This issue of LockTalk contains additional updates regarding the implementation of the arbitration award for the Correctional Bargaining Unit.
Wages
We can confirm the following timeline for implementation of the new wage grids as provided by the Employer:
Pay date: March 14, 2024
Revision to salary rates including:
- January 1, 2022, 2023 and 2024 across the board for all COR employees except nurses
- 1% special adjustment for Correctional Supervisor, Correctional Officer, Youth Worker and Probation Officer classifications effective January 1, 2022
- January 1, 2022 and January 1, 2023 across the board for COR nurses.
Pay date: March 28, 2024
Retroactive payments for all active COR employees.
Note: Employees who are in Nurse classifications will only receive retroactive payments related to the January 1, 2022 and January 1, 2023 adjustments. The April 1, 2023 and January 1, 2024 retroactive payments, as applicable, will be processed at a later date following the implementation of the respective salary adjustments.
Pay dates: April 11, April 25, May 9, May 23, 2024
Retroactive payment corrections and clean up for active COR employees
Pay dates: June 6, June 20, 2024
Retroactive payment for inactive/terminated COR employees
Retroactive payment corrections and clean-up for inactive/terminated COR employees
The Employer has advised that they are also currently working on implementation of the adjustments with OPTrust to ensure that the updated wages are implemented with our pension plan.
LTIP benefits
The Employer has advised that they will be adjusting LTIP benefit payments as follows:
- January 1, 2022 – 3.0 % increase
- January 1, 2023 – 3.5 % increase
- January 1, 2024 – 3.0 % increase
Retroactive payments will need to be processed by the insurer once this information is received from the Employer.
WSIB benefits
We are currently in the process of clarifying the implications of the increases on those members receiving WSIB benefit payments. Updates will be provided when available.
Nurse classification wage grids
The parties remain in discussion regarding the implementation and finalization of wage grids for the nurse classifications. Updates will be provided when available.
Merit increases for fixed-term employees
In 2016 the Union grieved the Employer’s practice in applying merit increases for fixed-term employees under Article 31A.2.3. Once an employee reached the required number of hours to move to the next step on their wage grid (1,725.50 or 1,904 hours) the Employer was not immediately moving them to the next step, but rather applying the increase on the first day of the following month.
In March 2021, the arbitrator found that the Union was estopped from making this claim for the duration of the 2018-2021 Collective Agreement as this practice had been ongoing for a lengthy period of time.
During this round of bargaining, the Bargaining Team advised the Employer that upon an arbitration award the Union would be enforcing article 31A.2.3 such that employees would progress through the salary range as soon as they have completed the minimum hours (1,725.50 or 1,904 hours).
The Employer has now advised that they will be following the language outlined in Article 31A.2.3. This means that for employees who fulfil the eligibility requirements for salary progression will have their new rate of pay applied to the next scheduled shift as opposed to the first of the month.
Experience credit for nurses – LOU
The parties remain in discussion on implementation of the new Letter of Understanding on Experience Credit for Nurses. Details on the process to make the request for this adjustment will be provided when available.
Military service leave
The parties have a tentative agreement on the implementation of the enhancements to the current military service leave language. Once finalized, updates will be provided.
Recruitment and staffing, Article 6, 56, new appendix on reach-back and Appendix 39
Discussions on implementation to these changes remain ongoing between the parties. Updates will be provided when available.
Benefits booklet
The parties remain in discussion on updating the benefits booklet. Once this is finalized it will be distributed to the field.
In solidarity,
Janet Laverty, Bargaining Team Chair
Adam Cygler, Bargaining Team Vice-Chair
