C\u002Fth>\u003Cth>Minimum Weeks\u003C\u002Fth>\u003Cth>Pay Rate\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>Under 5 years\u003C\u002Ftd>\u003Ctd>2 weeks\u003C\u002Ftd>\u003Ctd>4% of gross earnings\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>5 or more years\u003C\u002Ftd>\u003Ctd>3 weeks\u003C\u002Ftd>\u003Ctd>6% of gross earnings\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:10px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>Unifor collective agreements typically exceed these minimums for senior workers. The SUB (Supplemental Unemployment Benefit) plan was improved to 70% income replacement (up from 65%), with eligibility reduced to 1 year of service.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 4: NOTICE & SEVERANCE -->\n\u003Cdiv id=\"tab-termination\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"file-text\">\u003C\u002Fi>Termination Notice & Severance Calculator\u003C\u002Fdiv>\n    \u003Cdiv class=\"form-grid\">\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"term-years\">Completed Years of Service\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"term-years\" value=\"10\" min=\"0\" step=\"1\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"term-weekly\">Regular Weekly Earnings (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"term-weekly\" value=\"1780.80\" min=\"0\" step=\"1\">\n          \u003Cspan class=\"hint\">At $44.52\u002Fhr × 40h = $1,780.80\u002Fweek\u003C\u002Fspan>\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"term-payroll\">Does employer's Ontario payroll exceed $2.5 million?\u003C\u002Flabel>\n        \u003Cselect id=\"term-payroll\">\n          \u003Coption value=\"yes\" selected>Yes (GM \u002F Ford \u002F Stellantis — all qualify)\u003C\u002Foption>\n          \u003Coption value=\"no\">No (payroll under $2.5M)\u003C\u002Foption>\n        \u003C\u002Fselect>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcTermination()\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Calculate Entitlements\u003C\u002Fbutton>\n    \u003Cdiv id=\"term-result\" class=\"result-grid\" style=\"display:none;margin-top:14px\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"warn-box\" style=\"margin-top:12px\">\u003Ci data-lucide=\"alert-triangle\">\u003C\u002Fi>\u003Cspan>These figures represent Ontario ESA \u003Cstrong>statutory minimums only\u003C\u002Fstrong>. Common law wrongful dismissal damages may be substantially higher (often 1 month per year of service). Consult a labour lawyer before signing any release.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"table\">\u003C\u002Fi>Ontario ESA Termination Reference\u003C\u002Fdiv>\n    \u003Ctable class=\"rate-table\">\n      \u003Cthead>\u003Ctr>\u003Cth>Entitlement\u003C\u002Fth>\u003Cth>Formula\u003C\u002Fth>\u003Cth>Maximum\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>Statutory Notice (s.57)\u003C\u002Ftd>\u003Ctd>1 week per year of service\u003C\u002Ftd>\u003Ctd>8 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Severance Pay (s.64)\u003C\u002Ftd>\u003Ctd>1 week per year (+ partial years)\u003C\u002Ftd>\u003Ctd>26 weeks\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Severance eligibility\u003C\u002Ftd>\u003Ctd colspan=\"2\">5+ years of service AND employer payroll ≥ $2.5M in Ontario\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>Group termination (50+)\u003C\u002Ftd>\u003Ctd colspan=\"2\">Additional notice period (s.58); see ESA for schedule\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:10px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>Unifor master agreements provide significant additional job security provisions, including product allocation commitments and EV transition income security protections that go beyond ESA minimums.