Member Policies

Policy 1.03 President & Vice-President Compensation

1. Members elected to an Executive Officer position (President or Vice President) will be compensated per this policy.
2. Executive Officers may elect to receive compensation directly from their Employer where feasible, or they may be compensated directly by HSAA.
   1. Where possible, HSAA will enter into a contract with the Employer to address matters of salary, benefits and leave accruals.
   2. Where the Employer is the pay administrator, leave accruals related to their substantive position will be paused. Leave will be accrued and decremented by HSAA as per this policy.
   3. Where HSAA is the pay administrator, union dues will be assigned to the appropriate account by HSAA.
   4. HSAA will enter into a contract with each Executive Officer to specify compensation terms.

Salary:

1. The President of HSAA will be paid the highest annual salary of the Provincial Agreement, plus 10.7%*.
2. The Vice-President will receive 90% of the President’s salary.
3. Executive Officers will receive pay increases consistent with the Provincial Agreement.
4. In the event their originating bargaining unit is on legal strike, Executive Officers will be considered essential and shall pay dues as per constitution.

Leave:

HSAA will administer all leave during the period served as an Executive Officer.

Vacation Leave:

1. During the first (1st) through fourth (4th) years of continuous service an elected officer shall earn vacation leave credits of 1.66 days per four (4) weeks worked to a maximum of twenty (20) working days.
2. During the fifth (5th) to ninth (9th) years of continuous service an elected officer shall earn vacation credits of two and one-twelfth (2 1/12th) working days per four (4) weeks worked to a maximum of twenty-five (25) working days.
3. During the tenth (10th) and subsequent years an elected officer shall earn vacation credits at the rate of two and one half (2 ½) working days per four (4) weeks worked to a maximum of thirty (30) days.
4. Calculation of vacation entitlement for the elected officers shall be based upon their years of continuous employment with their current employer.
5. Should the President or Vice-President immediately prior to becoming elected, be covered by a collective agreement with vacation benefits in excess of that set out herein, she shall not suffer any loss of entitlement.

Sick leave:

In the instance whereby the Employer does not transfer sick leave benefits, the Executive Officers will accrue 14 hours of sick leave per calendar month during their tenure.

Named Holidays and Other Leaves:

Any benefit not identified or abridged from the Employer will revert to the same named holidays and other leaves as HSAA staff.

Time Off in Lieu of Overtime

1. In recognition of the time required to serve the members and perform the duties of the offices, Executive Officers will receive 6 weeks of “TOIL” leave to be administered by HSAA.
   1. TOIL is based on HSAA 7-hour days and may be decremented in increments less than full days.
   2. A maximum of fifteen (15) days may be paid out; the remaining fifteen (15) days must be taken as time off in lieu with no carry over. 

Benefits:

1. Executive Officers will not suffer loss of benefits during their term.
2. Where the Employer is the pay administrator, HSAA will compensate the Employer for continuance of the Executive Officer’s benefits package.
3. Where HSAA is the pay administrator, the Executive Officer(s) will receive the same benefit package as HSAA staff (as per the agreement negotiated with IUOE).
   1. Where the HSAA package is less than the Employer package, and the Employer is not willing to be the pay administrator, HSAA will negotiate a remedy so the Executive Officer does not suffer a loss.
4. Where the Employer is the pay administrator, retirement benefits (pension or RRSP contributions) will continue at the same rates.
5. Where HSAA is the pay administrator, HSAA will pay the Executive Officer a contribution towards RRSP at the same rates as Employers registered with the Local Authority Pension Plan (LAPP) https://www.lapp.ca/page/contributions.

Parking:

1. Executive Officers will use staff parking at the Edmonton and Calgary offices.
2. Parking expenses incurred in the course of the Executive roles will be reimbursed directly.

Expenses:

1. Meal, mileage, and incidental expenses incurred in the performance of the Executive Officer roles will be reimbursed as per the National Joint Council Directive www.njc-cnm.gc.ca/directive.
2. Any other expenses incurred in the performance of the Executive Officer roles will be reimbursed according to existing member policies.

Amended Feb. 2017
Amended March 2020

*$161,395.00 as of April 1, 2016