Announcements

July 2024

• Ontario Government (Uniform and Civilian) and Ontario Provincial Police Association (approximately 6,204 uniform and 3,276 civilian employees)
  Two, four-year renewal agreements, effective from January 1, 2023 to December 31, 2026. Wage increases of 4.75% in the first year, 4.5% in the second year and 2.75% in each of the two subsequent years of the agreement. Effective January 1, 2025, special adjustment for eligible employees, to be applied prior to the January 1, 2025 salary increase.
• Liquor Control Board of Ontario and OPSEU (approximately 10,229 employees)
  A three-year renewal agreement, effective from April 1, 2024 to March 31, 2027. Wage increases of 3% in the first year, 2.75% in the second year, and 2.25% in the third year of the agreement.
• Laurentian University (Office/Maintenance/Operations) and Laurentian University Staff Union (approximately 236 employees)
  A three-year renewal agreement, effective from July 1, 2024 to June 30, 2027. General wage increase of 4% in each of the three years of the agreement.
• Toronto Metropolitan University (Faculty/Librarians) and Toronto Metropolitan University Faculty Association (approximately 1,013 employees)
  A three-year arbitrated renewal agreement, effective from July 1, 2023 to June 30, 2026. Wage increases of 3.5% in the first year and 3% in each of the second and third years of the agreement.
• City of Hamilton and Hamilton Professional Fire Fighters Association, Local 288 (approximately 550 employees)
  A four-year arbitrated renewal agreement, effective from January 1, 2023 to December 31, 2026. Wage increases of 3.28% in the first year, 2.94% in the second year and 2.85% in the third and fourth years of the agreement.
• Mississauga Public Library Board and CUPE, Local 1989 (approximately 387 employees)
  A four-year renewal agreement, effective from April 1, 2023 to March 31, 2027. Wage increases of 3% in each year.
• Ottawa Hospital (Office/Service/Trades/Technicians/RPN) and CUPE, Local 4000 (approximately 4,400 employees)
  A two-year renewal agreement, effective from September 29, 2023 to September 28, 2025. Wage increases of 3% in each year.
• Montfort Hospital (Office/Clerical) and CUPE, Local 4721 (approximately 238 employees)
  A two-year renewal agreement, effective from September 30, 2023 to September 29, 2025. Wage increases of 3% in each year.
• Regional Municipality of Niagara (Senior Services Division - Homes) and CUPE, Local 1263 (approximately 1,414 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2023 to December 31, 2025. Wage increases of 3.5% on January 1 of each year.

