Announcements

February 2023

• Trent University (Support Staff) and OPSEU, Local 365 (approximately 457 employees)
  A three-year renewal agreement, effective from July 1, 2022 to June 30, 2025. Wage increases of 2.75% in the first year, 3% in each of the second and third years.
• London Sewer and Watermain, Curb, Gutter and Sidewalk Contractors Association and Labourers' International Union of North America, Local 1059 (approximately 650 employees)
  A three-year renewal agreement, effective from January 1, 2023 to December 31, 2025. Wage increases of $2.50 on January 1 of the first year, $3.25 in the second and $1.75 in the third years, representing a total package increase of $7.50 over the term of the agreement.
• Toronto Aged Men’s and Women’s Homes and Service Employees International Union, Local 1 (approximately 266 employees)
  A two-year renewal agreement, effective from September 16, 2022 to September 15, 2024. Wage increases of 3% on September 16 of each year. Special adjustment of $0.50 for registered practical nurses, $0.20 for all other classifications except maintenance and health care aides. Adjustment of $3 for health care aides.

January 2023

• University of Guelph (Support Staff) and United Steelworkers, Local 4120 (approximately 900 employees)
  A 42-month renewal agreement, effective from November 1, 2021 to April 30, 2025. Wage increases of 2.25% on May 1, 2022, 3.5% on May 1, 2023, and 3.75% on May 1, 2024.
• Nipissing University (Contract Academic Staff) and Nipissing University Faculty Association (approximately 400 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of 1% in the first year and 2% in each of the second and third years.
• Municipal Property Assessment Corporation and OPSEU, Local 289 (approximately 1,410 employees)
  A four-year renewal agreement, effective from January 1, 2023 to December 31, 2026. Wage increases of 1% in the first three years and 3.2% in the fourth year (if Bill 124 is void and has no effect, an additional 1.9% in 2023 and 2024, and 1.95% in 2025).

December 2022

• University of Toronto (unit 3) and CUPE Local 3902 (approximately 1,200 employees)
  A three-year renewal agreement, effective from September 1, 2021 to August 31, 2024. Wage increases of 4% in the first two years and 3% in the third year.
• University of Windsor (Technician, Info Tech, Trades) and CUPE, Local 1393 (approximately 311 employees)
  A three-year renewal agreement, effective from April 1, 2022 to March 31, 2025. Wage increases of 1.5% in the first year except Trades classifications, 2.3% in the second year, and 3% in the third year. Trades employees will receive $2.50 per hour in year 1 and electricians will receive an additional of $1.03.
• Brock University (Course Coordinators, Instructors, Teaching Assistants - unit 1) and CUPE, Local 4207 (approximately 2,192 employees)
  A three-year renewal agreement, effective from September 7, 2022 to September 6, 2025. Wage increases of 3.5% on January 1, 2023, 3% on September 1, 2023, and 3% on September 1, 2024.
• University of Western Ontario (academic staff) and University of Western Ontario Faculty Association (approximately 1,400 employees)
  A four-year renewal agreement, effective from July 1, 2022 to June 30, 2026. Wage increases of 1% in the first three years and 3% in the fourth year.
• Kuehne + Nagel Ltd. and Unifor, Local 1285 (approximately 155 employees)
  A three-year renewal agreement, effective from December 1, 2022 to November 30, 2025. Wage increases of $2.00 per hour in the first year, $0.50 per hour in the second and third years.
• Ontario Railroad Contractors Association and Labourers' International Union of North America, various locals (approximately 800 employees)
  A three-year renewal agreement, effective from December 1, 2022 to November 30, 2025. Wage increases of $2.60 on December 1 of the first year, $3.40 in the second and $2.00 in the third years, representing a total package increase of $8.00 over the term of the agreement.

