Announcements

February 2024

• University Health Network (Princess Margaret Radiation Therapy) and Ontario Nurses’ Association (approximately 194 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2020 to December 31, 2022. Wage increases of 1.75% in the first year, 2% in the second year, and 4.25% in the third year of the collective agreement. Lump sum payment for eligible employees.
• Scarborough Health Network (paramedical) and OPSEU, Local 575 (approximately 1,102 employees)
  A three-year renewal agreement, effective from April 1, 2022 to March 31, 2025. Wage increases of 4.75 % in the first year, 3.5% in the second year, and 3.0% in the third year of the collective agreement. Additional increase of 1.75% to the maximum rate of the central Registered Technologist and above grids effective September 1, 2023. Lump sum payment for eligible employees.
• University of Toronto (casual unit) and United Steelworkers, Local 1998 (approximately 5,424 employees)
  A three-year renewal agreement, effective from July 1, 2023 to June 30, 2026. Minimum rate of pay increased to $18.00/hour on July 1, 2023, retroactive for employees actively employed on date of ratification, $19.00/hour on July 1, 2024, and $20.00/hour on July 1, 2025. For employees on wage grid, wage increases of 9% on July 1, 2023, 2% on July 1, 2024, 1.8% on July 1, 2025.
• Aurora Resthaven and Christian Labour Association of Canada, Local 304 (approximately 183 employees)
  A two-year arbitrated renewal agreement, effective from June 1, 2022 to May 31, 2024. Wage increases of 3% on June 1 of each year. Prior to general wage increase on June 1, 2022, wage adjustment of $0.50/hour for RPN, $3.00/hour Permanent Wage Enhancement for the PSW. $0.25/hour for Maintenance classification on effective date of award.
• Regional Municipality of York and CUPE, Local 905 (approximately 519 employees)
  A two-year arbitrated renewal agreement, effective from April 1, 2020 to March 31, 2022. Wage increases of 1.75% on April 1 of each year. Special wage adjustment of $3.00/hour permanent PSWs increase prior to general wage increase on April 1, 2020.
• Schlegel Villages Inc. and Service Employees International Union, Local 1 (approximately 2,219 employees)
  A two-year arbitrated renewal agreement, effective from April 1, 2022 to March 31, 2024. For LTCHs: wage increases of 3% on April 1 of each year. Special wage adjustments of $0.50/hour for RPNs, $0.25/hour for Cook II and Maintenance on April 1, 2022 and prior to the general wage increase, additional $3.00/hour (Permanent Wage Enhancement) for PSWs on April 21, 2022, and $0.25/hour for Cook II and Maintenance on April 1, 2023 and prior to the GWI. For Retirement Homes: wage increases of 3% in the first year and 3.5% in the second year. Special wage adjustments of $0.25/hour for PSWs and Cook effective April 1, 2022, 2023, and prior to GWI.
• Maple Lodge Farms Ltd. and United Food and Commercial Workers, Local 175 (approximately 1,303 employees)
  A three-year renewal agreement, effective from October 13, 2023 to October 12, 2026. Wage increases of $1.15/hour in the first year, $0.70 in each of the second and third years of the collective agreement. Effective date of ratification, a special one-time adjustment of $0.40/hour to eligible employees.
• Moulure Alexandria Moulding Inc. and United Steelworkers (approximately 311 employees)
  A three-year renewal agreement, effective from December 10, 2023 to December 9, 2026. Wage increases of 8% in the first year and 4% in each the second and third years of the collective agreement.

January 2024

• Halton Regional Police Service Board and Halton Regional Police Association (approximately 696 uniform and 277 civilian employees)
  Two 12-month arbitrated renewal agreements, effective from January 1, 2023 to December 31, 2023. Wage increase of 3.5% on January 1, 2023.
• City of Windsor and Windsor Professional Fire Fighters’ Association (approximately 315 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2020 to December 31, 2022. Wage increases of 1% on January 1, 2020, 1.5% on July 1, 2020, 1% on January 1, 2021, 1.25% on July 1, 2021, 1% on January 1, 2022, and 1% on July 1, 2022.
• City of Kitchener and Kitchener Professional Firefighters’ Association (approximately 233 employees)
  A four-year renewal agreement, effective from January 1, 2023 to December 31, 2026. Wage increases of 2.95% in each of the first two years, 2.85% in the third year, and 2.75% in the fourth year.
• Brightshores Health System (office and clerical) and OPSEU, Local 260 (approximately 242 employees)
  A two-year arbitrated renewal agreement, effective from October 1, 2021 to September 30, 2023. Wage increases of 4.75% in the first year and 3.5% in the second year.
• CSH Brant LTC Inc. Brant Centre Long-Term Care Facility and Christian Labour Association of Canada, Local 302 (approximately 173 employees)
  A two-year arbitrated renewal agreement, effective from September 12, 2022 to September 11, 2024. Wage increases of 3% on September 12 of each year. Before the application of general wage increase, a special adjustment of $0.50/hour for RPN and 2% for Housekeeping, Laundry, and Dietary Aide. $0.15/hour for Personal Care Provider and $3.00/hour for PSW are to be rolled into the wage rates prior to the general wage increase.

