In PSLRTAs and mergers, CUPE has an amazing track record of pulling the best language out of ALL collective agreement and fighting and winning those improvements
When you cast your ballot and choose your union it’s not about which agreement has the best language pre-merger. No one union has the best language. What matters is who will harmonize that language and achieve the best outcome for you.
CUPE has the history, the resources and the strength to do this.
| CUPE | ONA | |
| Sick Time/IIP | 1.5days/month Accrue up to 378 days Up to 14hrs/yr for personal emergency leave Can use sick time for medical or dental appointments. The employer pays the first 1.5 hours for medical appointments, then sick days can be used to top-up. |
FT – 20 sick days/yr, 10 for non STD qualifying and 10 for STD qualifying PT – 10 sick days/yr, 5 for non STD qualifying and 5 for STD qualifying STD – after 10 100% paid sick days, they transfer to STD which is a sliding scale of 100% and 70% paid time |
| Hours of Work | 40hr work week 35hour work week Two 15 min breaks May flex time of up to 30 minutes |
2 weeks notice for change in work schedule
Regular FT – 70 hours/2 weeks, 35 hrs/wk Two 10 min breaks 1hr meal period, unpaid. Ability to adjust work hours by 1/2hr with approval and take 1/2hr meal period May flex time of up to 1 hour for medical appointments |
| Overtime | Excess of regular work day, week – 1.5x Sunday 2x |
After 40 hours, 1.5x |
| Vacation | New – 1 ¼ day/month up to 15 days 1-5yrs – 3 weeks 6yrs – 4 weeks 11yrs – 5 weeks 19yrs – 6 weeks |
less than 1-3yrs – 15 days 3-14yrs – 20 days 14-19yrs – 25 days 19-25yrs – 30 days 25+yrs – 35 day |
| Layoff and recall | By knowledge, efficiency and the capability to perform the work in question then seniority
Laid off in reverse order of their seniority and shall be recalled in order of their seniority. Notice – 1-8weeks depending on seniority Bumping process License suspension – ability to work in position that doesn’t require license if available before layoff |
Reverse seniority within status, job classification and position Notice – 4 weeks Recall – by seniority |
| Job Evaluation | CUPE has a joint job evaluation process with the Employer that ensures fair and equitable pay across different jobs. The Joint Job Evaluation process establishes a consistent pay grade structure and adjusts pay levels when job duties significantly change or new jobs are created. The Job Evaluation process is overseen by a joint committee made up of equal CUPE and Employer representatives. If the committee cannot reach an agreement, the matter proceeds to an arbitration where the decision is final and binding. The overall goal is to ensure fair, transparent, and equitable compensation based on the value of the work performed. |
No Specific Protections |
| Holidays | 1. New Years’ Day 2. Family Day 3. Good Friday 4. Easter Monday 5. Victoria Day 6. Canada Day 7. Civic Holiday 8. Labour Day 9. National Day of Truth and Reconciliation 10. Thanksgiving Day 11. Remembrance Day 12. Christmas 13. Boxing Day Half day before Xmas and New Years – only paid for half day |
1. New Years Day 2. Civic Holiday 3. Good Friday 4. Labour Day 5. Easter Monday 6. Canada Day 7. Thanksgiving Day 8. Victoria Day 9. Christmas Day 10. Boxing Day Half day before Xmas and New Years – only paid for half day Working on holiday: |