November 2022

• Ontario Government and Association of Management, Administrative and Professional Crown Employees of Ontario (approximately 13,445 employees)
  A three-year renewal agreement, effective from April 1, 2022 to March 31, 2025. Wage increases of 1% in each year of the agreement.
• Go Transit (A Division of Metrolinx) and Amalgamated Transit Union, Local 1587 (approximately 2,100 employees)
  A three-year renewal agreement, effective from June 2, 2022 to June 1, 2025. Wage increases of 1% in each year and an additional wage adjustment of $0.25 to all Customer Protection Officer rates on December 1 of each year.
• University of Toronto (maintenance/service) and CUPE, Local 3261 (approximately 750 employees)
  A two-year renewal agreement, effective from July 1, 2021 to June 30, 2023. Wage increases of 1% in each year.
• University of Guelph (faculty/librarians/veterinarians) and University of Guelph Faculty Association (approximately 847 employees)
  A two-year renewal agreement, effective from July 1, 2022 to June 30, 2024. Wage increases of 1% each year.
• Wilfrid Laurier University (contract teaching faculty/part-time librarians) and Wilfrid Laurier University Faculty Association (approximately 900 employees)
  A three-year renewal agreement, effective from September 1, 2022 to August 31, 2025. Wage increases of 2% on September 1 of each year and a market adjustment of 3% to base stipend on September 1, 2022.

October 2022

• Participating Nursing Homes (Service employees and Registered Practical Nurses) and Service Employees International Union, Local 1 (approximately 12,215 employees)
  A central arbitration award issued for 92 Participating nursing homes involving 49 two-year renewal agreements, various effective dates, and various expiry dates. Wage increases of 3% (for-profit nursing homes) and 1% (not-for-profit nursing homes) on September 22 of each year. Special adjustments for eligible employees effective just before the 2022 wage increase.
• McMaster University (Unit 2) and CUPE, Local 3906 (approximately 356 employees)
  A three-year renewal agreement, effective from September 1, 2021 to August 31, 2024. Wage increases of 1% in the first two years and 3.5% in the third year.
• City of Windsor (inside/recreational staff) and CUPE, Local 543 (approximately 1,468 employees)
  A three-year renewal agreement, effective from January 1, 2022 to December 31, 2024. Wage increases of 1% on January 1, 2022, 1% on July 1, 2022, 1.25% on January 1, 2023, 1.25% on July 1, 2023, 1.25% on January 1, 2024, and 1.5% on July 1, 2024. A signing bonus of $1,000 for active regular full-time employees, $500 for active regular part-time, temporary part-time, temporary full-time and recreational employees working 600 hours or more in 2022 as of date of ratification, and $250 for recreational employees working less than 600 hours in 2022 as of date of ratification.

September 2022

• Regional Municipality of Niagara (inside/outside) and CUPE, Local 1287 (approximately 989 employees)
  A three-year renewal agreement, effective from January 1, 2022 to December 31, 2024. Wage increases of 1.5% on January 1, 2022, 1.25% on July 1, 2022, 1.25% on January 1, 2023, 1% on July 1, 2023, 1.25% on Jan 1, 2024, and 1% on July 1, 2024.
• University of Windsor (full-time office) and Unifor, Local 2458 (approximately 298 employees)
  A three-year renewal agreement, effective from September 1, 2022 to August 31, 2025. Wage increases of 2% on September 1, 2022, 1% on March 1, 2023, 2% on September 1, 2023, and 3% on September 1, 2024.
• Brock University (maintenance) and CUPE, Local 1295 (approximately 156 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of 3.5% in the first two years and 2% in the third year.
• College Employer Council (academic) and OPSEU (approximately 16,248 employees)
  A three-year arbitrated renewal agreement, effective from October 1, 2021 to September 30, 2024. Wage increases of 1% in each of the three years of the agreement.
• College Employer Council (full-time support) and OPSEU (approximately 9,915 employees)
  A three-year renewal agreement, effective from September 1, 2022 to August 31, 2025. Wage increases of 1% in each of the three years of the agreement.
• County of Huron (Huronview/Huronlea Homes for the Aged) and Service Employees International Union, Local 1 (approximately 236 employees)
  A two-year arbitrated renewal agreement, effective from January 1, 2020 to December 31, 2021. Wage increases of 1.75% in the first year and 2% in the second year.
• Dexterra (GTAA Terminal 1 et al) and Labourers’ International Union of America, Local 183 (approximately 250 employees)
  A three-year renewal agreement, effective from July 1, 2022 to June 30, 2025. Wage increases of $1.00 in the first year, $0.80 in the second year, and $0.75 in the third year.

