April – June 2026

This report summarizes 36 HLDAA interest arbitration decisions issued between March and June 2026, covering 22 retirement home decisions and 15 long-term care home decisions. The report opens with a wage award trends analysis comparing these decisions to our report in the Spring Edition of the Pulse. Each case summary sets out the employer and bargaining unit, the term of the collective agreement, the key provisions awarded, and the board’s rationale.

 

Wage Award Trends Analysis

Overall Wage Pattern

The 3.5% annual general wage increase (GWI) continues to be the firmly established norm across both the retirement home and long-term care sectors for the 2025–2026 and 2026–2027 contract years, confirming the pattern that was identified in our report in the Spring Edition of the Pulse for the 2024–2025 and 2025–2026 contract years. Arbitrators have consistently rejected employer arguments that deteriorating economic conditions or fiscal constraints justify departing from this sectoral pattern. The uniformity of the 3.5% norm has, if anything, strengthened: where the earlier collection noted occasional departures in 2024–2025 (e.g., ONA-pattern RN units at 3.0%), the current collection of April–June 2026 awards shows near-universal adherence to 3.5% across all union affiliations and bargaining unit compositions.

Retirement Homes

The retirement home decisions in this collection continue the trends identified in our report in the Spring Edition of the Pulse. Key observations:

• GWI Pattern: The 3.5% annual GWI for the 2025–2026 and 2026–2027 contract years is universal across all retirement home awards in this collection. No arbitrator departed from this norm despite employer submissions regarding economic uncertainty, labour market conditions, or institutional financial pressures.
• Mid-Term 1% Increase: Consistent with our report in the Spring Edition of the Pulse, no retirement home award in the April–June 2026 period included the additional 1% mid-term increase originating from the SEIU Master Award. This distinction between retirement homes and long-term care homes remains firmly established.
• Classification-Specific Adjustments: In the 2025–2027 agreements, RPN adjustments remain common, with amounts typically ranging from $0.50 to $1.50 per hour. Minimum-wage floor corrections for dietary, housekeeping, and attendant classifications continue to appear in multiple awards.
• Benefit Improvements: Vision care increases (typically from $200–$300 to $350–$450), paramedical benefit increases, and mental health coverage improvements appear frequently in 2025–2027 agreements. These are incremental rather than transformative.
• Premium Increases: Weekend and shift premium increases of $0.05–$0.15 per hour are common in 2025–2027 agreements, continuing the gradual upward trend observed since 2023.
• First Collective Agreements: Several cases (Gardens of Wasaga Beach, Bay Haven) involve first or early collective agreements effective from 2023–2025, with arbitrators applying the same 3.5% wage norm from the outset rather than graduating new units into the pattern.
• Pension/RRSP: Several 2025–2027 awards introduced or increased RRSP contributions (typically $0.10–$0.25/hr), reflecting a growing trend toward retirement savings provisions in this sector.

Long-Term Care Homes

The long-term care decisions continue to track the SEIU Master Award pattern (Participating Nursing Homes and Service Employees’ International Union Local 1, Canada, 2024 CanLII 108262 (ON LA), Arbitrator Stout). That award established the following wage structure for 2024 and 2025: a 3.5% general wage increase effective in year one of the agreement; a 1.0% additional increase six months into the term; and a 3.5% general wage increase effective in year two. For homes with collective agreements commencing in 2025 and extending into 2026 or 2027, the same 3.5% / 1.0% / 3.5% structure is being replicated with a one-year lag. Boards in the April–June 2026 period have continued to track this pattern, with multiple boards expressly rejecting employer arguments that changed economic circumstances justify departing from it. Key observations:

• GWI Pattern: The 3.5% annual GWI for 2025–2026 and 2026–2027 remains the universal norm for LTC homes, replicating the rate established for 2024 and 2025 by the SEIU Master Award. No departure was awarded.
• Mid-Term 1% Increase: The additional 1.0% mid-term increase—payable six months into the agreement—originating from the 2024 SEIU Master Award continues to be a contested issue. Awards in this April–June 2026 collection generally continue to grant the 1.0% where the SEIU Master pattern applies, maintaining the distinction from retirement homes (where the mid-term 1.0% is not awarded).
• RPN Special Adjustments: The SEIU Master Award also established classification-specific RPN adjustments of $1.00/hr per year (not to exceed the Extendicare adjusted maximum rate). In the 2025–2027 agreements in this collection, RPN adjustments of $1.00–$2.00/hr remain near-universal in LTC awards, with several boards aligning RPN rates to the SEIU-Extendicare Master top rates.
• Permanent Wage Enhancement (PWE): Implementation issues regarding the provincial PWE (introduced in 2022) continue to generate supplementary awards in 2026 (River Glen, Shelburne Residence), confirming this as an ongoing source of dispute in the sector.
• Non-Wage Improvements: Incremental improvements in vision care, weekend premiums, sick leave provisions, and bereavement leave language in 2025–2027 agreements are consistent with our report in the Spring Edition of the Pulse. The pace of non-wage improvement has not accelerated.
• Compression and Grid Adjustments: Several 2025–2027 awards addressed wage grid compression (reducing the number of steps) and implementing step-specific adjustments to align with comparator grids.

 

Retirement Homes

1. Northdale Manor v CUPE, Local 5056

CanLII Citation: 2026 CanLII 29897 (ON LA)

Date: April 2, 2026

Arbitrators

Norm Jesin (Chair)

Jeffery Sack K.C. (Union Nominee)

Yves Campeau (Employer Nominee)

Description of Employer

Northdale Manor, a charitable retirement home in Temiskaming Shores, Ontario, operated on a not-for-profit charitable basis.

Employees Covered

Retirement home employees represented by CUPE Local 5056.

Duration of Collective Agreement

April 2025 to March 2027 (two-year renewal agreement)

What Was Awarded

• General wage increases of $1.00 flat rate in each year.
• National Day for Truth and Reconciliation added as a paid holiday.
• New weekend premium of $0.20/hr introduced.
• Pension contribution introduced at a 1% contribution level effective March 2027.

Rationale

The board took into account the criteria set out in s. 9(1.1) of HLDAA and the principles generally considered by boards of arbitration – most notably, replication.

Dissents

Both nominees dissented in part. The employer nominee referenced a new “general wage increase trend of 2%” and the fact that the employer tabled the $1.00 increase (which exceeded both past and current trends) on the basis that there would be no introduction of a pension plan.

 

2. Southbrook Retirement Inc. v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 30067 (ON LA)

Date: April 2, 2026

Arbitrators

Christopher Albertyn (Chair)

Simran Prihar (Union Nominee)

Ryan Wood (Employer Nominee)

Description of Employer

Southbrook Retirement Inc., operating a 117-suite retirement residence in Brampton, Ontario.

Employees Covered

67 employees, working as cooks, dishwashers, dietary, RPNs, PSWs, social assistants, hairdressers, and receptionists.

Duration of Collective Agreement

January 2024 to December 2025 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• First step removed from the wage grid (entry-level adjustment).
• Extended health benefit increased to $350 per person (from $300) with annual maximum of $2,000.
• Uniform allowance increased ($10 for full-time/$6 for part-time).
• Weekend premium increased by $0.20/hr.
• New night shift premium of $0.10/hr introduced.

Rationale

The Board considered the relevant statutory and jurisprudential factors, particularly replication, with reference to comparability, total compensation and demonstrated need.

Dissents

The union nominee dissented on the minimum wage indexing issue, arguing the award did not adequately address the relationship between the wage grid and minimum wage adjustments.

 

3. Richmond Hill Retirement Residence v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 30872 (ON LA)

Date: April 7, 2026

Arbitrators

Daniel Randazzo (Chair)

Irv Kleiner (Employer Nominee)

Simran Prihar (Union Nominee)

Description of Employer

Richmond Hill Retirement Residence is located in Richmond Hill, Ontario. It can accommodate two hundred and sixty residents in one hundred and thirty suites. The Employer provides a range of care and personal services including, nursing care, assistance with bathing, personal hygiene, continence and dressing. The Employer provides chef-prepared dining, life enrichment activities, while providing for a café, library, piano lounge, movie theatre and Billard room. The staff provides 24-hour care and medication assistance. The Employer is operated under the Verve Senior Living umbrella and is managed by Diversicare Canada Management Services Co.