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 5: CPP & EI -->\n\u003Cdiv id=\"tab-benefits\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"shield\">\u003C\u002Fi>CPP & EI Annual Contributions\u003C\u002Fdiv>\n    \u003Cdiv class=\"form-grid\">\n      \u003Cdiv class=\"field\">\n        \u003Clabel for=\"ben-annual\">Annual Gross Earnings (CAD)\u003C\u002Flabel>\n        \u003Cinput type=\"number\" id=\"ben-annual\" value=\"92602\" min=\"0\" step=\"100\">\n        \u003Cspan class=\"hint\">Enter your total annual insurable and pensionable earnings\u003C\u002Fspan>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcBenefits()\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Calculate CPP & EI\u003C\u002Fbutton>\n    \u003Cdiv id=\"ben-result\" class=\"result-grid\" style=\"display:none;margin-top:14px\">\u003C\u002Fdiv>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:12px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>2025 rates. Verify 2026 rates at \u003Cstrong>canada.ca\u002Fen\u002Frevenue-agency\u003C\u002Fstrong>. CPP2 applies to earnings between YMPE ($71,300) and YAMPE ($81,900) at 4%. Employer contributes matching CPP1 + CPP2, plus 1.4× employee EI premium.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"table\">\u003C\u002Fi>2025 CPP & EI Rate Reference\u003C\u002Fdiv>\n    \u003Ctable class=\"rate-table\">\n      \u003Cthead>\u003Ctr>\u003Cth>Contribution\u003C\u002Fth>\u003Cth>Rate\u003C\u002Fth>\u003Cth>Earnings Range\u003C\u002Fth>\u003Cth>Annual Maximum\u003C\u002Fth>\u003C\u002Ftr>\u003C\u002Fthead>\n      \u003Ctbody>\n        \u003Ctr>\u003Ctd>CPP (employee)\u003C\u002Ftd>\u003Ctd>5.95%\u003C\u002Ftd>\u003Ctd>$3,500 – $71,300 (YMPE)\u003C\u002Ftd>\u003Ctd>~$4,034\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>CPP2 (employee)\u003C\u002Ftd>\u003Ctd>4.00%\u003C\u002Ftd>\u003Ctd>$71,300 – $81,900 (YAMPE)\u003C\u002Ftd>\u003Ctd>~$426\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>CPP (employer)\u003C\u002Ftd>\u003Ctd>5.95%\u003C\u002Ftd>\u003Ctd>Same as employee CPP\u003C\u002Ftd>\u003Ctd>~$4,034\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>CPP2 (employer)\u003C\u002Ftd>\u003Ctd>4.00%\u003C\u002Ftd>\u003Ctd>Same as CPP2\u003C\u002Ftd>\u003Ctd>~$426\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>EI (employee)\u003C\u002Ftd>\u003Ctd>1.64%\u003C\u002Ftd>\u003Ctd>Up to $65,700 (MIE)\u003C\u002Ftd>\u003Ctd>~$1,078\u003C\u002Ftd>\u003C\u002Ftr>\n        \u003Ctr>\u003Ctd>EI (employer)\u003C\u002Ftd>\u003Ctd>2.296% (1.4×)\u003C\u002Ftd>\u003Ctd>Same as employee EI\u003C\u002Ftd>\u003Ctd>~$1,510\u003C\u002Ftd>\u003C\u002Ftr>\n      \u003C\u002Ftbody>\n    \u003C\u002Ftable>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:10px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>\u003Cstrong>Pension highlight:\u003C\u002Fstrong> Workers hired on or after Sept 20, 2016 transitioned from DC plan to \u003Cstrong>DBplus Defined Benefit pension effective January 1, 2025\u003C\u002Fstrong>. All new hires now enter the DBplus plan.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003C!-- TAB 6: STATUTORY HOLIDAYS -->\n\u003Cdiv id=\"tab-holidays\" class=\"tab-panel\" role=\"tabpanel\">\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"star\">\u003C\u002Fi>Statutory Holiday Value Calculator\u003C\u002Fdiv>\n    \u003Cdiv class=\"form-grid\">\n      \u003Cdiv class=\"form-row\">\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"hol-rate\">Hourly Rate (CAD)\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"hol-rate\" value=\"44.52\" min=\"0\" step=\"0.01\">\n        \u003C\u002Fdiv>\n        \u003Cdiv class=\"field\">\n          \u003Clabel for=\"hol-hours\">Hours per Day\u003C\u002Flabel>\n          \u003Cinput type=\"number\" id=\"hol-hours\" value=\"8\" min=\"1\" max=\"24\" step=\"0.5\">\n        \u003C\u002Fdiv>\n      \u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cbutton type=\"button\" class=\"calc-btn\" onclick=\"calcHolidays()\">\u003Ci data-lucide=\"calculator\">\u003C\u002Fi>Calculate Holiday Values\u003C\u002Fbutton>\n    \u003Cdiv id=\"hol-summary\" style=\"display:none;margin-top:14px\">\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\n  \u003Cdiv class=\"card\">\n    \u003Cdiv class=\"card-title\">\u003Ci data-lucide=\"calendar\">\u003C\u002Fi>Statutory Holidays — Ontario + Unifor CBA\u003C\u002Fdiv>\n    \u003Cdiv class=\"holiday-list\" id=\"holiday-list\">\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">New Year's Day\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">January 1\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h0\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item new-holiday\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Family Day \u003Cspan style=\"font-size:.7rem;background:#d1fae5;color:#065f46;border-radius:3px;padding:1px 5px;margin-left:4px\">CBA\u003C\u002Fspan>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">Third Monday in February\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h1\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Good Friday\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">Variable (March\u002FApril)\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h2\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Victoria Day\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">Monday before May 25\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h3\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Canada Day\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">July 1\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h4\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Civic Holiday (Simcoe Day)\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">First Monday in August\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h5\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Labour Day\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">First Monday in September\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h6\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item new-holiday\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">National Day for Truth and Reconciliation \u003Cspan style=\"font-size:.7rem;background:#d1fae5;color:#065f46;border-radius:3px;padding:1px 5px;margin-left:4px\">CBA\u003C\u002Fspan>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">September 30\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h7\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Thanksgiving Day\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">Second Monday in October\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h8\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Christmas Day\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">December 25\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h9\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n      \u003Cdiv class=\"holiday-item\">\u003Cdiv>\u003Cdiv class=\"holiday-name\">Boxing Day\u003C\u002Fdiv>\u003Cdiv class=\"holiday-date\">December 26\u003C\u002Fdiv>\u003C\u002Fdiv>\u003Cdiv class=\"holiday-value\" id=\"h10\">—\u003C\u002Fdiv>\u003C\u002Fdiv>\n    \u003C\u002Fdiv>\n    \u003Cdiv class=\"info-box\" style=\"margin-top:12px\">\u003Ci data-lucide=\"info\">\u003C\u002Fi>\u003Cspan>Green-highlighted holidays were added to the Unifor auto CBA in this round of bargaining. If required to work on a statutory holiday, you receive your regular daily pay \u003Cstrong>plus\u003C\u002Fstrong> 1.5× your regular rate for hours worked — effectively \u003Cstrong>2.5× your normal hourly rate\u003C\u002Fstrong>.\u003C\u002Fspan>\u003C\u002Fdiv>\n  \u003C\u002Fdiv>\n\u003C\u002Fdiv>\n\n\u003Cdiv class=\"disclaimer\">\n  \u003Cstrong>Legal Disclaimer:\u003C\u002Fstrong> Calculations are indicative only and do not constitute legal advice. Employment standards vary by province and whether you are federally regulated. The automotive manufacturing sector in Canada falls under provincial (Ontario) jurisdiction, not the Canada Labour Code. For specific advice, contact the \u003Cstrong>Canada Labour Program (1-800-641-4049)\u003C\u002Fstrong>, the \u003Cstrong>Ontario Ministry of Labour (1-800-531-5551)\u003C\u002Fstrong>, your \u003Cstrong>Unifor local representative\u003C\u002Fstrong>, or a qualified labour lawyer.\n\u003C\u002Fdiv>\n\n\u003C\u002Fdiv>\u003C!