August 2022

• City of Cornwall (inside) and CUPE, Local 3251 (approximately 160 employees)
  A four-year agreement, effective from October 1, 2021 to September 30, 2025. Wage increases of 2% in the first two years and 1.85% in the third and fourth years.
• Stelco Inc. (Lake Erie Works) and United Steelworkers, Local 8782 (approximately 1,015 employees)
  A five-year renewal agreement, effective from July 1, 2022 to June 30, 2027. Wage increases of $1.50 in each year ($0.45 of which shall be prepaid COLA).
• Stelco Inc. (Hamilton Works) and United Steelworkers, Local 1005 (approximately 600 employees)
  A five-year renewal agreement, effective from July 1, 2022 to June 30, 2027. Wage increases of $1.05 in each year.
• University of Western Ontario (food services) and CUPE, Local 2692 (approximately 446 employees)
  A one-year agreement, effective from July 1, 2022 to June 30, 2023. Wage increases of 1% on July 1, 2022.

July 2022

• Participating Hospitals (paramedical and professional) and OPSEU, Various Locals (approximately 12,500 employees)
  A central arbitration award issued for 49 hospitals, effective from April 1, 2022 to March 31, 2025. Wage increases of 1% in each year.
• City of Guelph (works) and CUPE, Local 241 (approximately 280 employees)
  A three-year renewal agreement, effective from February 1, 2022 to January 31, 2025. Wage increases of 1.8% in the first year, 1.95% in the second year, and 2% in the third year.
• City of Guelph (office) and CUPE, Local 973 (approximately 250 employees)
  A three-year renewal agreement, effective from February 1, 2022 to January 31, 2025. Wage increases of 1.8% in the first year, 1.95% in the second year, and 2% in the third year.
• Queen's University (general staff appointment) and United Steelworkers, Local 2010 (approximately 1,309 employees)
  A three-year renewal agreement, effective from January 1, 2022 to December 31, 2024. Wage increases of 1% in each year.
• Master Insulators' Association of Ontario Inc. (ICI) and International Association of Heat and Frost Insulators and Allied Workers, Local 95 (approximately 1,200 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $3 in the first year and $2 in the last two years, representing a total wage package increase of $7 over the term of the agreement.

June 2022

• City of Barrie (inside/outside) and CUPE, Local 2380 (approximately 580 employees)
  A 42-month renewal agreement, effective from July 1, 2022 to December 31, 2025. Wage increases of 1.8% on July 1, 2022, 2% on January 1, 2023, 2% on January 1, 2024, and 2% on January 1, 2025.
• Homewood Health Centre and United Food and Commercial Workers, Local 75 (approximately 318 employees)
  A two-year renewal agreement, effective from July 17, 2020 to July 16, 2022. Wage increases of 1.75% in the first year and 3% in the second year. New wage grid for the registered practical nurses effective April 7, 2022.
• Boilermaker Contractors’ Association (ICI) and International Brotherhood of Boilermakers, Iron Ship Builders, Blacksmiths, Forgers and Helpers, Local 128 (approximately 1,700 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $3 on June 12, 2022, $3 on May 7, 2023, and $2.50 on May 5, 2024, representing a total wage package increase of $8.50 over the term of the agreement.
• Ontario Sheet Metal Contractors’ Association (ICI) and Sheet Metal Workers' International Association, Various Locals (approximately 5,500 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $3 on May 15, 2022, $2.50 on April 30, 2023, $2.65 on April 28, 2024, representing a total wage package increase of $8.15 over the term of the agreement, except Toronto/Barrie/Peterborough ($9.30) and Ottawa ($8.80).
• Ontario Industrial Roofing Contractors’ Association (ICI) and Sheet Metal Workers' International Association, Various Locals (approximately 2,000 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $2.75 in the first two years and $2.50 in the third year, representing a total wage package increase of $8.00 over the term of the agreement, except Toronto ($9.30) and Ottawa ($8.93).
• Rodmen Employer Bargaining Agency (ICI) and International Association of Bridge, Structural, Ornamental and Reinforcing Ironworkers, Various Locals (approximately 1,800 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of 4% in the first and third years and 3% in the second year, representing a total wage package increase of 11% over the term of the agreement, except Toronto (11.5%).
• Ontario Precast Concrete Manufacturers’ Association (ICI) and Labourers’ International Union of North America, Various Locals (approximately 500 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $2 in the first year and $3 in the second and third years, representing a total wage package increase of $8 over the term of the agreement.
• Residential Tile Contractors’ Association and Labourers' International Union of North America, Local 183 (approximately 900 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $4.00 in the first year, $2.50 in the second year, and $2.00 in the third year, representing a total wage package increase of $8.50 over the term of the agreement.

