Lump sums substituted for wage increases
In keeping with the Ontario government’s wage restraint policy, the Centre for Addiction and Mental Health negotiated an agreement with Local 500 of the Canadian Union of Public Employees with no wage increases for two years. It does, however, have lump sums of one per cent of the previous year’s earnings in the first and second years.
In addition to the wage increases, benefit cost-sharing goes from 75 per cent/25 per cent to 80/20. Shift and weekend premiums increase by 10¢ per year.
Finally, the hospital will reimburse pharmacists for 85 per cent of the cost of upgrading their credentials after the Ontario government raised qualifications for the profession.
A specific union demand was the conversion of temporary and contract employees to regular status. Some members were reportedly “already entering their 15th year of precarious work.” Under the new agreement, they will achieve regular status after 48 months of continuous employment.
At the Dominion Group in Toronto and Mississauga, rather than adding language on harassment and discrimination, the parties have decided to reference the company’s “Civil, Respectful Workplace Policy.” If the employee’s issue cannot be solved by the internal procedure, it can still be grieved.
The first arbitration digest deals with a sexist remark made by an employee during a meeting. Because the grievor had previously been disciplined for similar remarks, the employer decided that he was creating a “poisoned work environment” and terminated him.
The union called it a “gross overreaction.”
