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Parties Vote Overwhelmingly to Ratify 2022-2025 Collective Agreements: Key Dates to Note

CSSEA is pleased to announce that Employers have voted to ratify each of the three Collective Agreements by a convincing majority. Specifically, Employers in the Community Living Services division have voted 98.6% in favour of the new agreements; General Services voted 97.2% in favour; and Indigenous Services voted 100% in favour of the 2022-2025 Collective Agreements. The unions of the CSSBA have also ratified the Collective Agreements as of March 28, 2023; as a result, the tentative agreements reached on February 3, 2023 are now binding on all parties.

The new wage grids are currently being finalized with the unions and will be sent to Employers as soon they are available. In the meantime, the following schedule outlines key effective dates of implementation for Employers to note:

March 28, 2023

All of the changes are effective the date of Union ratification, as per article 32.5, except as set out below. This applies to all of the language or operational changes that do not involve an increase in your costs.

The monetary changes have effective dates as follows:

Beginning of First Full Pay Period on or after April 1, 2022
Wage rates:

  • Low Wage Redress
  • $0.25/hour increase
  • 3.24% increase

• Adjust delegated employee wage rates (as per April 2022 IS Wage Schedule) (Indigenous Services only)
* Pay retroactivity as soon as you are able or receive the necessary funding

Beginning of First Full Pay Period on or After Union Ratification (March 28, 2023)

Transportation Allowance - 61 cents per kilometre – Article 26.9

April 1, 2023

Paid Holidays – Adjust the pay in lieu for casual and part-time employees
Paid Holidays - National Day of Truth and Reconciliation, Louis Riel Day – Article 17
Health and Welfare Benefits - psychological services and EFAP (health providers have been notified; please connect with your provider for EFAP options)
Probationary Period for Delegated Employees and Benefits (New) (Indigenous Services only)

Beginning of First Full Pay Period on or After April 1, 2023

Wage Rates:

  • 6.75% increase (as per April 2023 Wage Schedule including the recently announced Cost of Living Adjustment issued by the provincial government)

  • Adjust delegated employee wage rates (Indigenous Services only)
  • Delegated employees equivalent to (SPO) R24 receives a one-grid TMA to grid 25 (Indigenous Services only)
  • Pay Retention Incentive Payment #1 (Indigenous Services only)
  • Additional Low Wage Redress/Comparability (TBD at a later date)

May 1, 2023

Social Program Officer (Child Protection) R24 receives an additional one-grid TMA to grid 27 (Indigenous Services only)

April 1, 2024

Sick leave – pay sick credits at 100% instead of 80% - Article 19
Reduce all employee sick banks by 20% - Article 19
Bereavement leave – Article 20.1
Bereavement leave – Article 20.1 (Indigenous Services only)
Ceremonial, Cultural, and Spiritual Leave for Indigenous Employees - Article 20 (New)

Beginning of First Full Pay Period on or After April 1, 2024

Wage Rates:

  • 2.0% increase (as per April 2024 Wage Schedule TBD)
  • Up to another 1.0% for COLA (to be announced by government in March 2024)
  • Adjust wage rates for delegated employees equivalent to the SPO R24 Growth Plan (Indigenous Services only)
  • Pay Retention Incentive Payment #2 (Indigenous Services only)

Beginning of First Full Pay Period on or After April 1, 2025

Pay Retention Incentive Payment #3 (Indigenous Services only)

For More Information

All 2022-2025 Collective Agreements-related information can be found by logging in on the CSSEA website, clicking on Members Home/Bargaining/2022-2025 Collective Agreements. If you have any other questions, please contact your HRLR Consultant or Advocate.

Communications Contact

Doris Sun
Director of Communications
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