Employees Covered

Retirement home employees including full-time and part-time workers consisting of Cooks, Dining service Attendants/Hostess, Dishwashers, Housekeepers, UCP’s, RSAs, and RPNs. There are 18 full-time employees, 20 part-time employees and 14 casual employees.

Duration of Collective Agreement

January 2023 to December 2024 (two-year renewal agreement, now expired)

What Was Awarded

• General wage increases of 3.5% in each year.
• RPN special wage adjustment of $3.00/hr applied as $1.50 each year.
• Resident Services Attendant (RSA) special wage adjustment of $0.25/hr.
• Elimination of the existing start wage for all positions.
• Weekend premium increased by $0.10 to $0.40/hr.
• New night shift premium of $0.15/hr introduced.
• Vision benefit increased to $300.
• Paramedical benefit increased to 100% to a maximum of $400 per practitioner per year.
• Vacation entitlement extended to five weeks after 15 years of service.

Rationale

The elimination of the starting rated in the collective agreement addressed the ongoing issue of the starting wages flirting with the statutory minimum standards.

Dissents

Both the employer nominee and union nominee dissented in part.

 

4. Embassy West Senior Living v CUPE, Local 503

CanLII Citation: 2026 CanLII 32985 (ON LA)

Date: April 10, 2026

Arbitrators

Jesse Kugler (Chair)

Joe Herbert (Union Nominee)

Irv Kleiner (Employer Nominee)

Description of Employer

Embassy West Senior Living, a 108-bed retirement residence in Ottawa, Ontario, It is licenced as a retirement home under the Retirement Homes Act and is under contract with the Government of Nunavut to provide long-term care services to residents of Nunavut. As of July of 2025, Embassy West had a total of 78 residents, 16 of whom are from Ontario and 62 are from Nunavut. Approximately five (5) of the sixteen (16) Ontario residents are “fully independent.” The care and services provided to Embassy West’s Nunavut residents are funded by the Nunavut Government pursuant to a Long-Term Care Service Delivery Agreement. It is agreed that Embassy West’s Nunavut residences receive a “higher level of care.”

Employees Covered

Activities Assistants, Cooks, Dishwashers, Waiter/Waitress, Drivers, Front Desk Receptionists, Housekeeping/Laundry, Maintenance/Handyman, Personal Support Workers, Unregulated Care Providers, Registered Practical Nurse and Clinical Nurse/Charge Nurses.

Duration of Collective Agreement

August 2022 to August 2026 (four-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each of four years.
• PSW special wage adjustment of $3.00/hr.
• RPN special wage adjustment of $0.50/hr.
• Housekeeping/Laundry special wage adjustment of $0.50/hr.
• Nursing Homes and Related Industries Pension Plan (NHRIPP) , being a multi-employer plan introduced with initial 1% contribution rate.
• Shift premium increased to $0.35/hr.
• Weekend premium increased by $0.25/hr.
• Benefit improvements including extended health.
• Ability to use sick leave, vacation, lieu time if a period of self-isolation required by the Employer is not covered by WSIB.
• Minimum time off between consecutive shifts language introduced.

Rationale

The key issue was whether LTC or retirement sector comparators were appropriate; the board ruled that given the level of care provided at Embassy West, LTC comparators were the correct benchmark. This determined the applicable pattern for wages and benefits, including the NHRIPP pension and the substantial PSW special wage adjustment to achieve parity with LTC sector PSW rates. The four-year term reflected the exceptional circumstances of the pandemic period and the need for stability.

Dissents

Both the employer nominee and union nominee dissented. The union nominee sought higher increases and more benefit improvements; the employer nominee opposed the introduction of the NHRIPP at that time.

 

5. Chartwell Lord Lansdowne and Duke of Devonshire Retirement Residences v UFCW, Local 175

CanLII Citation: 2026 CanLII 42858 (ON LA)

Date: May 6, 2026

Arbitrators

Jesse Kugler (Chair)

Wassim Garzouzi (Union Nominee)

Terry McCarthy (Employer Nominee)

Description of Employer

Two Chartwell-operated retirement residences: Lord Lansdowne Retirement Residence and Duke of Devonshire Retirement Residence, both in the Ottawa area.  Lord Lansdowne is a for-profit 123-suite retirement home.  The Duke of Devon was also a for-profit retirement home that closed in 2025.

Employees Covered

Unregulated Care Providers, Personal Support Workers, Cooks, Aides (Dietary, Housekeeping, Maintenance and Activity), Activity Director, and Registered Practical Nurses.

Duration of Collective Agreement

May 2024 to April 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• PSW, RPN, and Maintenance special wage adjustments of $0.50/hr each.
• RRSP employer contribution increased from 2% to 3%.
• Vision benefit increased to $225/24 months.
• Increase of the night shift premium by $0.10 to $0.20/hr.
• New weekend premium of $0.10/hr introduced.
• Vacation entitlement improved.

Rationale

The board applied the general principles of comparability, demonstrated need, total compensation, and gradualism.

Dissents

Both the employer nominee and union nominee dissented in part.

 

6. Don Mills Retirement Residence v United Steelworkers

CanLII Citation: 2026 CanLII 45630 (ON LA)

Date: May 8, 2026

Arbitrators

Eli A. Gedalof (Chair)

Irv Kleiner (Employer Nominee)

Marcelle Goldenberg (Union Nominee)

Description of Employer

Don Mills Retirement Residence, a 134-suite retirement residence in North York (Toronto), Ontario Verve Senior Living. The residence opened in 2023.

Employees Covered

88 employees in the bargaining unit in the RPN, RSA Cert, UCP, Cert Cook, Cook 2, Dining Service + Housekeeping Attendant and Dishwasher (2) classifications.

Duration of Collective Agreement

July 25, 2024 to July 24, 2026 (first collective agreement, two-year term)

What Was Awarded

• Definitions of “full-time”, “part-time” and “casual employee” established.
• New wage grid established for all classifications with adjustments to the bottom steps of the grid and a general wage increases of 3.5% effective July 25, 2024 and 3.5% effective July 25, 2025.
• Weekend premium of $0.10/hr and night shift premium of $0.15/hr (11 pm — 7 am) introduced.
• Vision benefit increased by $50 (from $250 to $300).
• RPN registration reimbursement continued.
• Pension: Steelworkers Pension Plan introduced effective July 1, 2026 with 1% employer and 1% employee mandatory contributions, replacing existing RRSP.
• Pay in lieu of sick leave increased by $0.10/hr to $0.45/hr.
• Replace part-time pro rata arrangement with part-time in-lieu payment of $0.25/hr effective July 1, 2026.
• Overtime threshold set at 75 hours bi-weekly / 7.5 hours daily.
• Seniority accumulation and other foundational articles established.
• Hours of work and scheduling remitted to parties.

Rationale

As a first collective agreement, the board applied the principles that guide first contract arbitration summarized in Forestview Retirement Residence and United Food and Commercial Workers, Local 175, 2021 CanLII 102682 (ON LA): “one must recognize the unique terms and conditions that each home brings into bargaining a first collective agreement and provide incremental movement toward provisions more commonly found in mature collective agreements.”.

Dissents

Both the employer nominee and union nominee dissented, with reasons to follow.

 

7. Fergus Place v LIUNA, Local 3000

CanLII Citation: 2026 CanLII 44824 (ON LA)

Date: May 8/11, 2026

Arbitrators

Jasbir Parmar (Chair)

Robert Kelly (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Fergus Place, a for-profit 50-suite retirement residence in Kitchener, Ontario.

Employees Covered

27 full-time and part-time employees in the following classifications: dietary/housekeeping/laundry; PCA; RPN; UCP; and Assistant Cook..

Duration of Collective Agreement

July 2024 to July 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of $1.00 ATB (across-the-board) effective the date of the award + annual increases of 3.5% effective July 8, 2024 and July 8. 2025.
• Weekend premium increased by $0.15/hr.
• Vision benefit increased to $350.
• CAAT pension issue remitted to the parties.

Rationale

The board applied the usual criteria set out in section 9(1.1) of the Hospital Labour Disputes Arbitration Act (“HLDDA”).

Dissents

All board members concurred (no dissents).