December 2023

• Ontario Government (correctional services) and OPSEU (approximately 8,500 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2022 to December 31, 2024. Wage increases of 3% in each of the first and third years and 3.5% in the second year for all classifications except nurses. Special adjustments of 1% for the Correctional Officers, Youth workers, Probation Officers/Probation and Parole Officers on January 1, 2022. Nurses will receive wage increases of 3% in each of the first and third years and 0.875% in the second year, and a new wage grid effective April 1, 2024. Additional of $2 per hour to all steps for RPN on January 1, 2024 prior to general wage increase. Effective January 1, 2024, elimination of the first three steps of the Correctional Supervisor wage grid.
• Ontario College Of Art & Design University and OPSEU, Local 576 (approximately 495 employees)
  A three-year renewal agreement, effective from June 1, 2021 to May 31, 2024. Wage increases of 1% on June 1, 2021, 1% on June 1, 2022, 1% on January 1, 2023, 1.5% on June 1, 2023 and 1.5% on January 1, 2024.
• Trent University (unit 1, part-time instructors) and CUPE, Local 3908 (approximately 377 employees)
  A four-year renewal agreement, effective from September 1, 2023 to August 31, 2027. Wage increases of 3% each year. Market adjustment of 4% for Course Instructors only on January 1, 2024.
• City of Ottawa (summer employment – aquatics Branch) and CUPE, Local 503 (approximately 904 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 fifth year. Effective April 1, 2024, wage adjustments of $1 and $2.50 based on job classification.
• Metro Ontario (Food Basics) and United Food and Commercial Workers, Local 175 (approximately 7,729 employees)
  A five-year renewal agreement, effective from August 20, 2023 to August 19, 2028. Wage increases of $1.50 at date of ratification, $0.50 on January 14, 2024, $0.75 on February 16, 2025, $0.70 on February 15, 2026, $0.70 on February 14, 2027 and $0.35 on February 13, 2028 for all full-time at end rates. Non-student part-time employees who are at or above end rate will receive $1 at date of ratification, S0.50 on January 14, 2024 and February 16, 2025, $0.45 on February 15, 2026, $0.40 on Feb 14, 2027 and $0.35 on February 13, 2028. Signing bonus of $1,000 for active full-time employees who are on the payroll, $500 for active part-time employees who are at or above end rate, and $100 for all other active part-time employees.
• Community Living Brant and CUPE, Local 181 (approximately 203 employees)
  A two-year renewal agreement, effective from April 1, 2023 to March 31, 2025. Wage increases of 0.75% on April 1, 2023, 1% on October 1, 2023 and 2% on April 1, 2024.
• Ontario Power Generation Inc. (Nuclear/Non-Nuclear) and Society of United Professionals, Local 160 (approximately 3,443 employees)
  A two-year arbitrated renewal agreement, effective from January 1, 2024 to December 31, 2025. Wage increases of 3.75% in the first year and 3.25% in the second year. Administrative adjustment of 1% effective January 1, 2024.