-- .tool-wrapper -->\n\n\u003Cscript>\n(function() {\n  'use strict';\n\n  \u002F\u002F ResizeObserver on document.documentElement (mandatory)\n  if (typeof ResizeObserver !== 'undefined') {\n    var _ro = new ResizeObserver(function() {});\n    _ro.observe(document.documentElement);\n  }\n\n  \u002F\u002F Lucide icons init\n  if (typeof lucide !== 'undefined') {\n    lucide.createIcons();\n  }\n\n  \u002F\u002F Tab switching\n  document.querySelectorAll('.tab-btn').forEach(function(btn) {\n    btn.addEventListener('click', function() {\n      var tab = this.getAttribute('data-tab');\n      document.querySelectorAll('.tab-btn').forEach(function(b) {\n        b.classList.remove('active');\n        b.setAttribute('aria-selected', 'false');\n      });\n      document.querySelectorAll('.tab-panel').forEach(function(p) {\n        p.classList.remove('active');\n      });\n      this.classList.add('active');\n      this.setAttribute('aria-selected', 'true');\n      var panel = document.getElementById('tab-' + tab);\n      if (panel) panel.classList.add('active');\n    });\n  });\n\n  \u002F\u002F Currency formatter\n  var cad = new Intl.NumberFormat('en-CA', { style: 'currency', currency: 'CAD' });\n  var pct = new Intl.NumberFormat('en-CA', { style: 'percent', minimumFractionDigits: 2, maximumFractionDigits: 2 });\n\n  function v(id) {\n    return parseFloat(document.getElementById(id).value) || 0;\n  }\n  function sel(id) {\n    var el = document.getElementById(id);\n    return el ? el.value : '';\n  }\n\n  function row(label, value, cls) {\n    return '\u003Cdiv class=\"result-row' + (cls ? ' ' + cls : '') + '\">' +\n      '\u003Cspan class=\"result-label' + (cls ? ' bold' : '') + '\">' + label + '\u003C\u002Fspan>' +\n      '\u003Cspan class=\"result-value\">' + value + '\u003C\u002Fspan>\u003C\u002Fdiv>';\n  }\n\n  \u002F\u002F 2025 federal tax brackets\n  function federalTax(taxableIncome) {\n    var bpa = 16129;\n    var net = Math.max(0, taxableIncome - bpa);\n    var brackets = [\n      [57375, 0.15],\n      [57375, 0.205],\n      [43769, 0.26],\n      [61481, 0.29],\n      [Infinity, 0.33]\n    ];\n    var tax = 0, remaining = net;\n    for (var i = 0; i \u003C brackets.length; i++) {\n      var size = brackets[i][0];\n      var rate = brackets[i][1];\n      var taxable = Math.min(remaining, size);\n      tax += taxable * rate;\n      remaining -= taxable;\n      if (remaining \u003C= 0) break;\n    }\n    return Math.max(0, tax);\n  }\n\n  function calcCPP(annual) {\n    var ympe = 71300, exemption = 3500, yampe = 81900;\n    var cpp1 = Math.min(Math.max(0, annual - exemption), ympe - exemption) * 0.0595;\n    var cpp2 = Math.min(Math.max(0, annual - ympe), yampe - ympe) * 0.04;\n    return { cpp1: cpp1, cpp2: cpp2 };\n  }\n\n  function calcEI(annual) {\n    var mie = 65700, rate = 0.0164;\n    return Math.min(annual, mie) * rate;\n  }\n\n  \u002F\u002F TAB 1 — WAGES\n  window.calcWages = function() {\n    var rate = v('w-rate'), hours = v('w-hours'), weeks = v('w-weeks');\n    var freq = sel('w-freq');\n    var annual = rate * hours * weeks;\n\n    var cpp = calcCPP(annual);\n    var ei = calcEI(annual);\n    var totalDeductions = cpp.cpp1 + cpp.cpp2 + ei;\n    var tax = federalTax(annual - totalDeductions);\n    var net = annual - totalDeductions - tax;\n\n    var divisor = freq === 'weekly' ? 52 : freq === 'biweekly' ? 26 : freq === 'monthly' ? 12 : 1;\n    var label = freq === 'weekly' ? '\u002Fweek' : freq === 'biweekly' ? '\u002Fbiweekly' : freq === 'monthly' ? '\u002Fmonth' : '\u002Fyear';\n\n    var html = row('Gross Annual Earnings', cad.format(annual));\n    html += '\u003Chr class=\"divider\">';\n    html += row('CPP1 Deduction (5.95%)', '−' + cad.format(cpp.cpp1), 'deduction');\n    if (cpp.cpp2 > 0) html += row('CPP2 Deduction (4.00%)', '−' + cad.format(cpp.cpp2), 'deduction');\n    html += row('EI Premium (1.64%)', '−' + cad.format(ei), 'deduction');\n    html += row('Federal Income Tax (est.)', '−' + cad.format(tax), 'deduction');\n    html += '\u003Chr class=\"divider\">';\n    html += row('Estimated Annual Net (federal only)', cad.format(net), 'net');\n    if (divisor > 1) {\n      html += row('Per Period (' + freq + ')', cad.format(net \u002F divisor), 'net');\n    }\n    html += row('Gross' + label, cad.format(annual \u002F divisor), 'total');\n\n    var el = document.getElementById('wages-result');\n    el.innerHTML = html;\n    el.style.display = 'grid';\n    if (typeof lucide !