 

8. Four Limited Partnerships c.o.b. as Cité Parkway, Beacon Heights, Chapel Hill and The Courtyards v LIUNA, Local 3000

CanLII Citation: 2026 CanLII 47892 (ON LA)

Date: May 11, 2026

Arbitrators

John Stout (Chair)

Seann McAleese (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Four affiliated retirement residences operating as Cité Parkway (180 suites), Beacon Heights (153 suites), Chapel Hill (157 suites) and The Courtyards (71 suites) in or near Ottawa, Ontario, providing retirement living and personal support services.

Employees Covered

Approximately 400 employees including RPNs, and other service workers (Aides, Cook, Maintenance).

Duration of Collective Agreement

January 2025 – December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Shift premium increased by $0.10/hr.
• Weekend premium increased by $0.10/hr.
• Vision benefit increased by $50.
• Paramedical benefit of $350 per year introduced.
• Casual employee definition language added to collective agreement.

Rationale

The board noted that the replication principle does not equate to “duplication” of other outcomes without consideration of the specific circumstances. However, it saw no reason to deviate from the normative wage increases.

Dissents

Both the employer nominee and union nominee dissented in part.

 

9. Plymouth Cordage Retirement Residence v CUPE, Local 1263-09

CanLII Citation: 2026 CanLII 45953 (ON LA)

Date: May 13, 2026

Arbitrators

Christopher Albertyn (Chair)

Jeffrey Sack, KC (Union Nominee)

Robert Kelly (Employer Nominee)

Description of Employer

Plymouth Cordage Retirement Residence, a retirement residence in Welland, Ontario with 114 suites.

Employees Covered

There are 31 bargaining unit members in the classifications of HCA/PSW, RPN, Housekeeping, Food Prep, Assistant Cook, Server, Recreational Aide and UCP.

Duration of Collective Agreement

January 2025 to December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increase of 3.5% for 2025.
• Introduction of a 2-step wage grid with an unspecified increase applied effective January1, 2026.
• Weekend premium increased by $0.05 to $0.35/hr.
• Vacation entitlement extended to six weeks after 23 years of service.
• Sick leave language updated.
• Dental plan: ODA fee schedule lag removed (current year schedule applies).
• Vision benefit set at $350 per 24 months.

Rationale

None expressly stated.

Dissents

Both the employer nominee and union nominee partially dissented.

 

10. Wallaceburg Retirement Residence v LIUNA, Local 3000

CanLII Citation: 2026 CanLII 45957 (ON LA)

Date: May 13, 2026

Arbitrators

Christopher Albertyn (Chair)

Wassim Garzouzi (Union Nominee)

Robert Kelly (Employer Nominee)

Description of Employer

Wallaceburg Retirement Residence, a retirement home in Wallaceburg (Windsor-Sarnia area), Ontario.

Employees Covered

46 employees including RPNs, Cooks, PSWs, UCPs, Housekeeping and Servers.

Duration of Collective Agreement

January 2025 to December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• New RPN wage grid established.
• Cook and PSW special wage adjustments of $0.25/hr.
• Dietary Aide special wage adjustment of $0.10/hr.
• Schedule posting requirement extended to two weeks’ advance notice.
• Dental coverage Letter of Understanding renewed.
• Increase pension contributions to 3% contribution effective the first pay period after December 31, 2026.
• Sick leave increased from 4 to 6 days per year for full-time employees.
• Weekend premium increased to $0.20/hr.

Rationale

The board applied the relevant statutory and jurisprudential factors.

Dissents

Both the employer nominee and union nominee partially dissented.

 

11. Village on the Thames v CLAC, Local 303

CanLII Citation: 2026 CanLII 45629 (ON LA)

Date: May 15, 2026

Arbitrators

William Kaplan (Chair)

Irv Kleiner (Employer Nominee)

Shalom Schachter (Union Nominee)

Description of Employer

Village on the Thames, a 76-suite retirement residence in Chatham area, Ontario.

Employees Covered

Three full-time, on part-time and two casual RPNs.

Duration of Collective Agreement

April 2025 to March 2027 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Weekend premium increased to $0.15/hr.
• In-lieu benefit payment increased to $0.70/hr.
• Vision benefit increased to $325 per 24 months.
• On-premises meal break pay provision introduced.
• Family Day and Civic Holiday added as paid holidays and float holidays reduced from 4 to 2 (net neutral holiday exchange).

Rationale

The board applied the retirement sector pattern of 3.5% annual increases and rejected the proposition that a new 2% trend for 2026 is emerging.

Dissents

Both the employer nominee and union nominee dissented. The union nominee objected to the award failing to “maintain workers’ purchasing power due to the jump in the cost of living.

 

12. Bay Haven Care Community Inc. v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 47891 (ON LA)

Date: May 19, 2026

Arbitrators

John Stout (Chair)

Irv Kleiner (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Bay Haven Care Community Inc. operates a for-profit retirement and long-term care home in Collingwood, Ontario.  The home has 60 LTC and 41 retirement suites.

Employees Covered

Registered Practical Nurses and Registered Nurses. The SEIU has a mature bargaining relationship with the service employees at the home. The nurses were certified in December 16, 2022 and this is the first collective agreement.

Duration of Collective Agreement

January 9, 2023 to January 8, 2025 (first collective agreement for nurses, two-year term)

What Was Awarded

• RPN and RN wage grids established with general wage increases of 3% in each year of the term.
• The SEIU Master contracting out language included: “The Nursing Home shall not contract-out any work usually performed by members of the bargaining unit if, as a result of such contracting-out, a lay-off of any Employees other than casual part-time Employees results from such contracting-out. Contracting-out to an Employer who is organized and who will employ the Employees of the bargaining unit who would otherwise be laid-off with similar terms and conditions of employment is not a breach of this Agreement.”
• 30 days union leave
• Parental leave as per the SEIU proposal (details not included in the award)
• Hours of work – current practice
• Responsibility Alloance of $8.50 per shift as per the SEIU Master agreement
• Consecutive day premium after 7 days
• Vacations status quo
• Weekend premium of $0.25
• 10 paid holidays and 2 floater holidays
• Benefits status quo except increasing vision care by $50.00.
• Payment in lieu “same amount as SEIU service bargaining unit” (details not included in the award)
• Pension – retain existing RRSP

Rationale

In addition to the HLDDA criteria, the board considered the relevant arbitral jurisprudence and the well-accepted principles applied to interest arbitration, including total compensation, demonstrated need, gradualism and most notably replication as informed by objective comparative evidence.

Dissents

Both the employer nominee and union nominee dissented. The Union nominee objected that substantial comparator increases to the nursing wage grid that were awarded in July 2024 are not reflected in the award.

 

13. Chartwell Avondale Retirement Residence v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 47856 (ON LA)

Date: May 19, 2026

Arbitrators

Eli A. Gedalof (Chair)

Terry McCarthy (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Chartwell Avondale Retirement Residence is a 79-suite retirement home located in the Leslieville neighbourhood of Toronto.  It is one of several Chartwell-operated retirement residences in Ontario, serving as the lead test case in a group of three Chartwell homes arbitrated together.

Employees Covered

The bargaining unit consists of 23 employees in the following classifications: PSWs, UCP’s, RPN, Dietary Aides and Cooks.

Duration of Collective Agreement

January 2025 to December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Special wage adjustment of 2% for Dietary Aides effective October 1, 2025
• Special wage adjustment of 1% for all other classifications except Dietary Aid and RPN effective the date of the award.
• Special wage adjustment of 2% for RPNs effective the date of the award.
• Night shift premium increased to $0.30/hr.
• In-lieu benefit payment increased to $0.30/hr. Vision benefit increased by $50.

Rationale

As the lead test case for three Chartwell homes, the board carefully analyzed the retirement sector pattern and the specific circumstances of the Chartwell homes. The 3.5% general increases replicated the trend in the sector. The special wage adjustments were targeted to address classifications dipping below minimum wage and the trend for RPNs wage increases. The additional 1% special increase is not explained in detail.

Dissents

Both the employer and union nominees dissented.

 

14. Summit Heights Retirement Residence v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 48273 (ON LA)

Date: May 19, 2026

Arbitrators

Jasbir Parmar (Chair)

Lukas Riley (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Summit Heights Retirement Residence is an 181-bed retirement home in Hamilton, Ontario.

Employees Covered

The bargaining unit includes 115 employees. The specific classifications were not included in the award.

Duration of Collective Agreement

First collective agreement.  The term established by the board was 2 years from October 2023 to October 2025.