June 2024

• Toronto Transit Commission and Amalgamated Transit Union, Local 113 (approximately 12,000 employees)
  A three-year renewal agreement, effective from April 1, 2024 to March 31, 2027. Wage increases of 4.79% in the first year, 4.25% in the second year and 4% in the third year of the agreement.
• Children’s Hospital of Eastern Ontario – Ottawa Children’s Treatment Centre (service/clerical) and Labourers’ International Union of North America, Local 3000 (approximately 726 employees)
  A three-year arbitrated renewal agreement, effective from April 1, 2022 to March 31, 2025. Wage increases of 3.5% in the first year and 3% in each of the second and third years of the agreement.
• Council of Trustees Associations and Education Workers’ Alliance of Ontario (approximately 6,000 employees)
  A four-year arbitrated renewal agreement, effective from September 1, 2022 to August 31, 2026. Wage increases of $1/hour in each year of the agreement.
• County of Frontenac (Fairmount Home for the Aged) and CUPE, Local 2290 (approximately 312 employees)
  A two-year arbitrated renewal agreement, effective from January 1, 2022 to December 31, 2023. Wage increases of 3.5% on January 1 of each year. Wage adjustment of $2.00/hr for RPN effective the date of award and Personal Wage Enhancement for the PSWs on April 21, 2022.
• Granite Ridge Care Community Sienna Senior Living Inc. and Healthcare, Office and Professional Employees’ Union, Local 2220, United Brotherhood of Carpenters and Joiners of America (approximately 257 employees)
  A two-year arbitrated renewal agreement, effective from April 1, 2023 to March 31, 2025. Wage increases of 3% on April 1 of each year. Special wage adjustment of $3.00/hour for Personal Support Workers, $0.50/hour for Registered Nurses and Registered Practical Nurses, $0.30/hour for Cook including Red Seal Cook, $0.50/hour for Housekeeping and Laundry Aides and for Dietary Aides effective as of April 1, 2023, prior to the general wage increase.
• Broadview Foundation (Chester Village) and CUPE, Local 3224 (approximately 230 employees)
  A two-year arbitrated renewal agreement, effective from January 1, 2022 to December 31, 2023. Wage increases of 3.5% on January 1 of each year. Special wage adjustment of $3.00/hr for RPN effective the date of award, Permanent Wage Enhancement (PWE) for the PSWs on April 21, 2022. Bill 124 wage reopener: Retroactive wage increases of 0.5% on January 1, 2019, January 1, 2020 and January 1, 2021, in addition to the 1% general wage increases previously awarded.
• Ontario Agency for Health Protection and Promotion (Public Health Ontario) and Association of Management, Administrative and Professional Crown Employees of Ontario (approximately 195 employees)
  A three-year arbitrated renewal agreement, effective from April 1, 2022 to March 31, 2025. Wage increases of 3% in the first and third years and 3.5% in the second year of the agreement.
• City of Hamilton (supervisors) and CUPE, Local 1041 (approximately 350 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 the second, third and fourth years of the agreement.
• City of London (outside) and CUPE, Local 107 (approximately 805 employees)
  A four-year renewal agreement, effective from January 1, 2024 to December 31, 2027. Wage increases of 3.5% in the first year and 3% in the second and third years, and 2.7% in the fourth year of the agreement.

May 2024

• University of Western Ontario (Graduate Teaching Assistants) and Public Service Alliance of Canada, Local 610 (approximately 2,500 employees)
  A four-year renewal agreement, effective from September 1, 2023 to August 31, 2027. Wage increases of 3% on January 1, 2024, 3% on September 1, 2024, 2.5% on September 1, 2025, and 2% on September 1, 2026.
• Town of Whitby (part-time) and CUPE, Local 53 (approximately 180 employees)
  A three-year renewal agreement, effective from June 1, 2023 to May 31, 2026. Wage increases of 3.5% in the first year and 3% in each of the second and third years of the collective agreement.
• Ontario Public School Boards’ Association (Teachers and Occasional Teachers) and Elementary Teachers’ Federation of Ontario (approximately 80,000 employees)
  A four-year arbitrated renewal agreement, effective from September 1, 2022 to August 31, 2026. Wage increases of 3% in the first two years, 2.75% in the third year, and 2.5% in the fourth year of the collective agreement.
• Ontario Public School Boards’ Association (Teachers and Occasional Teachers) and Ontario Secondary School Teachers’ Federation (approximately 42,000 employees)
  A four-year arbitrated renewal agreement, effective from September 1, 2022 to August 31, 2026. Wage increases of 3% in the first two years, 2.75% in the third year, and 2.5% in the fourth year of the collective agreement.
• Participating Nursing Homes and Ontario Nurses Association (approximately 2,755 employees)
  A central arbitration award issued for 208 nursing homes, effective from July 1, 2024 to June 30, 2026. The two-year arbitrated settlement includes a new wage grid for the Registered Nurses effective July 1, 2024 and across-the-board wage increases of 3% on July 1 of each year.