November 2023

• Stellantis (FCA Canada Inc.) and Unifor, various locals (approximately 7,920 production and maintenance employees)
  A three-year renewal agreement, effective from September 19, 2023 to September 20, 2026. Wage adjustment includes a productivity and quality bonus of $10,000 for eligible full-time employees and $4,000 for temporary part-time employees, wage increases of 10% in the first year, 2% in the second year, 3% in the third year. Additional adjustment of 2.75% on September 25, 2023 and 2.5% on September 22, 2025 for skilled trades. A COLA fold-in of $1.21 in current base wage rate with a COLA float of $0.05 and reactivation of the Cost of Living Allowance in December 2024.
• Town of Oakville and CUPE, Locals 136 and Local 1329 (approximately 265 outside employees and 325 inside employees)
  Two, four-year renewal agreements, effective from February 16, 2023 to February 15, 2027. Wage increases of 3.25% in each of the first three years, 3% in the fourth year, and a signing bonus of $750 for each permanent employee as of date of ratification.
• No Frills Franchise Stores and Unifor, Local 414 (approximately 1,050 employees)
  A five-year renewal agreement, effective from October 22, 2023 to October 21, 2028. Wage increases of $1.00 effective first full pay week following ratification, $0.50 on April 21, 2024, $0.50 on April 20, 2025, $0.45 on April 19, 2026, $0.40 on April 18, 2027 and $0.35 on April 23, 2028 applicable to full-time and part-time employees who are at or above the end rate of pay. Additional increases of $0.50 effective date of ratification, $0.25 on April 20, 2025, $0.25 on April 19, 2026 and $0.30 on April 18, 2027 applicable to the end rates of the full-time wage progression. A signing bonus of $400 for all active full-time employees, $300 for part-time employees who are at or above the end rate, and $100 for all other part-time employees.
• Ontario Energy Board and Society of United Professionals, Local 160 (approximately 164 employees)
  A three-year renewal agreement, effective from April 1, 2022 to March 31, 2025. Wage increases of 3% in the first two years and 2% in the third year.
• City of Hamilton (Transit Division - Hamilton Street Railway) and Amalgamated Transit Union, Local 107 (approximately 897 employees)
  A four-year renewal agreement, effective from January 1, 2023 to December 31, 2026. Wage increases of 3.75% in the first year and 3% in each of the second, third and fourth years. Signing bonus of $750.00 for eligible employees.
• Community Living Greater Sudbury and OPSEU, Local 676 (approximately 209 employees)
  A three-year renewal agreement, effective from April 1, 2023 to March 31, 2026. Wage increases of 2% on April 1 of each year.
• Unionville Home Society (Union Villa) and CUPE, Local 3744 (approximately 154 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2021 to December 31, 2023. Wage increases of 1.5% in the first year and 3.5% in the second and third years. Effective April 21, 2022, wage enhancement for the PSW. Effective date of the award, special wage adjustment of $1.00/hour for RPN.
• Regional Municipality of Niagara (Paramedics and EMS Communications) and CUPE, Local 911 (approximately 460 employees)
  A three-year arbitrated renewal agreement, effective from September 29, 2020 to September 28, 2023. Wage increases of 1.75% in each of the first two years, 2.3% in the third year and 1.5% effective date of the award.

October 2023

• General Motors of Canada and Unifor, various locals (approximately 4,280 employees)
  A three-year renewal agreement, effective from September 19, 2023 to September 20, 2026. Wage increases of 10% in the first year, 2% in the second year and 3% in the third year, additional wage adjustment of 2.75% on September 24, 2023 and 2.5% on September 21, 2025 for skilled trades and a productivity and quality bonus of $10,000 for eligible full-time employees and $4,000 for temporary part-time employees. COLA fold-in of $1.21 in current base wage rate with a COLA float of $0.05. Reactivation of the Cost of Living Allowance in December 2024.
• Council of Trustees’ Associations (Educational/Professional Support Personnel) and Elementary Teachers Federation of Ontario (approximately 3,500 employees)
  A four-year renewal agreement reached in central bargaining, covering approximately 3,500 educational and professional support workers including educational assistants and early childhood educators in various school boards, effective from September 1, 2022 to August 31, 2026. Wage increases of $1.00 each year.
• Arbour Heights Long Term Care and Labourers’ International Union of North America, Local 3000 (approximately 180 employees)
  A two-year arbitrated renewal agreement, effective from February 16, 2020 to February 15, 2022. Wage increases of 1.5% on February 16 of each year. Effective date of the award, special wage adjustments of $0.30/hour for RPNs and $0.25/hour for Housekeeping, Dietary and Laundry.