What Was Awarded

• 5% effective October 20, 2023, and 3.5% effective October 20, 2024
• Lay-off notice language
• No contracting out/work of the bargaining unit language
• Premium of $0.25 per hour (not clear what triggers the premium)
• Holidays as per the union proposal (not including National Truth and Reconciliation Day)
• Vacation 3 weeks at 3 years, 5 weeks at 10 years, 6 weeks at 20 years.
• Benefits status quo
• RRSP matching up to 4%
• 8 sick days for full-time and 6 for part-time
• Other foundational language.

Wage structure with general wage increases set by reference to SEIU retirement sector pattern weekend premium of $0.25/hr vacation entitlement up to six weeks after 20 years of service sick leave provision of 8 days for full-time and 6 days for  part-time employees RRSP employer contribution of 4% paid holidays established (National Truth and Reconciliation Day not included) various foundational language articles.

Rationale

The board applied the HLDDA criteria and the principle of replication.

Dissents

Both the employer nominee and union nominee dissented in part.

 

15. Village on The St. Clair v CUPE, Local 3678

CanLII Citation: 2026 CanLII 46679 (ON LA)

Date: May 20, 2026

Arbitrators

William Kaplan (Chair)

Irv Kleiner (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Village on The St. Clair, a 72-suite retirement residence in Sarnia, Ontario.

Employees Covered

The union represents 10 full-time, 23 part-time and 4 casual employees in “all the usual classifications.”

The parties negotiated a collective agreement but it is rejected by the membership on ratification.  The employer sought an order implementing the settlement.

Duration of Collective Agreement

N/A — board declined to impose terms; entire collective agreement bargaining remitted to parties

What Was Awarded

The board declined to impose the tentative settlement reached by the parties (which contained wage increases of 2.5%+2% along with benefit concessions on the grounds that it was patently unreasonable compared to the prevailing retirement sector pattern. The entire collective agreement was remitted to the parties for fresh bargaining. The board found the settlement fell far short of the normative terms in the sector.

Dissents

The employer nominee dissented. The union nominee partially dissented, arguing that while the board was right to reject the settlement, it should have awarded normative (3.5%) wages rather than remitting.

 

16. Chartwell Hollandview Trail Retirement Residence v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 53088 (ON LA)

Date: June 2, 2026

Arbitrators

Eli A. Gedalof (Chair)

Terry McCarthy (Employer Nominee)

Marcelle Goldenberg (Union Nominee)

Description of Employer

Chartwell Hollandview Trail Retirement Residence is a Chartwell-operated retirement residence with 125 suites in Aurora, Ontario.

Employees Covered

The Union represents a bargaining unit of approximately 84 employees, including 32 full-time, 28 part-time and 24 casual employees, the bulk of whom are in the PSW, Server and Housekeeping/Dishwasher classifications, followed by RPNs and Cooks. The Union also represents Activity Aides, Concierge/Receptionist, Maintenance Aides, and a part-time Dining Room Supervisor.

Duration of Collective Agreement

April 2024 to April 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Wage grid adjustments for Concierge and Housekeeping classifications.
• Special wage adjustment of 1% for PSWs in year two.
• Evening shift premium increased to $0.25/hr.
• Vision benefit increased to $350 every 24 months.
• Pension contribution increased from 3% to 4%.
• In-lieu payment increased to $0.25/hr.

Rationale

The board applied the retirement sector pattern of 3.5% annual increases. Special adjustments for concierge and housekeeping were required to ensure wages kept pace with minimum wage changes and to address recruitment challenges. After considering comparator data for geographically proximate employers, the board found that the 1% adjustment for PSWs to be warranted. The balance of the award “reflects normative incremental improvements to total compensation, in accordance with principles of replication, gradualism and total compensation.”

Dissents

Both the employer nominee and union nominee dissented in part.

 

17. Gardens of Wasaga Beach v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 53061 (ON LA)

Date: June 3, 2026

Arbitrators

Christopher Albertyn (Chair)

Wassim Garzouzi (Union Nominee)

Robert Kelly (Employer Nominee)

Description of Employer

None provided.

Employees Covered

None provided.  The union certified September 2024.

Duration of Collective Agreement

Interim award pending full hearing (full hearing scheduled June 9, 2026); retroactive to September 13, 2024.

What Was Awarded

Interim award only: general wage increase of 3.5% retroactive to September 13, 2024 (date of certification) and a further 3.5% effective September 13, 2025. All remaining collective agreement terms to be determined at the full hearing scheduled for June 9, 2026.

Rationale

As an interim award for a first collective agreement, the board limited itself to establishing the wage rates as the Employer indicated a willingness to pay the increases.

Dissents

Employer nominee Kelly concurred. Union nominee Garzouzi partially dissented.

 

18. The Wellington Retirement Home v UFCW, Local 175

CanLII Citation: 2026 CanLII 53104 (ON LA)

Date: June 4, 2026

Arbitrators

Norm Jesin (Chair)

Wassim Garzouzi (Union Nominee)

Robert Kelly (Employer Nominee)

Description of Employer

The Wellington Retirement Home, a retirement home in Hamilton, Ontario.

Employees Covered

No details provided.

Duration of Collective Agreement

Two-year agreement from June 1, 2025 (interim award issued February 2026 for year one; this final award addresses year two)

What Was Awarded

• Year two general wage increase of 3.5%
• Night shift premium increased by $0.05/hr.
• Weekend premium increased by $0.05/hr.
• Pension Letter of Understanding proposed by the union awarded (no details provided).

Rationale

The board applied the HLDDA criteria.

Dissents

The employer and union nominees dissented.

 

19. Chartwell Empress Kanata Retirement Residence v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 55242 (ON LA)

Date: June 8, 2026

Arbitrators

Eli A. Gedalof (Chair)

Terry McCarthy (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Chartwell Empress Kanata Retirement Residence is a Chartwell-operated retirement residence with 87 suites in Kanata, Ontario.

Employees Covered

The bargaining unit consists of approximately 53 employees, including PSWs, Housekeeping, RPNs, Cooks, Servers, Receptionists, Activity Aides, Drivers, and Licensed Program Aides.

Duration of Collective Agreement

January 2025 to December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Special wage adjustment of 2% across all classification effective the date of the award.
• In-lieu payment increased to $0.30/hr.
• Vision benefit increased by $50.00.
• Union security article updated to include personal email address if available for membership communications.

Rationale

Consistent with the lead Chartwell Avondale award, the board applied the sector pattern of 3.5% general increases. The across-the-board 2% special wage adjustment reflected the board’s finding that the wages lagged behind comparators.

Dissents

Both the employer nominee and union nominee dissented in part.

 

20. Chartwell Riverside Retirement Residence v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 55241 (ON LA)

Date: June 8, 2026

Arbitrators

Eli A. Gedalof (Chair)

Terry McCarthy (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Chartwell Riverside Retirement Residence is a Chartwell-operated retirement residence with 121 suites in London, Ontario.

Employees Covered

The bargaining unit is approximately 50 employees, including PSWs, Dietary Aides, Dishwashers, Housekeeping and Cooks.

Duration of Collective Agreement

January 2025 to December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Special wage adjustment of 2% for Dietary Aides and General Assistants effective the date of the award.
• In-lieu benefit payment increased to $0.30/hr.
• Vision benefit increased by $50.

Rationale

Following the pattern established in the lead Chartwell Avondale award, the board awarded 3.5% general increases. The special wage adjustments for dietary and general assistant classifications were justified based on the wage rates for these positions lagging behind comparators.

Dissents

Both the employer nominee and union nominee dissented in part.

 

21. Bayfield Manor Nursing and Retirement Home v UFCW Canada, Local 175

CanLII Citation: 2026 CanLII 60174 (ON LA)

Date: June 17, 2026

Arbitrators

Jesse Kugler (Chair)

Irv Kleiner (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Bayfield Manor Nursing and Retirement Home is a combined nursing and retirement facility which operates over two sites – Bayfield Manor and Southbridge Kemptville.

Employees Covered

The bargaining unit consists of 224 employees at the Southbridge site and 48 employees at the Bayfield site in the following classifications: RN, RPN, PSW, and Service Staff.

Duration of Collective Agreement

September 2024 to September 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Vacation entitlement increased to six weeks and 12% after 22 years of service.
• Vision benefit increased to $325.
• RRSP employer contribution increased from 2% to 3%.