April 2024

• City of Ottawa and Civic Institute of Professional Personnel (approximately 2,775 employees)
  A three-year arbitrated renewal agreement, effective from January 1, 2023 to December 31, 2025. Wage increases of 2.5% in each year.
• University of Ottawa (Teaching/Research Assistant, Tutor, Marker, Lab Monitor, Demonstrator, Proctor) and CUPE, Local 2626 (approximately 2,700 employees)
  A three-year renewal agreement, effective from September 1, 2022 to August 31, 2025. Wage increases of 3.5% in the first year, 3% in the second year, and 2.5% in the third year of the collective agreement. Additional salary adjustment of 5.5% for a total of 8.5% for the moderation period from September 1, 2019 to August 31, 2022 (1% in 2019, 2% in 2020 and 2.5% in 2021).
• Regional Municipality of Durham (Works Department) and CUPE, Local 1785 (approximately 408 employees)
  A three-year renewal agreement, effective from April 1, 2023 to March 31, 2026. Wage increases of 3.75% in the first year, 3.25% in the second year, and 3% in the third year of the collective agreement.
• Participating Hospitals and CUPE (approximately 36,000 employees)
  A central arbitration award issued for 52 participating hospitals, covering RPNs, service and office employees, effective from September 29, 2023 to September 28, 2025. Across-the-board wage increase of 3% in each of the two years of the collective agreement.
• Participating Hospitals and Service Employees International Union (approximately 16,000 employees)
  A central arbitration award issued for 32 participating hospitals, covering RPNs, service, office, and technical employees, effective from January 1, 2024 to December 31, 2025. Across-the-board wage increase of 3% in each of the two years of the collective agreement.
• The Crown/Council of Trustees’ Associations (support staff) and Ontario Secondary School Teachers’ Federation (approximately 16,000 employees)
  A four-year arbitrated settlement, effective from September 1, 2022 to August 31, 2026. Wage increase of $1.00/hour each year.

March 2024

• University of Ottawa (IT Professionals) and Professional Institute of the Public Service of Canada (approximately 290 employees)
  A three-year renewal agreement, effective from May 1, 2023 to April 30, 2026. Wage increases of 3.5% in the first year, 3% in the second year, and 2.5% in the third year of the collective agreement. Additional wage increases for each year of the collective agreement expiring April 30, 2023 (impacted by Bill 124): 1% on May 1, 2020, 1.25% on May 1, 2021, and 2% on May 1, 2022.
• City of Thunder Bay (Inside/Outside) and CUPE, Local 87 (approximately 663 employees)
  A four-year renewal agreement, effective from January 1, 2023 to December 31, 2026. Wage increases of 3% in the first year, 3.5% in the second year, and 3% in each of the third and fourth years of the collective agreement. The general wage increases in the second and third years do not apply to employees in specific classifications receiving a wage adjustment on January 1, 2024 and January 1, 2025.
• University of Toronto (Unit 1) and CUPE, Local 3902 (approximately 4,300 employees)
  A three-year renewal agreement, effective from January 1, 2024 to December 31, 2026. General wage increases of 9% in the first year, 2% in the second year, and 1.8% in the third year of the collective agreement. Retroactive to January 1, 2024, a one-time special adjustment to the Course Instructor full course rate after the application of the general wage increase. Effective, May 1, 2024, additional stipend for eligible Course Instructor.
• University of Toronto (casual unit) and CUPE, Local 3261 (approximately 306 employees)
  A three-year renewal agreement, effective from July 1, 2023 to June 30, 2026. Across-the-board wage increases of 5.7% in the first year, 2% in the second year, and 1.8% in the third year. After the application of the ATB increase, hourly wage rates below $18 on July 1, 2023, $19 on July 1, 2024 and $20 on July 1, 2025 shall be further increased to $18/hour, $19/hour and $20/hour respectively.
• St Lawrence Lodge and CUPE, Local 2107 (approximately 180 employees)
  A two-year arbitrated renewal agreement, effective from April 1, 2022 to March 31, 2024. General wage increases of 3.5% on April 1 of each year and additional wage adjustment of $3.00/hr for RPN on April 1, 2022 (after GWI). Permanent Wage Enhancement included in the PSW's wage grid on April 21, 2022.

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.