== 'undefined') lucide.createIcons();\n  };\n\n  \u002F\u002F TAB 2 — OVERTIME\n  window.calcOT = function() {\n    var rate = v('ot-rate'), reg = v('ot-reg');\n    var shiftPrem = v('ot-shift') || parseFloat(sel('ot-shift')) || 0;\n    var extra = v('ot-extra');\n\n    var threshold = 44;\n    var effectiveRate = rate + shiftPrem + extra;\n    var otHours = Math.max(0, reg - threshold);\n    var regHours = Math.min(reg, threshold);\n\n    var regPay = regHours * effectiveRate;\n    var otPay = otHours * effectiveRate * 1.5;\n    var total = regPay + otPay;\n\n    var html = row('Regular Hours', regHours.toFixed(1) + ' hrs');\n    html += row('Regular Pay (' + cad.format(effectiveRate) + '\u002Fhr)', cad.format(regPay));\n    if (otHours > 0) {\n      html += row('Overtime Hours (above 44h)', otHours.toFixed(1) + ' hrs');\n      html += row('Overtime Pay (1.5× = ' + cad.format(effectiveRate * 1.5) + '\u002Fhr)', cad.format(otPay), 'total');\n    }\n    if (shiftPrem > 0) {\n      html += row('Shift Premium (' + cad.format(shiftPrem) + '\u002Fhr × ' + reg + 'h)', cad.format(shiftPrem * reg));\n    }\n    html += '\u003Chr class=\"divider\">';\n    html += row('Total Weekly Gross', cad.format(total), 'net');\n    html += row('Effective Rate this Week', cad.format(reg > 0 ? total \u002F reg : 0) + '\u002Fhr avg');\n\n    var el = document.getElementById('ot-result');\n    el.innerHTML = html;\n    el.style.display = 'grid';\n    if (typeof lucide !== 'undefined') lucide.createIcons();\n  };\n\n  \u002F\u002F TAB 3 — VACATION\n  window.calcVacation = function() {\n    var earnings = v('vac-earnings'), years = v('vac-years');\n    var method = sel('vac-freq');\n    var periods = parseInt(sel('vac-pay-periods')) || 26;\n\n    var rate, weeks;\n    if (years >= 5) { rate = 0.06; weeks = 3; }\n    else { rate = 0.04; weeks = 2; }\n\n    var vacPay = earnings * rate;\n    var perPeriod = vacPay \u002F periods;\n    var dailyRate = earnings \u002F (weeks === 2 ? 260 : 261);\n    var weeklyEarnings = earnings \u002F 52;\n    var vacWeekValue = weeklyEarnings * weeks;\n\n    var html = row('Annual Gross Earnings', cad.format(earnings));\n    html += row('Service Years', years + ' year' + (years !== 1 ? 's' : ''));\n    html += row('Minimum Vacation Weeks (Ontario ESA)', weeks + ' weeks');\n    html += row('Vacation Pay Rate', (rate * 100).toFixed(0) + '%');\n    html += '\u003Chr class=\"divider\">';\n    html += row('Annual Vacation Pay Amount', cad.format(vacPay), 'total');\n    html += row('Equivalent Vacation Time Value', cad.format(vacWeekValue));\n    if (method === 'each') {\n      html += row('Paid per ' + (periods === 52 ? 'Week' : periods === 26 ? 'Bi-weekly Period' : periods === 24 ? 'Semi-monthly Period' : 'Month'), cad.format(perPeriod));\n    }\n\n    var el = document.getElementById('vac-result');\n    el.innerHTML = html;\n    el.style.display = 'grid';\n    if (typeof lucide !== 'undefined') lucide.createIcons();\n  };\n\n  \u002F\u002F TAB 4 — TERMINATION\n  window.calcTermination = function() {\n    var years = v('term-years'), weekly = v('term-weekly');\n    var payroll = sel('term-payroll');\n\n    var noticeWeeks = Math.min(Math.max(Math.floor(years), 1), 8);\n    if (years \u003C 1) noticeWeeks = 0;\n\n    var sevWeeks = 0, sevEligible = false;\n    if (payroll === 'yes' && years >= 5) {\n      sevEligible = true;\n      sevWeeks = Math.min(years, 26);\n    }\n\n    var noticePay = noticeWeeks * weekly;\n    var sevPay = sevWeeks * weekly;\n    var total = noticePay + sevPay;\n\n    var html = row('Completed Years of Service', years);\n    html += row('Regular Weekly Earnings', cad.format(weekly));\n    html += '\u003Chr class=\"divider\">';\n    html += row('Statutory Notice (s.57 ESA)', noticeWeeks + ' weeks', 'total');\n    html += row('Notice Pay Value', cad.format(noticePay));\n    html += '\u003Chr class=\"divider\">';\n    if (sevEligible) {\n      html += row('Severance Pay (s.64 ESA)', sevWeeks + ' weeks', 'total');\n      html += row('Severance Pay Value', cad.format(sevPay));\n      html += '\u003Chr class=\"divider\">';\n      html += row('Total Statutory Termination Pay', cad.format(total), 'net');\n    } else {\n      if (payroll !