May 2022

• Timmins and District Hospital (office/clerical/service/registered practical nurses) and United Steelworkers, Local 9350 (approximately 416 employees)
  A three-year renewal agreement, effective from April 1, 2022 to March 31, 2025. Wage increases of 1% on 1 April of each year.
• City of Windsor (outside) and CUPE, Local 82 (approximately 300 employees)
  A three-year renewal agreement, effective from January 1, 2022 to December 31, 2024. Wage increases of 1% on January 1, 2022, 1% July 1, 2022, 1.25 % on January 1, 2023 and 1.25% on July 1, 2023, 1.25 % on January 1, 2024, and 1.5% on July 1, 2024. Signing Bonus of $1,000 for full-time employees and those working 40 hours or more per week and $500 for those working less than 40 hours per week, save and except students.
• Hospital for Sick Children (paediatric laboratory) and OPSEU, Local 5114 (approximately 324 employees)
  A five-year arbitrated renewal agreement, effective from April 1, 2020 to March 31, 2025. Wage increases of 1% in the first, second, third and fifth years, and 2.5% in the fourth year.
• Operating Engineers Employer Bargaining Agency (ICI) and International Union of Operating Engineers, Local 793 (approximately 1,461 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $3 in each year, representing a total wage package increase of $9 over the term of the agreement.
• Mechanical Contractors Association Ontario (ICI) and United Association of Journeymen and Apprentices of the Plumbing and Pipe Fitting Industry of the United States and Canada, Various Locals (approximately 13,000 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $3 in the first year and from $2.50 to $3 (depending on locations) in the second and third years, representing a total wage package increase of $8 to $9 over the term of the agreement.
• Association of Millwrighting Contractors of Ontario Inc (ICI) and United Brotherhood of Carpenters and Joiners of America, Various Locals (approximately 2,300 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $2.65 in the first year, $1.87 in the second year, and $1.25 in the third year, representing a total wage package increase of $5.77 over the term of the agreement.
• Residential Low-Rise Forming Contractors Assn of Metropolitan Toronto and Vicinity and Labourers' International Union of North America, Local 183 (approximately 1,042 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $4 in the first year, $3 in the second and third years, representing a total wage package increase of $10 over the term of the agreement (except Foreman).

April 2022

• Toronto And Area Road Builders’ Association and International Union of Operating Engineers, Local 793 (approximately 2,500 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Wage increases of $2.25 upon ratification, $2.50 on May 1, 2023, and $3.25 on May 1, 2024, representing a total increase of $8.00 over the term of the agreement.
• National Elevator and Escalator Association and International Union of Elevator Constructors (ICI & Non-ICI), various locals (approximately 2,063 employees)
  A three-year renewal agreement, effective from May 1, 2022 to April 30, 2025. Total increase of $2.85 on May 1 2022. Adjustments for 2023 and 2024 to be determined.
• Metro Ontario Inc (distribution) and Unifor, Local 414 (approximately 947 employees)
  A 54-month renewal agreement, effective from October 24, 2021 to April 19, 2026. Wage increases of $2.25 on October 24, 2021, $0.50 on October 23, 2022, $0.50 on October 23, 2023, $0.50 on October 20, 2024, and $0.50 on October 19, 2025.
• Hotel Dieu Grace Healthcare (general service) and Unifor, Local 2458 (approximately 160 employees)
  A three-year renewal agreement, effective from April 1, 2021 to March 31, 2024. Wage increases of 1% on April 1 of each year.

March 2022

• McMaster University (operations and maintenance - Unit 5) and Unifor, Local 555 (approximately 274 employees)
  A four-year renewal agreement, effective from December 1, 2021 to November 30, 2025. Wage increases of 1% in the first and second years and 2.5% in the third and fourth years.
• York University (faculty and librarians) and York University Faculty Association (approximately 1,658 employees)
  A three-year renewal agreement, effective from May 1, 2021 to April 30, 2024. Wage increases of 1% on May 1 of each year.
• Ryerson University (teaching assistants and graduate assistants – unit 3) and CUPE, Local 3904 (approximately 1,300 employees)
  A three-year renewal agreement, effective from January 1, 2021 to December 31, 2023. Wage increases of 1% on January 1 of each year.
• Ottawa Public Library Board and CUPE, Local 503 (approximately 503 employees)
  A five-year renewal agreement, effective from January 1, 2020 to December 31, 2024. Wage increases of 1.8% in the first and fourth years, 1.5% in the second year, 1.75% in the third year, and 2% in the final year.