September 2023

• Ford Motor Company of Canada and Unifor, various locals (approximately 5,500 employees)
  A three-year renewal agreement, effective from September 19, 2023 to September 20, 2026. Wage adjustment includes a productivity and quality bonus of $10,000 for all eligible full-time employees and $4,000 for eligible temporary part-time employees, a COLA fold-in of $1.21 in current base wage rate with a COLA float of $0.05, wage increases of 10% in the first year, 2% in the second year and 3% in the third year, and additional wage adjustment of 2.75% on September 25, 2023 and 2.5% on September 22, 2025 for skilled trades. Reactivation of the Cost of Living Allowance (COLA).
• Participating Hospitals (Northern Ontario) and Unifor, arious locals (approximately 1,900 employees)
  A centrally negotiated settlement for a total of 14 two-year renewal agreements covering approximately 1,900 RPNs, and service, office and paramedical employees at ten hospitals, effective from October 11, 2021 to October 10, 2023. Wage increases of 4.75% in the first year and 3.5% in the second year. Effective April 1, 2022, wage enhancement for personal support workers ($2 for hospital and $3 for LTC).
• Ottawa Hospital (office/service/trades/tech/RPN) and CUPE Local 4000 (approximately 3,576 employees)
  A two-year arbitrated renewal agreement, effective from September 29, 2021 to September 28, 2023. Wage increases of 4.75% in the first year and 3.5% in the second year. New pay scale for RPNs effective date of the award.
• City of Hamilton (inside/outside) and CUPE Local 5167 (approximately 3,200 employees)
  A four-year renewal agreement, effective from January 1, 2023 to December 31, 2026. Wage increases of 3.75% in the first year and 3% in each of the second, third and fourth years of the agreement.
• Hydro Ottawa and International Brotherhood of Electrical Workers, Local 636 (approximately 380 employees)
  A four-year renewal agreement, effective from April 1, 2023 to 31 March 2027. Wage increases of 3% on April 1, 2023, 1.5% (non-compounded) on October 1, 2023, 2% on April 1, 2024, 1.5% (non-compounded) on October 1, 2024, 3.25% on April 1, 2025 and 3.25% on April 1, 2026.
• Hydro One Inc. and Society of United Professionals (approximately 2,082 employees)
  A 30-month renewal agreement, effective from April 1, 2023 to September 30 2025. Wage increases of 4.5% on April 1, 2023, 4% on April 1, 2024 and 3.5% on April 1, 2025.
• University of Toronto (staff appointed) and United Steelworkers Local 1998 (approximately 5,438 employees)
  A three-year renewal agreement, effective from July 1, 2023 to June 30, 2026. Wage increases of 9% in the first year, 2% in the second year and 1.8% in the third year.
• Pipe Line Contractors Association of Canada and International Union of Operating Engineers Local 793 (approximately 850 employees)
  A five-year renewal agreement, effective from May 1, 2023 to April 30, 2028. Wage increases of 4% in each of the first three years, 3.5% in the remaining two years, representing a total wage package increase of 19% over the term of the agreement.

August 2023

• Regional Municipality of Waterloo (Office, Clerical/Technical) and CUPE Local 1883 (approximately 860 employees)
  A three-year renewal agreement, effective from July 1, 2023 to June 30, 2026. Wage adjustment of $1.00 and wage increases of 3% in the first year, and 2.25% in each of the subsequent years.
• City of Greater Sudbury (outside) and CUPE Local 4705 (approximately 523 employees)
  A four-year renewal agreement, effective from April 1, 2023 to March 31, 2027. Wage increases of 3% on April 1 of each year.
• Hydro One CSO (Customer Service Operations) and Power Workers’ Union, CUPE, Local 1000 (approximately 320 employees)
  A three-year renewal agreement, effective from October 1, 2022 to September 30, 2025. Wage increases of 4.5% on October 1, 2022, 4% on October 1, 2023, and 3.5% on October 1, 2024.

