This consolidation is unofficial and is for reference only. For the official version of the regulations, consult the original documents on file with the Registry of Regulations, or refer to the Royal Gazette Part II. Regulations are amended frequently. Please check the list of Regulations by Act to see if there are any recent amendments to these regulations filed with the Registry that are not yet included in this consolidation. Although every effort has been made to ensure the accuracy of this electronic version, the Registry of Regulations assumes no responsibility for any discrepancies that may have resulted from reformatting. This electronic version is copyright © 2011, Province of Nova Scotia, all rights reserved. It is for your personal use and may not be copied for the purposes of resale in this or any other form.
Nova Scotia Power Incorporated Regulations
made under Section 118 of the
Public Utilities Act
R.S.N.S. 1989, c. 380
O.I.C. 2012-401 (December 21, 2012), N.S. Reg. 231/2012
1 These regulations may be cited as the Nova Scotia Power Incorporated Regulations.
Definitions for Act and regulations
2 (1) In the Act, “general rate increase” does not include increases arising from the fuel adjustment mechanism, demand side management cost recovery riders or the special annually adjusted rates.
(2) In the Act and these regulations, “pay plan” means the Senior Officials Pay Plan approved by the Governor in Council by Order in Council 2007-85 under the Civil Service Act and the Public Service Act, and as amended from time to time.
Salary and compensation recoverable from rates, charges or fees
3 For the purpose of subsection 64B(8) of the Act, Nova Scotia Power Incorporated may recover the following remuneration from its rates, charges or fees approved by the Board:
(a) for the Chief Executive Officer, no more than a salary equaling a 110% compa-ratio as provided for in the pay plan and no more than an additional 13% of the amount of that salary representing other benefits and compensation;
(b) for each executive other than the Chief Executive Officer, no more than a salary equaling a 100% compa-ratio as provided for in the pay plan and no more than an additional 13% of the amount of that salary representing other benefits and compensation.