Rationale

The board applied the statutory factors prescribed by the HLDAA, as well as the principles of comparability, demonstrated need, total compensation, and gradualism.

Dissents

Both the employer nominee and union nominee dissented.

 

22. Hazelton Place Retirement Residence v CUPE

CanLII Citation: 2026 CanLII 63695 (ON LA)

Date: June 26, 2026

Arbitrators

Eli A. Gedalof (Chair)

Irv Kleiner (Employer Nominee)

Jeffrey Sack, K.C. (Union Nominee)

Description of Employer

Hazelton Place Retirement Residence, a 161-suite retirement residence located on Avenue Road in Toronto, Ontario.

Employees Covered

The bargaining unit is approximately 36 full-time and 41 part-time employees, including RPNs, Health Care Aides/Personal Care Workers, Cooks, Receptionists, Housekeeping, Laundry Aides, Food Services Aides and Dishwashers.

Duration of Collective Agreement

January 2025 to December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% in each year.
• Afternoon and night shift premiums increased by $0.10/hr.
• Pension contribution increased by 1%.
• Vision benefit increased by $25.
• Letter of Understanding establishing regarding Unregulated Care Providers (UCP) renewed with an increase to the premium to $1.00/hr.

Rationale

The board applied the HLDDA criteria.

Dissents

Both the employer nominee and union nominee dissented in part.

 

Long-Term Care Homes

23. Township of Osgoode Care Centre v United Steelworkers, Local 8327

CanLII Citation: 2026 CanLII 19364 (ON LA)

Date: March 10, 2026

Arbitrators

Lindsay Lawrence (Chair)

Yves Campeau (Employer Nominee)

Marcelle Goldenberg (Union Nominee)

Description of Employer

Township of Osgoode Care Centre is a 100-bed long-term care centre in Metcalfe, Ontario.

Employees Covered

All classifications not described but award mentions RN, RPN/RAI Coordinators, Nurse Aid/Physio and Cook.

Duration of Collective Agreement

June 2025 to June 2027 (two-year renewal agreement)

What Was Awarded

• General wage increases structured as 3.5% + 1.5% + 2.0% (with a me-too clause tying year 2 to the SEIU Master Agreement 2026 rate if the award is higher).
• RPN and RAI Coordinator special wage adjustments of $1.00/hr in each year.
• Nurse Aide and Physiotherapy staff special wage adjustments of $1.18/hr.
• Cook special wage adjustment of $0.31/hr.
• RN wages set at ONA Central Nursing Home parity effective June 13, 2025.
• Part-time in-lieu increased by $0.10/hr.
• Weekend premium increased to $0.55/hr.
• RN evening and night shift differentials: $1.20/hr.
• RN weekend premium: $1.35/hr.
• Increase to 2 float holidays for part-time employees.
• Extended health benefits fully employer-paid at 100%.
• Vision benefit increased to $400.

Rationale

The board applied established principles which include replication, comparability, demonstrated need, and total compensation. They sought to replicate the agreement that these parties would most likely have reached had they been able to do so in free collective bargaining. Consideration was given to the SEIU Master Agreement between SEIU and the Participating Nursing Homes (a group of 96 nursing homes in the province that bargain together, the “SEIU Master”), including the most recent award in Participating Nursing Homes v Service Employees’ International Union Local 1, Canada, 2024 CanLII 108262 (ON LA), as well as to other long term care home comparators, and the ONA Master agreement for RNs, notably the most recent award in Participating Hospitals v Ontario Nurses’ Association, 2025 CanLII 89205 (ON LA)

Dissents

Both the employer nominee and union nominee dissented in part.

 

24. Slovenian Linden Foundation o/a Dom Lipa v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 37437 (ON LA)

Date: April 22, 2026

Arbitrators

Eli A. Gedalof (Chair)

Irv Kleiner (Employer Nominee)

Simran Prihar (Union Nominee)

Description of Employer

Slovenian Linden Foundation operating as Dom Lipa, a not-for-profit facility combining both long-term care and retirement beds serving the Slovenian-Canadian community in Toronto, Ontario.

Employees Covered

The bargaining unit includes approximately 98 workers (26 full-time and 72 part-time), in the Dietary Aide, Cook, Housekeeping Aide, Laundry Aide, PSW, Recreationist and RPN classifications. Employees are not siloed in either the long-term care or retirement sides of the home and instead provide services and care for both kinds of resident.

Duration of Collective Agreement

January 2025 to December 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases 3.5% January 1, 2025, 1% July 1, 2025, and 3.5% January 1, 2026.
• RPN special wage adjustment of $1.00/hr in each year.
• All other classifications: special wage adjustment of $0.25/hr.
• Weekend premium increased by $0.10/hr.
• Part-time in-lieu payment set at 7.5% for time not worked on holidays, extended health coverage, hearing, vision, drugs and other extended health benefits, Dental coverage, life insurance and weekly indemnity coverage.
• Vision benefit increased by $50.
• One float holiday added (scheduling language remitted to parties). Uniform allowance provision adjusted.
• Uniform allowance of $0.07 per hour accumulated and paid on the last pay period in December of each year.

Rationale

The board applied the HLDDA criteria. It also considered that the home has a blended rate that applies regardless of whether the employee works on the long-term care or the retirement side of the facility. However, the board found that there was no reason to deviate from the established pattern for wage increases.

Dissents

Both the employer nominee and union nominee dissented in part.

 

25. Community Nursing Home Port Perry Place Ltd v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 41531 (ON LA)

Date: May 5, 2026

Arbitrators

Kelly Waddingham (Chair)

Irv Kleiner (Employer Nominee)

Simran Prihar (Union Nominee)

Description of Employer

Community Nursing Home Port Perry Place Ltd. is a 107-bed long-term care facility in Port Perry, Ontario. The facility is licensed to and operated by Southbridge Care Homes.

Employees Covered

The bargaining unit includes the following classifications of Dietary, Cooks, Housekeeping, Laundry and Maintenance; of these 9 are full-time and 22 are part-time employees.

Duration of Collective Agreement

October 2024 to October 2026 (two-year renewal agreement)

What Was Awarded

• General wage increase of 3.5% October 27, 2024, 1% April 26, 2025, 3.5% October 27, 2025.
• Increase of weekend premium to $0.55

Rationale

The board applied HLDDA criteria.

Dissents

Both the employer nominee and union nominee dissented in part.

 

26. River Glen Haven Nursing Home v CUPE, Locals 2730 and 2730.01

CanLII Citation: 2026 CanLII 45547 (ON LA)

Date: May 11, 2026

Arbitrators

Deanna Webb (Chair)

Irv Kleiner (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Supplementary Award

The board confirmed that the wage increase from its prior award were retroactive to July 30, 2025.

 

27. Ivan Franko Home for the Aged v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 47894 (ON LA)

Date: May 19, 2026

Arbitrators

John Stout (Chair)

Irv Kleiner (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

The Employer operates a not-for-profit long-term care (“LTC”) home (the “Home”) in Etobicoke, Ontario, that serves senior citizens of Ukrainian descent. The Home has 85 beds in private and semi-private bedrooms.

Employees Covered

The bargaining unit includes Registered Practical Nurses (RPN), Activity Aides, Personal Support Workers (PSW)/Health Care Aides (HCA), Basic Aides, Maintenance, and Cook. There are approximately 109 employees (38 full-time, 42 part-time and 29 casual)

Duration of Collective Agreement

August 2024 to August 2026 (two-year renewal agreement)

What Was Awarded

• General wage increases of 3.5% August 15, 2024, 1% six months later, 3.5% August 15, 2025
• RPN special wage adjustment: increase $1.00 just after the August 15, 2024 GWI (not to exceed the Extendicare adjusted maximum rate and the $1.00 to be reduced as necessary on each step) and an additional $1.00 just after the August 15, 2025 GWI (not to exceed the Extendicare adjusted maximum rate and the $1.00 to be reduced as necessary on each step). of $1.00/hr in each year.
• Weekend premium increased by $0.10/hr.
• New night shift premium of $0.25/hr introduced.
• Overtime: change language to indicate that lunch will only be paid if the employee is required to work eight (8) hours.
• Vacation entitlement improvements to 3 weeks (6%) at 3 years and 4 weeks (8%) at 8 years.
• Vision benefit of $300, paramedical benefit of $400, and mental health benefit of $400
• Dental coverage introduced at 50% with $750 annual cap.