July 2023

• City of Oshawa (inside) and CUPE Local 251 (approximately 314 employees)
  A three-year renewal agreement, effective from January 1, 2023 to December 31, 2025. Wage increases of 3% in the first year and 2.5% in each of the second and third years.
• City of Greater Sudbury (inside/EMS) and CUPE, Local 4705 (approximately 1,000 employees)
  A four-year renewal agreement, effective from April 1, 2023 to March 31, 2027. Wage increases of 3% each year.
• OMNI Health Care (Almonte Country Haven/Kentwood Park/Maplewood/Rosebridge Manor/Westlake Terrace) and United Food and Commercial Workers, Local 175 (approximately 286 employees)
  A two-year arbitrated renewal agreement, effective from May 1, 2022 to April 30, 2024. General wage increases of 3.25% on May 1, 2022, 0.25% on November 1, 2022, 3.25% on May 1, 2023, and 0.25% on November 1, 2023. Special adjustment of $0.75 on May 1, 2022 and $0.50 on May 1, 2023 (before the general wage increase) for the Registered Practical Nurses.
• Community Living Toronto and Canadian Union of Public Employees, Local 2191 (approximately 498 full-time and 437 part-time employees)
  A three-year renewal agreement, effective from April 1, 2021 to March 31, 2024. The agreement includes $1,000 for full-time employees and $750 for part-time/relief employees (who are actively employed on date of ratification and were employed on 31 March 2021) in each of the first two years, and general wage increase of 2% in the third year for both full-time and part-time employees (retro-pay for employees employed on ratification). Effective April 1, 2023, special adjustment of $3.00 per hour for Early Childhood Consultant.
• Participating Hospitals and Ontario Nurses Association (approximately 65,000 employees)
  A central arbitration award issued for 127 hospitals, effective from April 1, 2023 to March 31, 2025. The two-year arbitrated settlement includes a new wage grid for the Registered Nurses effective April 1, 2023 and across-the-board wage increases of 3.5% on April 1, 2023, and 3% on April 1, 2024.
• Hydro One Inc. and Power Workers’ Union, CUPE, Local 1000 (approximately 5,500 employees)
  A 30-month renewal agreement, effective from April 1, 2023 to September 30, 2025. Wage increases of 4.5% on April 1, 2023, 4% on April 1, 2024, and 3.5% on April 1, 2025.

June 2023

• City of Greater Sudbury (Volunteer Firefighters) and Christian Labour Association of Canada Local 920 (approximately 240 employees)
  A five-year renewal agreement, effective from January 1, 2020 to December 31, 2024. Wage increases of 2% in the first four years and 2.25% in the fifth year.
• City of Cambridge (outside) and CUPE, Local 32 (approximately 160 employees)
  A four-year renewal agreement, effective from January 1, 2022 to December 31, 2025. Wage increases of 2.5% in the first and fourth years and 2.1% in the second year. Implementation of a 3-step wage grid on January 1, 2024.
• York University (office, clerical and laboratory – Unit 2) and York University Staff Association (approximately 500 employees)
  A three-year renewal agreement, effective from March 1, 2022 to February 28, 2025. Wage increases of 3.5% in each year.
• Bruce Power LP and Society of United Professionals (approximately 1,264 employees)
  A three-year renewal agreement, effective from January 1, 2023 to December 31, 2025. Wage increases of 3% in the first and second years and 2% in the third year.
• County of Grey (Lee Manor Home for the Aged) and OPSEU, Local 299 (approximately 236 employees)
  A one-year renewal agreement, effective from January 1, 2023 to December 31, 2023. Wage increases of 3% on January 1, 2023 and $3.00 PSW wage enhancement prior to any adjustments.
• Lynwood Charlton Centre and OPSEU, Local 262 (approximately 163 employees)
  A two-year renewal agreement, effective from April 1, 2022 to March 31, 2024. Wage increases of 1% on April 1, 2022 and 3% on April 1, 2023.
• City of Burlington (transit operators/maintenance) and CUPE, Local 2723 (approximately 150 employees)
  A four-year renewal agreement, effective from July 1, 2022 to June 30, 2026. Wage increases of 3% on July 1 of each year, and additional adjustment $0.11 for Operators and $0.15 for Maintenance in July of 2024.
• Options Northwest (part-time) and Unifor, Local 229 (approximately 178 employees)
  A three-year renewal agreement, effective from April 1, 2023 to March 31, 2026. Wage increases of 2.25% in the first year and 1.75% in each of the second and third years.

May 2023

• City of St. Catharines (outside) and CUPE, Local 150 (approximately 162 employees)
  A three-year renewal agreement, effective from January 1, 2022 to December 31, 2024. Wage increases of 3% in each year.
• City of St. Catharines (inside) and CUPE, section locale 157 (approximately 152 employees)
  A three-year renewal agreement, effective from January 1, 2022 to December 31, 2024. Wage increases of 3% in each year.
• County of Lambton (Lambton Meadow Villa/North Lambton Lodge) and CUPE, Local 2557 (approximately 264 employees)
  A two-year arbitrated renewal agreement, effective from January 1, 2021 to December 31, 2022. Wage increases of 1.9% on January 1, 2021, 2% on January 1, 2022, 0.75% in 2022 - Pay Period 14.
• Regional Municipality of Waterloo (transit services) and Unifor, Local 4304 (approximately 700 employees)
  A three-year renewal agreement, effective from May 1, 2023 to April 30, 2026. Wage increases of 3% on May 1, 2023 and $1.00/hour market adjustment to all classifications, 2.25% on May 1, 2024, and 2.25% on May 1, 2025.
• Extendicare (Canada) Inc. and CUPE, various locals (approximately 1,519 employees covered by 10 agreements)
  An arbitrated award involving a total of ten renewal 24-month collective agreements, effective from January 1, 2022 to December 31, 2023. Wage increases of 3.5% on January 1 of each year and integration of wage enhancement for the PSWs into the wage grid on April 21, 2022.

