HIGHLIGHTS
Duration | 2 years from November 29th, 2023 to November 28th, 2025 |
General Wage Increases | 3% raise effective November 29th, 2023 3% raise effective November 29th, 2024 |
In Lieu Increase | In lieu to be increased to 3.5% of regular hourly rate effective 2 full months after ratification |
Premium Increases | Weekend premium increased to $0.45/hr Responsibility premium increases to $1/hr Both increases effective date of ratification |
Benefits | Current vision entitlement expanded to include the cost of eye exam effective date of ratification |
Benefits | Paramedical coverage increased to $350 per practitioner (chiropodist, chiropractor, masseur, naturopath, osteopath, speech therapist, physiotherapist, acupuncturist) effective 1 full month after ratification. |
Benefits | Mental Health Coverage – Increased to $400 and expanded to include different practitioners (psychologist, psychotherapist, social worker) effective 1 full month after ratification. |
RN Wages | To Mirror ONA Long Term Care Master Outcomes |
RPN Wages | Wage grid compressed. New start rate is the former 1875 hour rate and top rate is now achieved after 3 years. |
Special Adjustments | Therapeutic Recreationist $1/hr increase Cooks with red seal $0.50/hr premium Both effective 2 full pay periods after ratification |
LANGUAGE CHANGES TO THE COLLECTIVE AGREEMENT:
ARTICLE 6 STEWARDS, UNION OFFICIALS AND COMMITTEES
- Article 6.04 altered to reflect a Labour-Management Committee that is composed of workers from each facility along with management representatives, rather than 4 separate committees.
ARTICLE 9 SENIORITY/PROBATION/LAYOFFS
- 9.06 Loss of Seniority and Deemed Terminated
An employee's seniority will be lost and the employee shall be deemed terminated if an employee:
(k) is absent from work more than thirty-six (36) months by reason of illness or other physical disability and there is no reasonable likelihood the Employee will return to work within the near future; or
(l) is absent from work for more than thirty-six (36) months by reason of absence while on WSIB and there is no reasonable likelihood the Employee will return to work within the near future.
ARTICLE 11 JOB POSTINGS
- Jobs to be posted if due to temporary illness of 1 month (down from 60 days)
- Anything from your record (discipline, attendance, performance) older than 6 months not to be used in consideration of postings.
ARTICLE 12 LEAVES OF ABSENCE AND EMERGENCIES
- Expanded language for Union related leaves
- Updated Parental leave from 37 weeks to 63 weeks in accordance with legislation.
ARTICLE 15 BEREAVEMENT LEAVE
- Bereavement leave for step-children increased to 5 days
- Bereavement leave expanded to include step-parents (4 days) and legal guardians (3 days).
- Deleted limitation on bereavement tied to funeral service.
ARTICLE 23 VACATION
- Vacation application process changed so that submissions are due March 15th and schedules are posted by April 1st. Vacation schedules to commence May 1st.
OTHER STUFF
- New Letter of Understanding regarding Domestic and Sexual Violence leave – Allows our members access to any available funds while on this leave.
- New Letter of Understanding to meet and discuss surge learning
- New language to allow utilization of sick leave, vacation or lieu days for any period of time where member is required to self isolate at the direction of employer/public health.
- Agreed to clean up any redundant language
- Agreed to fix all spelling and grammatical errors