Rationale

The Board framed its award around the HLDAA criteria – narrowing the analysis to comparators and the economic situation, since ability to pay and recruitment/retention were not in issue – and applied the standard arbitral principles of replication, total compensation, demonstrated need and gradualism. Finding no special economic circumstances to justify departing from the established pattern, the Board followed these parties’ bargaining history of tracking the SEIU Master outcome with modest catch-up in non-wage areas where they lag the Extendicare agreement.

Responding to the Union nominee’s dissent regarding only paying the meal break for employees who work more than 8 hours, the Board emphasized that replication is contextual rather than duplicative: prior awards inform but do not dictate the result (Scarborough Health Network; Participating Homes), and slavishly reproducing past outcomes would repeat the “incestuous” error criticized in Arbitrator Wieler’s Participating Hospitals award. In the Board’s view, the affected group was small (fewer than 10% of the bargaining unit), the roughly $15,600 in employer savings was far outweighed by the compensation and benefit gains gained for the whole unit, and a sophisticated union would rationally make that trade; full standardization with the Extendicare agreement in a single round would offend total compensation and gradualism, particularly given this employer’s not-for-profit status.

Dissents

The union nominee dissented strenuously on the meal break change, arguing it reduced an existing benefit.

 

28. The John Noble Home v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 48773 (ON LA)

Date: May 20, 2026

Arbitrators

Jesse Kugler (Chair)

Simran Prihar (Union Nominee)

Irv Kleiner (Employer Nominee)

Description of Employer

The John Noble Home is a 156-bed municipal long-term care facility located in Brantford, Ontario that is owned and operated jointly by the Corporation of the City of Brantford and the Corporation of the County of Brant. In addition to the nursing home, the Employer operates a Day and Stay program, Rental Units for Seniors apartments, and a Seniors’ Hub.

Employees Covered

The bargaining unit includes 220 employees in the following classifications: RPN, PSW, Dietary Aide, Housekeeper, Laundry Washer, Cook, Dietary Heavy Cleaner, Heavy Cleaner, Restorative Care, Handyperson and RAI Coordinator.

Duration of Collective Agreement

April 1, 2023 to March 31, 2026

What Was Awarded

• General wage increases 3.5% April 1, 2023, 3.5% April 1, 2024, 3.5% April 1, 2025
• RPN special wage adjustments $1.00 April 1, 2023 and $1.00 April 1, 2025
• Dietary Heavy Cleaner and Heavy Cleaner special wage adjustment of $0.50/hr.
• Shift premium of $0.25/hr (rotation requirement removed).
• Bereavement leave improvements including recognition of miscarriage and stillbirth.
• Weekend premium increased by $0.10 to $0.50/hr.
• Vision benefit increased to $300 every 24 months.
• Massage therapy and chiropractic benefit increased to $350. Remove per visit maximum.
• Mental health benefit increased from $200 to $500 and per visit maximum removed.
• Union proposal re post-age-65 and post-age-70 benefits awarded but the issue remitted to parties.

Rationale

The Board’s task was to replicate free collective bargaining, applying the HLDAA s. 9(1.1) criteria alongside comparability, demonstrated need, total compensation and gradualism. On general wage increases, it agreed that there is no “perfect comparator” and instead weighed all outcomes presented. Those outcomes strongly supported the Union’s 3.5%: nearly all arbitrated results at SEIU-represented municipal homes for the aged provided 3.5% and most CUPE municipal home outcomes did the same; and the award still falls below the SEIU Master’s 11% over the same term. The Board acknowledged the Employer’s economic arguments but found changed conditions had not materially altered long-term care outcomes in 2025. The special wage adjustments and remaining items were resolved on the same comparator, total compensation and gradualism basis.

Dissents

Both the employer nominee and union nominee dissented in part.

 

29. Regional Municipality of Waterloo Sunnyside Home for the Aged v Ontario Nurses’ Association

CanLII Citation: 2026 CanLII 50104 (ON LA)

Date: May 27, 2026

Arbitrators

Kevin M. Burkett (Chair)

Christopher A. Sinal (Employer Nominee)

Joseph Herbert (Union Nominee)

Description of Employer

Sunnyside is a 263-bed not-for-profit municipal home for the aged located in the Regional Municipality of Waterloo that provides 24 hour/day nursing and personal care to its residents. The Region covers budget gaps not fully funded by the province or by the fees paid by residents.

Employees Covered

44 Registered Nurses.

Duration of Collective Agreement

April 2023 to March 2025 (two-year renewal agreement)

What Was Awarded

• Amend the Salary Schedule to follow the central hospital ONA Kaplan and Gedalof awards and 3.5% effective April 1, 2023.
• New Team Leader wage grid effective April 1, 2023
• Further 3.0% GWI for all classifications April 1, 2024
• Isolation pay provisions.
• Vision benefit increased to $500.
• Mental health benefit increased to $3,000 annually with per visit limits dictated by Manulife Paramedical Services and Customary Charges table dated September 25, 2025.
• Shift differentials: evening $2.25/hr, nights $2.98/hr, weekend $3.14/hr.
• Casual nurse scheduling improvements.

Rationale

The award was substantially shaped by the post-Bill 124 restoration context. Bill 124 had suppressed compensation for public sector workers, and following its invalidation, arbitration boards were required to restore wages to where they would have been absent the unconstitutional legislation. The board applied the ONA hospital wage parity principle and the Kaplan grid to achieve the appropriate restoration. Premium and benefit improvements followed the ONA LTC pattern.

Dissents

Both the employer nominee and union nominee dissented in part.

 

30. Downsview Long Term Care Centre v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 5 3087 (ON LA)

Date: June 2, 2026

Arbitrators

Eli A. Gedalof (Chair)

Yves Campeau (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Downsview Long Term Care Centre is a 252-bed for-profit long-term care home in North York, Ontario.

Employees Covered

Service bargaining unit including Long-term care employees including 314 full-time and part-time employees, the majority of whom are in the PSW classification. The next most populous classifications are RPNs and Housekeeping/Dietary/Laundry.

Duration of Collective Agreement

July 2024 to July 2026 (two-year renewal agreement)

What Was Awarded

• 5% July 25, 2024, 1% January 25, 2025, 3.5% July 25, 2025
• RPN special wage adjustment of $1.00 July 25, 2024 and July 25, 2025
• Union leave increased from 20 to 60 working days in any year.
• Weekend premium increased to $0.55/hr.
• Call in shifts by order of seniority on a rotational basis of those employees on the availability list, at non-overtime rates of pay and then overtime rates of pay, before securing an agency replacement.
• Health and safety language improvements and self-isolation provisions updated to reflect current public health protocols.

Rationale

The board applied the HLDAA criteria.

Dissents

Both the employer nominee and union nominee dissented in part.

 

31. Collingwood Nursing Home Limited v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 58248 (ON LA)

Date: June 12, 2026

Arbitrators

Jesse Kugler (Chair)

Irv Kleiner (Employer Nominee)

Wassim Garzouzi (Union Nominee)

Description of Employer

Collingwood Nursing Home is a 64-bed for-profit long-term care home located in Collingwood, Ontario. The Home is owned by Jarlette Health Services.

Employees Covered

The bargaining unit includes 56 employees in the following classifications: RN, RPN, PSW, Activity Aide , Dietary Aide , and Cook.

Duration of Collective Agreement

August 2024 to August 2026 (two-year renewal agreement)

What Was Awarded

• Prior to the general wage increase, incorporate the PWE (which we assume means the paid wage enhancement for PSWs, but the award does not expressly state that)
• General wage increase of 3.5% August 26, 2024, 1% February 26, 2025, 3.5% August 26, 2025
• Effective after the general wage increase on August 26, 2024, increase the RPN wage rate by $1.00 per hour. This rate is not to exceed the Extendicare adjusted maximum rate and, if it does, the $1.00 adjustment is to be reduced as necessary on each step.
• Effective after the general wage increase on August 26, 2025, increase the RPN wage rate by $1.00 per hour. This rate is not to exceed the Extendicare adjusted maximum rate and, if it does, the $1.00 adjustment is to be reduced as necessary on each step.
• RPN special wage adjustment of $1.00/hr in each year. Cook and Dietary staff special wage adjustment
• Effective the first pay period following the date of the Award, increase the Dietary Aide, Cook and Cook 2 wage rates by $0.25 per hour
• Night shift premium of $0.25/hr (shift rotation requirement removed).
• New evening shift premium of $0.25/hr introduced.
• Weekend premium increased to $0.55/hr.
• RN night shift premium increased to $1.15/hr.
• Vision benefit increased to $400 (family coverage).
• Part-time in-lieu payment restructured to 7.5% plus 3 sick days in lieu of pay for time not worked on holidays, extended health coverage, hearing, vision, drugs and other extended health benefits, dental coverage, life insurance and weekly indemnity.