== 'yes') {\n        html += row('Severance Pay', 'Not eligible (payroll under $2.5M)');\n      } else if (years \u003C 5) {\n        html += row('Severance Pay', 'Not eligible (under 5 years service)');\n      }\n      html += '\u003Chr class=\"divider\">';\n      html += row('Total Statutory Termination Pay', cad.format(noticePay), 'net');\n    }\n\n    var el = document.getElementById('term-result');\n    el.innerHTML = html;\n    el.style.display = 'grid';\n    if (typeof lucide !== 'undefined') lucide.createIcons();\n  };\n\n  \u002F\u002F TAB 5 — CPP & EI\n  window.calcBenefits = function() {\n    var annual = v('ben-annual');\n    var cpp = calcCPP(annual);\n    var ei = calcEI(annual);\n    var eiEmployer = ei * 1.4;\n    var cppEmployer = cpp.cpp1 + cpp.cpp2;\n    var totalEmployee = cpp.cpp1 + cpp.cpp2 + ei;\n    var totalEmployer = cppEmployer + eiEmployer;\n    var totalCost = totalEmployee + totalEmployer;\n\n    var html = row('Annual Gross Earnings', cad.format(annual));\n    html += '\u003Chr class=\"divider\">';\n    html += row('CPP1 Employee (5.95% on $3,500–$71,300)', cad.format(cpp.cpp1), 'deduction');\n    if (cpp.cpp2 > 0) {\n      html += row('CPP2 Employee (4.00% on $71,300–$81,900)', cad.format(cpp.cpp2), 'deduction');\n    }\n    html += row('EI Employee (1.64% up to $65,700)', cad.format(ei), 'deduction');\n    html += row('Total Employee Contributions', cad.format(totalEmployee), 'total');\n    html += '\u003Chr class=\"divider\">';\n    html += row('CPP Employer (matches employee CPP1+CPP2)', cad.format(cppEmployer));\n    html += row('EI Employer (1.4 × employee EI)', cad.format(eiEmployer));\n    html += row('Total Employer Payroll Contributions', cad.format(totalEmployer));\n    html += '\u003Chr class=\"divider\">';\n    html += row('Combined Annual Payroll Cost (CPP+EI)', cad.format(totalCost), 'net');\n    html += row('Monthly Employee CPP+EI', cad.format(totalEmployee \u002F 12));\n\n    var el = document.getElementById('ben-result');\n    el.innerHTML = html;\n    el.style.display = 'grid';\n    if (typeof lucide !== 'undefined') lucide.createIcons();\n  };\n\n  \u002F\u002F TAB 6 — HOLIDAYS\n  window.calcHolidays = function() {\n    var rate = v('hol-rate'), hours = v('hol-hours');\n    var dayPay = rate * hours;\n    var workedPremium = dayPay + (rate * hours * 1.5);\n    var numDays = 11;\n    var totalValue = dayPay * numDays;\n\n    for (var i = 0; i \u003C= 10; i++) {\n      var el = document.getElementById('h' + i);\n      if (el) el.textContent = cad.format(dayPay);\n    }\n\n    var summaryEl = document.getElementById('hol-summary');\n    var html = '\u003Cdiv class=\"result-grid\">';\n    html += row('Daily Rate (' + hours + 'h × ' + cad.format(rate) + '\u002Fhr)', cad.format(dayPay));\n    html += row('Number of Stat Holidays', numDays);\n    html += row('Total Annual Holiday Value', cad.format(totalValue), 'total');\n    html += '\u003Chr class=\"divider\">';\n    html += row('Premium If Worked on Stat (2.5× eff.)', cad.format(workedPremium) + '\u002Fday', 'net');\n    html += row('Extra Premium vs. Day Off', '+' + cad.format(workedPremium - dayPay) + '\u002Fday');\n    html += '\u003C\u002Fdiv>';\n    summaryEl.innerHTML = html;\n    summaryEl.style.display = 'block';\n    if (typeof lucide !== 'undefined') lucide.createIcons();\n  };\n\n  \u002F\u002F Run defaults on load\n  setTimeout(function() {\n    calcWages();\n    calcOT();\n    calcVacation();\n    calcTermination();\n    calcBenefits();\n    calcHolidays();\n  }, 100);\n\n})();\n\u003C\u002Fscript>\n\u003C\u002Fbody>\n\u003C\u002Fhtml>\n","both"]