April 2023

• Toronto Metropolitan University (office) and OPSEU (approximately 1,800 employees)
  A three-year renewal agreement, effective from July 1, 2022 to June 30, 2025. Wage increases of 3.5% in the first year and 3% in each of the subsequent years, and a one-time lump sum payment of $675 for eligible employees.
• Carleton University (Teaching Assistants) and CUPE, Local 4600 (approximately 2,667 employees)
  A three-year renewal agreement, effective from September 1, 2022 to August 31, 2025. Wage increases of 3% in each year and a parity adjustment of 1.5% in each year for the undergraduates.
• Carleton University (Contract Instructors – Unit 2) and CUPE, Local 4600 (approximately 900 employees)
  A three-year renewal agreement, effective from September 1, 2022 to August 31, 2025. Wage settlement includes a one-time market adjustment of 5.5% on September 1, 2022, wage increases of 2.5% on January 1, 2023, 3% on September 1, 2023, and 3% on the following year.
• County of Frontenac (Paramedics) and OPSEU, Local 462 (approximately 170 employees)
  A four-year renewal agreement, effective from January 1, 2021 to December 31, 2024. Wage increases of 2% in each of the first two years, 2.8% in the third year, and 2.3% in the fourth year.

March 2023

• Queen’s University (Faculty/Librarians/Archivists/Adjuncts) and Queen’s University Faculty Association (approximately 1,500 employees)
  A three-year renewal agreement, effective from July 1, 2022 to June 30, 2025. Wage increases of 3.5% in the first year and 3% in each of the subsequent years.
• Laurentian University (Graduate Teaching Assistants) and CUPE, Local 5011 (approximately 233 employees)
  A 58-month renewal agreement, effective from September 1, 2021 to June 30, 2026. Wage increases of 2% on January 1, 2023, 2% on July 1, 2023, 2% on July 1, 2024, and 3% on July 1, 2025.
• Loblaws Companies Ltd (Thunder Bay Real Canadian Superstore) and United Food and Commercial Workers, Local 1006A (approximately 365 employees)
  A five-year renewal agreement, effective from March 13, 2022 to March 14, 2027. Wage increases of $0.70/hour Sunday following date of ratification, $0.50/hour on March 12, 2023, $0.40/hour on March 10, 2024, $0.35/hour on March 9, 2025, $0.35/hour on March 15, 2026 for active employeesat top or above the wage rate as of ratification 2023. Lump sum payments for eligible employees.
• Sofina Foods (Brampton) and Teamsters Local 419 (approximately 596 employees)
  A three-year renewal agreement, effective from March 1, 2023 to February 28, 2026. Wage increases of $0.85 in the first year and $0.60 in each of the second and third years.
• Highbury Canco Corporation (Leamington Operations) and United Food and Commercial Workers, Local 175 (approximately 414 employees)
  A four-year renewal agreement, effective from January 1, 2023 to December 31, 2026. Wage increases of $2.00 (except grade 6 employees receive $2.50) at ratification date, $0.15 in the second year, $0.20 in the third year, $0.35 in the fourth year, and a signing bonus of $450 for eligible employees.
• Salvation Army Meighen Health Centre and Service Employees International Union, Local 1 (approximately 181 employees)
  A two-year renewal agreement, effective from August 19, 2022 to August 18, 2024. General wage increases of 3% on August 19 of each year. Special wage adjustment of $0.15 in year 1 and year 2 for all classifications before general wage increase (except for personal support workers).
• City Of Cornwall (Glen-Stor-Dun Lodge) and CUPE, Local 1792 (approximately 156 employees)
  A four-year renewal agreement, effective from April 1, 2021 to March 31, 2025. Wage increases of 2.5% in each of the first two years and 3% in each of the third and fourth years. Additional wage increases of $1/hour effective April 1, 2021 and $0.50/hour effective April 1, 2023 for the RPN.

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.