Rationale

The board applied the HLDDA criteria.

Dissents

Both the employer nominee and union nominee dissented in part.

 

32. St. Joseph’s at Fleming v Ontario Nurses’ Association

CanLII Citation: 2026 CanLII 64320 (ON LA)

Date: June 26, 2026

Arbitrators

Colin Johnston (Chair)

Marcelle Goldenberg (Union Nominee)

Robert Little (Employer Nominee)

Description of Employer

St. Joseph’s at Fleming is a 200-bed not-for-profit charitable home for the aged located on the campus of Fleming College in Peterborough, Ontario. The Home opened in 2004 as a partnership between Marycrest Home for the Aged, Anson House and Fleming College. Since January 2025 it has been under the management of St. Elizabeth Health.

Employees Covered

All registered and graduate nurses. The Home normally employs 10 RNs (8 full-time, 2 part-time), though 5 full-time nurses were on sick leave at the time of the hearing, leaving the Home heavily reliant on agency nurses.

Duration of Collective Agreement

April 1, 2023 to March 31, 2025

What Was Awarded

• New wage grid providing parity with the Central Hospital Agreement, eliminating the 25-year level and compressing to 9 steps with 8 years as the top rate (start $37.93 rising to $54.37 effective April 1, 2023; $39.07 to $56.00 effective April 1, 2024), applied retroactively
• New quarantine/isolation pay provision (Art. 7.05(m)) providing salary continuation where an employee must isolate due to employer policy, operation of law, or direction of public health officials
• Mental health benefit increased from $800 to $3,000 per insured person annually (unlimited coverage denied)
• Vision care increased to $450 every 24 months
• Call back pay at double time — denied
• Responsibility/charge pay increase from $3 to $4 per hour — denied

Rationale

The Board applied the s. 9(1.1) HLDAA criteria together with replication, comparability, demonstrated need and total compensation. The wage grid was not contested: the Employer did not oppose parity with the hospitals, and the Board accepted it as reasonable given ONA’s consistent history of bargaining wage parity between the HFA and hospital sectors, notwithstanding the substantial cost ($167,123 over the two-year term). The remaining question was whether the non-wage proposals should also be awarded. Because these parties were among the last to settle for the 2023–2025 term, the Board had the benefit of extensive settlement and award data across the HFA sector, and used it to distinguish normative from non-normative items: quarantine pay and $450 vision care had become normative and were awarded; unlimited mental health coverage, double-time call back pay and $4 responsibility pay had not, and the evidence showed the normative mental health benefit had moved to $3,000 per annum, which the Board awarded instead. On responsibility pay, the Board acknowledged that the Home’s heavy agency reliance and low RN-to-bed ratio place greater responsibility on charge nurses, but held the $4 premium was not yet normative and could be revisited in the next round. The outcome reflects a balancing of comparability, recruitment and retention against total compensation, given the size of the wage award.

Dissents

Both the union nominee and the employer nominee dissented in part.

 

33. Craiglee Nursing Home v SEIU, Local 1 Canada

CanLII Citation: 2026 CanLII 64860 (ON LA)

Date: June 29, 2026

Arbitrators

Jesse Kugler (Chair)

Simran Prihar (Union Nominee)

Irv Kleiner (Employer Nominee)

Description of Employer

Craiglee Nursing Home is a for-profit 169-bed long-term care home located in Scarborough, Ontario. It was acquired by Southbridge Care Homes in November 2012, following the Home’s 2009 bankruptcy and a period of temporary management by Extendicare.

Employees Covered

Approximately 244 employees in the following classifications: RN, RPN, HCA, Basic Aide, Cook, Head Cook and Maintenance. SEIU has been the certified bargaining agent since July 8, 2004, and this is the first resort to interest arbitration since the 2012–2014 collective agreement — the last four renewals were freely negotiated.

Duration of Collective Agreement

November 20, 2024 to November 19, 2026 (two-year term imposed under s. 10(11) of the HLDAA, the parties being unable to agree on term)

What Was Awarded

• General wage increases RN: new grid as proposed by the Union, 3.0% November 20, 2024 and 3.0% November 20, 2025 (ONA LTC Central pattern)
• General wage increases non-RN: 3.5% November 20, 2024, 1.0% May 20, 2025, 3.5% November 20, 2025 (SEIU Master pattern)
• RPN special wage adjustment of $1.00/hr after each of the 2024 and 2025 GWIs (capped at the SEIU Extendicare adjusted maximum rate)
• Weekend premium increased from $0.45 to $0.55/hr
• Vision care increased from $350 to $400 every 24 months; dental maximum increased from $1,300 to $1,800; new coverage for children’s braces (to age 18, 50% co-insurance); housekeeping amendment to the health and welfare cost-sharing language
• Part-time in lieu: 7.5% plus three sick days in lieu of benefits and holiday pay

Rationale

The Board framed its task as replicating free collective bargaining, applying the s. 9(1.1) HLDAA criteria together with comparability, demonstrated need, total compensation and gradualism — the principles that put “flesh on the bones of replication” (Bridgepoint Health). On GWIs, the decisive point was that these parties had themselves voluntarily followed the ONA and SEIU Master patterns through successive freely bargained agreements, and the Board observed that there is no better guide to replicating free collective bargaining than a pattern the parties established through free collective bargaining. The Employer’s argument that deteriorating economic conditions justified departing from that pattern was rejected: the data did not establish that changed economic circumstances had caused long-term care parties to deviate from normative GWIs over this term. The Board treated the special wage adjustments differently, because the evidence did not show any history of harmonizing rates with the SEIU Extendicare Master; those items, along with the classification proposals, were assessed against comparator data and demonstrated need, and were largely denied for insufficient evidentiary foundation. The proposal to carve RNs and RPNs out of the existing premium structure was refused on the same reasoning that supported the GWI award: four freely concluded agreements had not differentiated between registered and non-registered staff for premium purposes, and while that history does not lock in the structure permanently, a change of that magnitude requires clear demonstrated need or evidence of an emerging bargaining pattern, particularly amid growing economic uncertainty. The Employer’s sick leave proposal was unsupported by the comparator data, and its alternative EI carve-out plan had not been put to the Union in bargaining — the Board directed that it be pursued through meaningful discussion in the next round. Remaining items were justified on comparator data, demonstrated need, total compensation and gradualism.

Dissents

Both the union nominee and the employer nominee dissented in part.

 

34. The District Municipality of Muskoka v Ontario Nurses’ Association

CanLII Citation: 2026 CanLII 40103 (ON LA)

Date: May 1, 2026

Arbitrators

Eli A. Gedalof (Chair)

Robert Little (Employer Nominee)

Marcelle Goldenberg (Union Nominee)

Description of Employer

The District Municipality of Muskoka operates two municipal long-term care homes: The Pines, a 160-bed home in Bracebridge, and Fairvern, a 56-bed home in Huntsville (with a new 160-bed Fairvern site under construction). Fairvern was transferred to the District effective June 30, 2022, and the two RN bargaining units were merged into a single unit by OLRB ruling under the Public Sector Labour Relations Transition Act.

Employees Covered

Registered Nurses at both homes — approximately 17 RNs at The Pines and 8 at Fairvern — in a single merged bargaining unit. ONA has represented RNs at both homes since 1983. This award settles the parties’ first collective agreement for the combined unit.

