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Article 9 - Remuneration

9.01

Unless the parties at the provincial level agree on other provisions, employees receive the salary associated with the position they hold.

9.02

Any provision aimed at providing an employee with a guarantee as to salary or the non-reduction of salary must be interpreted as granting a guarantee as to the hourly pay or non-reduction of the hourly pay, and must be applied as such.

Despite the preceding, the non-reduction of salary provided for in the bumping procedure and the application of special measures under Article 14 refers to the weekly salary when the bumping or transfer occurs within the same job status.

9.03

 An employee who is displaced temporarily is not subject to any reduction in salary.

9.04

No employee is subject to a reduction in salary as a result of a promotion or transfer.

9.05 Special provision:

Notwithstanding the definition of “salary,” “regular salary” or any other term to this effect in this collective agreement:

  • Evening- and night-shift premiums and weekend premiums are only taken into account and paid when the inconvenience is suffered.
  • The shift rotation premium is not taken into account or paid during any absences provided for in the collective agreement.

9.06

If employees arrive late, the amount deducted from their salary cannot be greater than the salary corresponding to the amount of time they were late.

9.07

Job titles, job descriptions and salary rates and scales are set out in the List of job titles, job descriptions and salary rates and scales in the health and social services system. This list is an integral part of this collective agreement.

Job descriptions are a statement of the main duties and responsibilities associated with job titles. Nothing in the list prevents employees from carrying out activities authorized by their professional order.

If the job title does not specify weekly hours of work, local parties may jointly request that the MSSS amend the job title to include new weekly hours, under clause 36.02.

9.08 Regular week:

The number of hours of work per week is that stipulated for each job title. The maximum number of workdays per week is five (5).

The Employer and employee may agree on a different arrangement, provided it does not exceed the stipulated average hours and days per week. Local parties determine how work hours are spread out, ensuring no impact on team stability or additional overtime.

The regular workday/week is based on the new schedule for overtime qualification.

9.09

Employees working on Christmas or New Year’s Day are paid their regular rate plus 50%.

9.10

With Employer approval, employees may cash in certain types of leave at the straight-time rate:

  • Annual vacation leave exceeding the Labour Standards Act limits.
  • Up to five (5) statutory holidays (if agreed locally).
  • Floating days off (if applicable).

Part-time employees may also cash in excess vacation days. Doing so during a waiting period does not interrupt or extend that period.

9.11 Employees off the rate or off the scale:

  1. They are entitled to a minimum rate of increase equal to half of the April 1 percentage increase applied to the max scale of the previous year.
  2. If this increase results in a salary below the new scale, the increase is adjusted to match the max scale.
  3. The difference is paid as a lump sum based on the previous year’s March 31 salary.
  4. This lump sum is spread proportionally over the pay periods.

9.12 General parameters for salary increases:

  • 2023–2024: 6.00% increase.
  • 2024–2025: 2.80% increase.
  • 2025–2026: 2.60% increase.
  • 2026–2027: 2.50% increase.
  • 2027–2028: 3.50% increase.

Increases are based on hourly rates; flat rates are based on 33-year career earnings (Appendices 10 & 11). Provisions for employees off the scale apply.

9.13 Adjustment clause:

  • March 31, 2026: CPI variation (2025–2026 vs. 2024–2025) – 2.60%, max 1.00% increase.
  • March 31, 2027: CPI variation – 2.50%, max 1.00%.
  • March 31, 2028: CPI variation – 3.50%, max 1.00%.

If the result is below 0.05%, no adjustment is made. Adjustments are retroactive within 180 days of data publication by Statistics Canada. The CPI used is Table 18-10-0004-01. Adjustments cannot be negative.

9.14 Indexation technique:

Indexation is applied to hourly rates, rounded to the nearest cent. Annual rate = hourly rate × 52.18 weeks, rounded to the nearest dollar.

Rounding rules:

  • To nearest cent: Third decimal < 5 → drop; ≥ 5 → round up second decimal.
  • To nearest dollar: First decimal < 5 → drop; ≥ 5 → round up.

9.15 Special case salary scales:

  1. Integration officers (2688) and educators (2691)
    • Class 1: Use scale in Appendix 10.
    • Class 2: Echelons 2–13 = Echelons 1–12 of Class 1.
      Echelon 1 is calculated as:
      Echelon 1, Class 2 = Echelon 1, Class 1 / Average inter-echelon, Class 1
      where average inter-echelon = (max - min) / (number of echelons - 1), rounded to nearest cent.
  2. “Tandem” jobs: Salary = Reference job rate × adjustment percentage (see Appendix 9). Rounding rules apply. Number of echelons remains unchanged.

9.16 Premium increases:

All premiums (except fixed or percentage-based) are increased by the same rate as in clauses 9.12 and adjusted per 9.13, if applicable.

9.17 Integration into salary scales:

  1. On April 1, the employee is placed at the same echelon in the new scale as they were on March 31.
  2. Progression to the next echelon follows clauses 18.04 to 18.10.