February 2022

• City of Ottawa and Civic Institute of Professional Personnel (approximately 3,600 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2020 to December 31, 2022.
  Wage increases of 1.8% in the first year and 1.5% in the second year, and 1.75% in the third year.
• Royal Ontario Museum (Full-Time) and OPSEU, Local 543 (approximately 151 employees)
  A three-year renewal agreement, effective from April 1, 2019 to March 31, 2022.
  Wage increases of 1% on April 1 of each year.
• Henley House Long-Term Care Facility and LIUNA, Local 3000 (approximately 211 employees)
  A two-year arbitrated renewal agreement, effective from December 1, 2019 to November 30, 2021.
  Wage increases of 1.5% on December 1 of each year and an adjustment of $0.15 on November 30, 2021.

January 2022

• Toronto Transit Commission and Amalgamated Transit Union, Local 113 (approximately 11,500 employees)
  A three-year arbitrated renewal agreement, effective from April 1, 2021 to March 31, 2024.
  Wage increases of 2.17% in the first year and 2% in the second and third years.
• Government of Ontario (unified unit) and OPSEU (approximately 24,571 employees)
  A three-year renewal agreement, effective from January 1, 2022 to December 31, 2024.
  Wage increases of 1% on January 1 of each year.
• Ontario Shores Centre for Mental Health Services (Registered Nurses, Office/ Clerical/Service/Maintenance and Paramedical/Professional units) and OPSEU, Local 331 (approximately 1,164 employees)
  A two-year arbitrated renewal agreement, effective from April 1, 2020 to March 31, 2022.
  Wage increases of 1% on April 1 of each year.
• Hamilton Health Sciences Corporation and OPSEU, Local 273 (approximately 1,336 employees)
  A two-year renewal agreement, effective from April 1, 2021 to March 31, 2023.
  Wage increases of 1% in the first year and 2.1% in the second year.

December 2021

• University of Western Ontario (physical plant/Thompson Arena) and CUPE Local 2361 (approximately 345 employees)
  A three-year renewal agreement, effective from July 1, 2021 to June 30, 2024.
  Wage increases of 1% on July 1 of each year.
• Trent University (Unit 2 -Teaching Assistants) and CUPE Local 3908 (approximately 540 employees)
  A three-year renewal agreement, effective from September 1, 2021 to August 31, 2024.
  Wage increases of 1% on September 1 of each year.

November 2021

• University of Windsor (academic staff/librarians) and Windsor University Faculty Association (approximately 931 employees)
  A four-year renewal agreement, effective from July 1, 2021 to June 30, 2025.
  Wage increases of 1% in each of first three years and 2% in the fourth year.
• City of Vaughan and CUPE Local 905 (outside: approximately 186 employees; clerical & technical: approximately 291 employees)
  Two, four-year renewal agreements, effective from April 1, 2020 to March 31, 2024.
  Wage increases of 1% in the first year, 1.25% in the second year, 1.5% in the third year, and 2% in the fourth year.
• Kensington Health Centre and CUPE Local 4599 (approximately 315 employees)
  A three-year arbitrated renewal agreement, effective from June 1, 2019 to May 31, 2022.
  Wage increases of 1% on June 1 of each year.

October 2021

• Toronto Housing Corporation and CUPE Local 79 (approximately 605 employees)
  A five-year renewal agreement, effective from January 1, 2020 to December 31, 2024.
  Wage increases of 1% in each of first three years and 1.75% in the fourth and final years.
• Participating Nursing Homes and Ontario Nurses Association (approximately 2,679 employees)
  A central arbitration award issued for 184 (for profit) nursing homes, effective from July 1, 2021 to June 30, 2024.
  Wage increases of 1.75% on July 1 of each year.
• Participating Charitable Nursing Homes and Ontario Nurses Association (approximately 267 employees)
  A central arbitration award issued for 15 (non-profit) nursing homes, effective from July 1, 2021 to June 30, 2024.
  Wage increases of 1% on July 1 of each year.
• Vita Community Living and Mens Sana Families for Mental Health and SEIU Local 1 (approximately 400 employees)
  A three-year renewal agreement, effective from January 1, 2020 to December 31, 2022.
  Wage increases of 1% in each year.