Duration of Collective Agreement

April 1, 2023 to March 31, 2025

What Was Awarded

• ONA’s proposed wage grid awarded – parity with the Central Hospital rates (9-step grid), with retroactivity payable to current and former employees
• In lieu remains at 13% (9% for pension plan members) – ONA’s proposed increase denied
• Premiums increased at the District’s proposed rates, without retroactivity, but without the District’s proposed language restricting when premiums are paid: evening to $2.25/hr, night to $2.45/hr, weekend to $2.75/hr
• Mental health coverage increased to $3,000 (Psychologist, Registered Psychotherapist or MSW)
• New quarantine/isolation salary continuation provision (Art. 14.09)
• Employer’s job posting language awarded (bargaining-unit-wide postings rather than home-specific first consideration)
• ONA’s scheduling language awarded (Art. 15.18, essentially the Fairvern language), on the express basis that it does not guarantee part-time nurses their committed hours
• Various seniority, union leave, hours of work, orientation/in-service and miscellaneous provisions awarded as status quo or normative incremental changes

Rationale
The Board’s primary task was harmonizing terms for RNs at two homes with materially different pre-merger bargaining histories – The Pines as a non-participating Municipal Home for the Aged, Fairvern as a participating nursing home – each with superior conditions in different areas. Applying the s. 9(1.1) HLDAA criteria along with replication, comparability, total compensation, demonstrated need and incrementalism, the Board relied on the harmonization jurisprudence which establishes that upward wage harmonization is the norm and existing entitlements should not easily be replaced with inferior conditions – but, not every term must go to the highest common denominator; the agreement must be viewed as a whole to marry the parties’ competing expectations fairly and with an eye to the future. On wages, the Board found the case for Central Hospital parity overwhelming: the strongest comparators for Municipal Homes for the Aged are other Municipal Homes for the Aged, ONA has consistently bargained hospital parity for them, the District made no formal inability-to-pay argument or identified special circumstances, and it had already agreed to upward wage harmonization freely with its much larger OPSEU unit. On premiums, the comparators supported increases but neither home had a history of Central Hospital parity on premiums and such parity is not universal; given total compensation, incrementalism and the substantial wage gains awarded, the Board granted the District’s more modest premium rates without retroactivity, and denied the in lieu increase on total-cost grounds. On job postings, the Board preferred the District’s unit-wide language as the norm and as what OPSEU had voluntarily agreed to in the same merger, notwithstanding home-specific distinctions the parties had bargained for layoff, recall and vacation.

Dissents
Both the employer nominee and the union nominee dissented in part.

 

35. Regional Municipality of York v CUPE, Local 905-19

CanLII Citation: 2026 CanLII 47893 (ON LA)

Date: May 10, 2026

Arbitrators

John Stout (Chair)

Darragh Meagher (Employer Nominee)

Jeffrey Sack K.C. (Union Nominee)

Description of Employer

York Region operates two municipal long-term care homes: Newmarket Health Care Centre (132 beds) in Newmarket and Maple Health Care Centre (100 beds) in Maple, Ontario.

Employees Covered

Approximately 468 bargaining unit employees (208 full-time, 11 part-time, 149 casual). Historically the LTC unit bargained after the larger York Region unit (“YRU”) within CUPE 905 and mirrored YRU outcomes on wages and benefits; the YRU is now represented by a newly separated local, CUPE 4900.

Duration of Collective Agreement

April 1, 2022 to March 31, 2024 (two-year term imposed under HLDAA, the parties having refused to agree on term)

What Was Awarded

• General wage increases: 3.5% effective April 1, 2022 and 3.5% effective April 1, 2023
• Agency staffing: a Letter of Understanding for a one-year trial period, limiting agency use to emergencies, urgent circumstances, sudden short-term needs and temporary non-core operational needs; requiring overtime to be offered first; requiring maintenance of a casual pool and quarterly reporting to the Union; and requiring the Employer to pay the Union an administrative fee of 1.5% of pre-tax amounts paid to agencies

Rationale

With no inability-to-pay argument and no recruitment-and-retention argument raised, the Board narrowed its analysis to comparators and the economy, applying the HLDAA criteria together with total compensation, demonstrated need, gradualism and – most notably – replication as informed by objective comparative evidence. The Board emphasized that replication is contextual rather than duplicative (citing Scarborough Health Network and Teplitsky’s observation that interest arbitrators interpret the collective bargaining scene rather than sit in judgment of it), and that broad-based pattern-setting agreements in healthcare form the baseline for sectoral bargaining. York Region’s proposal was tied to realigning with YRU wage increases, but it would only accept those rates on a three-year-or-longer term; because the parties could not agree on term, HLDAA confined the Board to two years. In that context, the Board found these employees had not received the inflationary increases awarded elsewhere in the LTC sector, and that the YRU’s recent inflationary catch-up covered 2025–2027, outside this term. It therefore aligned the award with other CUPE-represented municipal LTC homes rather than the YRU. On agency staffing – a spillover issue from the last round and the most contentious item – the Board awarded a one-year trial LOU to carry the parties to the next round, leaving them free to extend it or make it permanent if the trial proves successful.

Dissents

The union nominee partially concurred. The employer nominee dissented in part, disputing the premise that these employees had not yet received inflationary increases: the prior award between the parties had itself broken from the YRU pattern precisely because of inflation, expressly accepting that persistent inflation had driven interest arbitrators to move wage rates markedly higher than historical comparators. In his view, the present award would produce a second consecutive agreement – four years cumulatively – in which inflation-premised increases for this unit exceed both those negotiated for the YRU in the same region and the wages of every other LTC comparator bargaining agent cited by the Union.

 

36. Southbridge Health Care LP o/a The Palace Alexandria v United Steelworkers

CanLII Citation: 2026 CanLII 45552 (ON LA)

Date: May 12, 2026

Arbitrators

Jesse Kugler (Chair)

David Lipton (Union Nominee)

Irv Kleiner (Employer Nominee)

Description of Employer

Southbridge Health Care LP, operating as The Palace Alexandria, is a for-profit 70-bed long-term care and retirement home located in Alexandria, Ontario.

Employees Covered

Approximately 73 employees in the following classifications: RPN, PSW, Cook, Dietary Aide, Housekeeper, Handyperson, Resident Service Aide and Activation Aide. USW has been certified since 1990.

Duration of Collective Agreement

January 18, 2025 to January 17, 2027 (two-year term imposed under s. 10(11) of the HLDAA, the parties being unable to agree on term)

What Was Awarded

• General wage increases: 3.5% effective January 18, 2025; 1.0% effective July 18, 2025; 3.5% effective January 18, 2026 (replicating the SEIU Master with a one-year lag)
• RPN special wage adjustment of $1.00/hr prior to each of the 2025 and 2026 GWIs
• Weekend premium increased from $0.45 to $0.55/hr
• New self-isolation provision (Art. 21.09) permitting use of sick leave, vacation or lieu entitlements where an employee must self-isolate under employer policy or direction and is not entitled to WSIB benefits
• Vision care increased from $350 to $400 every 24 months

Rationale

Applying the s. 9(1.1) HLDAA criteria alongside comparability, demonstrated need, total compensation and gradualism, the Board found the decisive fact on GWIs to be the parties’ entrenched practice, dating back to at least 2010, of following the SEIU Master Agreement with a one-year lag, through both voluntary settlements and arbitrated outcomes. That pattern had survived widely varying economic conditions and bargaining norms over fifteen years, and replication properly applied strongly favoured maintaining it; the Employer’s argument that falling inflation, rising unemployment and more moderate 2026 settlement trends warranted 1.5% increases was acknowledged but rejected on that basis. The Board declined the Union’s harmonization approach to special wage adjustments, noting that participating nursing home rates are not themselves harmonized, that there was no evidence these parties had ever bargained parity with the Extendicare SEIU Master, and that several classifications at this Home are in fact paid more than under that agreement; the adjustments were instead assessed against comparator data with regard to total compensation and gradualism.

Dissents

The employer nominee dissented in part. The union nominee (Lipton) also dissented in part: while agreeing that replication called for the SEIU Master GWIs with a one-year lag, he would have awarded the Union’s proposal to increase Surge Learning training pay from 9 to 15 hours annually (finding the evidence showed the 9 hours understated the real time required, and noting the 15-hour status quo at Pinecrest, a comparator Southbridge home), and would have granted at least incremental progress on the RPN ($0.38) and Cook ($0.78) adjustments, since the Union’s Southbridge/USW comparator group (Pinecrest and Country Village) showed The Palace’s RPN, Cook and PSW rates significantly below the group average — gradualism and total compensation being important considerations but not ones that should preclude progress.