Bargaining update: Tentative Agreement reached with MPAC

OPSEU/SEFPO Sector 16 Property Assessment members at the Municipal Property Assessment Corporation have successfully negotiated a new tentative 4-year collective agreement in advance of the December 31, 2022 expiry of the current collective agreement. Please be advised of the following town hall and ratification vote dates:

  • Town Hall – January 10
  • Ratification Vote – January 12-13

Further details and links for these dates will be provided in the New Year.

Click here for the Memorandum of Settlement.

“On behalf of the bargaining team, I am pleased to announce our newly negotiated tentative 4 year agreement. This deal comes at the heels of the ruling that saw Bill 124 declared ‘void and of no effect’. It has allowed us to secure one of the highest wage jumps we’ve had in a single year, at 3.2%. The bargaining team pushed to scrub this agreement clean of Bill 124, though the employer was firm on including language to address the possibility of an appeal being upheld. Nevertheless, we were able to establish conditional wage structures that avoids reopening wages in the future. We are also pleased to see, among other gains, improved health benefits, a home office equipment provision, and the introduction of Cultural Day, a chosen paid day off to observe a culturally significant event of personal importance.

This was the result of considerable effort and the commitment of a member-driven bargaining team. I am extremely proud and thankful to our members and OPSEU/SEFPO leaders who all played a part in making this possible. I invite you to please review the tentative agreement and to reach out to me if you have any questions.”
– David Lynch, Bargaining Team Chair

“This agreement demonstrates the potential that comes from workers standing together, both in the courts and at the bargaining table. Together, we took back our right to free and fair collective bargaining, and Sector 16 Property Assessment members were able to achieve tremendous gains to wages and improvements to quality of life. OPSEU/SEFPO will continue to fight against Bill 124. Thank you to the bargaining team for working tirelessly on members’ behalf!”
– JP Hornick, OPSEU/SEFPO President

“Congratulations to the bargaining team on this tentative agreement! These gains will have a positive impact on the well-being and security of OPSEU/SEFPO members, and recognize their contribution and value. The agreement will set a precedent for members’ rights and labour relations for years to come!”
– Laurie Nancekivell, OPSEU/SEFPO First Vice President/Treasurer

Detailed Breakdown


As of this writing, Bill 124 is void and of no effect as a result of a ruling that was released on November 29. The provincial government has indicated interest to appeal, and has until December 29, 2022 should they go through with their intent. Therefore, we negotiated two salary schedules in the case the appeal is upheld:

If Bill 124 is to remain in effect:

– January 1, 2023 – 1%
– January 1, 2024 – 1%
– January 1, 2025 – 1%
– January 1, 2026 – 3.2%

If Bill 124 is void and has no effect:

– January 1, 2023 – 2.9%
o 1.75% in wages + an additional 0.15% in wages in lieu of health benefit improvements + 1%
– January 1, 2024 – 2.9%
o 1.75% in wages + an additional 0.15% in wages in lieu of health benefit improvements + 1%
– January 1, 2025 – 2.95%
o 1.75% in wages + an additional 0.20% in wages in lieu of health benefit improvements + 1%
– January 1, 2026 – 3.2%


Effective January 1, 2023
– Safety Shoes
o Reimbursement for CSA approved footwear has been increased to $150 from $125.
– Medical Notes
o This change provides for an increase in reimbursement for requested medical notes, to $25 from $20. The language has also been expanded to allow for sick notes drafted by nurse practitioners to also qualify for reimbursement.
– Home office Equipment Expenses
o We had considerable discussions with the employer about the evolving nature of work as employees finding themselves working in non-MPAC office locations throughout the week require home office equipment that would normally be available to them in an MPAC office. The employer will now provide to permanent active employees, or employees on approved leave, a total of up to $200 towards the purchase of an office chair, computer monitor or monitor stand/mount or combination thereof over the lifetime of the agreement. Purchases eligible for reimbursement must have been purchased between January 1, 2023, and December 31, 2023.

Effective January 1, 2024
– Health Benefit Plan
o The range of care under article 26.04 Health Benefit Plan will include Social Worker (with a Master of Social Work). The provision of Social Worker to this article offers more options for psychotherapy and testing services when access to care is being considered. Expanding this definition also means having the option to consider costs against type of care most beneficial to one’s needs.

Effective January 1, 2026
– Prescription Eyewear
o Coverage for prescription eyewear or laser eye surgery will increase to $450 from $400 over a two year period.
– Continuous Glucose Monitoring
o A new provision in the Health Benefit Plan will introduce Continuous Glucose Monitoring (CGM) reimbursement to an annual maximum of $3000 for the device and $2400 for the sensor.

Cultural Day

As of January 1, 2026, each active permanent employee who has passed their probationary period will be provided with one paid day off per year to observe a day of personal significance, such as a day related to their personal faith or that of cultural importance, or other meaningful day they choose to recognize.

Gender Neutral Language and Inclusivity

In an effort to create a more inclusive interpretation of the collective agreement, gender-neutral language has replaced terms that would otherwise discriminate against those who do not fall into a gender binary paradigm.

Vacancies, Promotions, and Reassignment

The list of advertised positions in the Letter of Understanding regarding Vacancies, Promotions, and Reassignments has been significantly expanded to help increase transparency and communication between the employer and employees, as well as to stress advertising of positions and the union’s entitlement to information.


Due to availability, the list of Arbitrators has been updated:

Louisa Davie, Robert Howe, Brian Keller, John Stout, and Gail Misra have been removed and replaced with Joseph Carrier, Russell Goodfellow, Mark Wright, and Elaine Newman.

Personnel File

Access to personnel files previously limited to in-person examinations are now also available to be looked at virtually, further removing barriers which limit accessibility.

Flexible Work Pilot

Discussions were held about whether the Flexible Work pilot program would be made permanent, as well as to establish a deadline for its conclusion. A firm deadline of December 31, 2023 has been set, and the parties will continue discussions in the interim.

In solidarity,
David Lynch, L409, Bargaining Team Chair –
Mark Hotte, L409, Bargaining Team Vice-Chair –
Robert Fong, L312, Bargaining Team Member –
Paul Leslie, L312, Bargaining Team Member –
Jeff Thompson, L322, Bargaining Team Member –