Click here to download the PDF.
At the end of mediation dates in February 2026, the Employer indicated that in order to provide a response to the proposals under discussion, they needed more time to seek instructions. At that time, the Bargaining Team agreed to schedule a third day of mediation as – although the parties were far apart on key issues – the Employer signalled that they would be able to move on their positions.
Our bargaining unit’s issues are complex and not easily resolved in arbitration. It is the responsibility of the Bargaining Team to continue discussions and push the Employer to get their final position, with the goal of bringing back the best deal possible to members for consideration. We saw no risk in scheduling an additional mediation date and in continuing these discussions, as the parties had agreed to secure an arbitration date.
On April 6, 2026, with the assistance of Mediator Mark Wright, the Bargaining Team attempted to build on the discussions and proposals from the previous mediation dates with the Employer. Unfortunately, as the day progressed, the Bargaining Team could no longer engage in negotiations with the Employer, as it was clear that the parties were at impasse.
On April 7, 2026, the parties met with the Conciliation Officer appointed by the Ministry of Labour, Immigration, Training and Skills Development. At this meeting, the Union requested a “no-board report” – the formal step required to identify that the parties are at impasse in negotiations, to move forward to arbitration.
Key takeaways from this round of bargaining are:
- The Employer has little understanding of the challenges their employees face on the front lines – nor any willingness to address those challenges.
- The Employer continues to seek deep concessions on the backs of members rather than addressing their decades of mismanagement of resources and neglect.
- The Employer is intent on keeping wages stagnant and is not willing to address special adjustments, despite wages falling further and further behind our comparators.
- Despite rising costs, the Employer wants to limit access to benefit improvements, keeping them out of reach of members.
Rather than taking the opportunity to work collaboratively to improve workplace morale, address the underlying issues within institutions and offices, and offer fair wages and benefits, the Employer is intent on worsening working conditions. Their plan can only lead to increased turnover as employees seek out better opportunities; more unwell employees; and, ultimately, more toxic workplaces.
Make no mistake, the next time this Employer tells you that you are valued and your mental health matters – they do not care.
Next Steps
Your Bargaining Team is working closely with the legal team to prepare for arbitration. This involves finalizing the legal brief and reviewing relevant arbitration decisions. As with previous rounds, releasing the Union’s positions ahead of the arbitration process would provide an advantage to the Employer to prepare their response. The Bargaining Team remains committed to releasing the briefs following the arbitration date on August 17, 2026.
Remember: LockTalk is your only official source of accurate bargaining information. If you have questions, please contact the bargaining team at [email protected]
In solidarity,
Janet Laverty, Chair, Correctional Bargaining Team
Adam Cygler, Vice-Chair, Correctional Bargaining Team