September 2021

• University of Western Ontario (support staff) and University of Western Ontario Staff Association (approximately 840 employees)
  A three-year renewal agreement, effective from July 1, 2021 to June 30, 2024.
  Wage increases of 1% on July 1^st of each year.
• London Public Library Board and CUPE Local 217 (approximately 218 employees)
  A three-year renewal agreement, effective from January 1, 2020 to December 31, 2022.
  Wage increases of 0% in the first year, 3% in the second year, and 2% in the third year.
• Participating Hospitals and Ontario Nurses Association (approximately 65,000 employees)
  A central arbitration award issued for 131 hospitals, effective from June 8, 2021 to March 31, 2023.
  Wage increase of 1% on April 1, 2022.

August 2021

• City of Markham (inside/outside) and CUPE Local 905 (outside: approximately 194 employees, inside: approximately 171 employees)
  Two, four-year renewal agreements, effective from April 1, 2020 to March 31, 2024.
  Wage increases of 1.25% in the first and second years, 1.75% in the third year, and 2% in the final year.
• Regional Municipality of Waterloo (office/clerical/technical) and CUPE Local 1883 (approximately 918 employees)
  A three-year renewal agreement, effective from July 1, 2020 to June 30, 2023.
  Wage increases of 1.5% in the first year, 1.7% in the second year, and 1.75% in the third year.
• Carleton University (academic staff/librarians) and Carleton University Academic Staff Association (approximately 970 employees)
  A three-year renewal agreement, effective from May 1, 2021 to April 30, 2024.
  Wage increases of 1% on May 1^st of each year.
• Liquor Control Board of Ontario (LCBO) and OPSEU (approximately 6,109 employees)
  A three-year renewal agreement, effective from April 1, 2021 to March 31, 2024.
  Wage increases of 1% on April 1 of each year.

July 2021

• City of Ottawa (inside/outside) and CUPE Local 503 (approximately 6,700 employees)
  A five-year arbitrated renewal agreement, effective from January 1, 2020 to December 31, 2024.
  Wage increases of 1.8% in the first and fourth years, 1.5% in the second year, 1.75% in the third year, and 2% in the final year.
• Addiction Mental Health Services (Kingston Frontenac Lennox and Addington) and OPSEU Local 489 (approximately 211 employees)
  A three-year renewal agreement, effective from April 1, 2021 to March 31, 2024.
  Wage increases of 1% on April 1 of each year.
• County of Hastings and OPSEU, Local 496 (approximately 161 employees)
  A four-year renewal agreement, effective from January 1, 2021 to December 31, 2024.
  Wage increases of 1.5% in the first and third years, 1.6% in the second year, and 1.75% in the final year.
• York University and CUPE, Local 3903 (unit 1: approximately 2,000 employees; unit 2: approximately 1,100 employees)
  Two, three-year renewal agreements, effective from September 1, 2020 to August 30, 2023.
  Wage increases of 1% on September 1 of each year.

June 2021

• Benevolent Society "Heidehof" for the Care of the Aged and CLAC Local 30 (approximately 160 employees)
  A three-year arbitrated renewal agreement, effective from April 1, 2020 to March 31, 2023.
  Wage increases of 1% on April 1 of each year.
• Corporation of the County of Grey (Lee Manor Home for the Aged) and OPSEU Local 299 (approximately 210 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2020 to December 31, 2022.
  Wage increases of 1.62% on January 1 of each year.
• Ryerson University and Ryerson Faculty Association (approximately 995 employees)
  A three-year arbitrated renewal agreement, effective from July 1, 2020 to June 30, 2023.
  Wage increases of 1% on July 1 of each year.
• Regional Municipality of Peel (public works) and CUPE, Local 966 (approximately 286 employees)
  A three-year renewal agreement, effective from February 1, 2019 to January 31, 2023.
  Wage increases of 1.75% on February 1 of each year.

May 2021

• Ontario College of Arts & Design and OCADU Faculty Association (approximately 587 employees)
  A three-year arbitrated renewal agreement, effective from July 1, 2020 to June 30, 2023.
  Wage increases of 1% on July 1 of each year.
• Council of Academic Hospitals of Ontario (Ontario Teaching Hospitals) and PARO (approximately 5,200 residents)
  A three-year arbitrated renewal agreement, effective from July 1, 2020 to June 30, 2023.
  Wage increases of 1% each year.
• Glebe Centre Inc. and CUPE Local 3302 (approximately 375 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2019 to December 31, 2021.
  Wage increases of 1% on January 1 of each year.