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HLDAA Interest Arbitration Case Summaries

This collection summarizes 24 HLDAA interest arbitration decisions issued between January and March 2026, covering long-term care homes, retirement homes, and one voluntary interest arbitration under the Labour Relations Act, 1995. Part A provides a wage award trends analysis organized by sector, identifying the normative patterns and key contested issues across the collection. Part B summarizes 12 long-term care decisions, spanning a range of unions (SEIU, LIUNA, ONA, USW, CUPE, and Unifor) and covering general wage increases, the contested 1% mid-term adjustment originating from the SEIU Master Award, RPN and classification-specific wage adjustments, and various non-wage improvements. Part C summarizes 11 retirement home decisions, including two first collective agreement cases, with a consistent 3.5% general wage increase pattern and classification-specific adjustments for RPN and minimum-wage-adjacent classifications. Part D covers the Oakville Senior Citizens Residence, decided under voluntary interest arbitration rather than HLDAA, as a first collective agreement. 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.

 

Part A: Wage Award Trends Analysis

Long-Term Care Homes

General wage increases of 3.5% per year are the firmly established norm across LTC awards for 2024 and 2025. The only departures are ONA-pattern RN units (3.0% in Year 2 at Markhaven, Dearness RN, and Huronview/Huronlea) and a retroactive period where Bill 124 constrained the 2023 increase to 1.75% (Markhaven, Dearness RN) or produced new grids reflecting post-repeal catch-up (Huronview/Huronlea, Dearness Office Workers at 3.5%).

The most contested issue is the additional 1% mid-term increase originating from the SEIU Master Award (Arbitrator Stout). It was awarded in the majority of LTC cases (Cawthra Gardens, Regency Manor, Shelburne Residence, Labdara, and Township of Osgoode at 1.5%) but declined at Wellington House, where the prior round award had already put that home ahead of the SEIU Master Award. For 2026, Township of Osgoode is the only case extending into 2027, receiving 2.0% with a “me too” clause pending the 2026 SEIU Master Award; economic deterioration arguments were expressly rejected in Shelburne Residence.

Classification-specific adjustments are near-universal: RPN increases of $1.00/hr. in Regency Manor, Shelburne Residence, Good Samaritan, and Township of Osgoode; $2.00/hr. in Wellington House; step-specific grid adjustments in Markhaven and Labdara. Other adjustments include housekeeping/dietary increases at Cawthra Gardens and Labdara, Nurse Aide/Physio at Township of Osgoode, and minimum wage floor corrections for Guest Attendants at Good Samaritan.

Retirement Homes

The 3.5% norm applies equally across retirement homes for 2024 and 2025. No retirement home award included the additional 1% mid-term increase. First collective agreement cases (Regency Retirement Lakefield and Shelburne Retirement Community) received graduated rates in Year 1 (3.0% and a minimum-wage-anchored grid respectively) before converging to the 3.5% pattern. Classification-specific adjustments are common, principally RPN increases and minimum-wage-floor corrections for dietary and attendant classifications (Westmount, Four Elms, Chartwell Waterford, Arbor Trace, Queenswood/Ogilvie).

 

Part B: Long-Term Care Homes

1. Markhaven Home for Seniors v SEIU, Local 1 Canada

Arbitrators
  • Chair: John Stout
  • Employer Nominee: Terry McCarthy (partial dissent)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Markhaven Home for Seniors is a 96-bed non-profit long-term care home located in Markham, Ontario.

Employees Covered

SEIU Local 1 Canada represents 3 full-time and 4 part-time Registered Nurses (RNs). This arbitration concerns the RN bargaining unit only. SEIU also represents the service worker classifications at the home under a separate collective agreement bargained centrally.

Duration of Collective Agreement

April 9, 2023 – April 8, 2026 (three-year term).

What Was Awarded
  • General Wage Increases: 1.75% effective April 9, 2023; 3.0% effective April 9, 2024; 3.0% effective April 9, 2025.
  • New Wage Grid (effective date of award): Grid aligned with the current ONA Participating Homes grid:
StepRate (Effective Date of Award)
Start$36.06
1 Year$37.62
2 Years$38.85
3 Years$40.92
4 Years$42.57
5 Years$44.61
6 Years$46.58
7 Years$50.53
8 Years$54.59
  • Retroactivity: All wage increases retroactive for current and former employees who worked during the term.
Rationale

The central issue was appropriate wage increases for RNs at a non-participating LTC home, with reference to the ONA Master as the primary comparator. The Year 1 increase of 1.75% reflects the Bill 124 constraint. The new grid brings the RNs into alignment with the ONA Participating Homes grid, providing the catch-up component. These RNs were behind comparators in all forms of compensation except sick leave, leaving no meaningful trade-offs available.

Partial Dissents

Both nominees dissented in part without elaboration.

 

2. The Corporation of the County of Huron — Huronview and Huronlea Homes for the Aged v Ontario Nurses’ Association

Arbitrators
  • Chair: Jasbir Parmar
  • Employer Nominee: Carla Zabek (concurring)
  • Union Nominee: Joe Herbert (concurring)
Description of Employer

The Corporation of the County of Huron operates two municipal not-for-profit homes for the aged: Huronlea, a 64-bed home in Brussels, Ontario, and Huronview, a 120-bed home in Clinton, Ontario.

Employees Covered

ONA represents a bargaining unit of Registered Nurses, RAI Coordinators, and Charge Nurses at both homes.

Duration of Collective Agreement

Two (2) years: April 1, 2023 to March 31, 2025 (retroactive; the agreement had already expired by the time of the award).

What Was Awarded

Wages

The Union’s proposed wage grid was awarded in full. New grids effective April 1, 2023, with a further 3.0% increase effective April 1, 2024:

Registered Nurse / RAI Coordinator
StepApr 1/23 (New Grid)Apr 1/24 (+3.0%)
Start$37.93$39.07
Level 1$38.88$40.05
Level 2$39.86$41.06
Level 3$41.65$42.90
Level 4$43.52$44.83
Level 5$45.70$47.07
Level 6$47.98$49.42
Level 7$50.38$51.89
Level 8$54.37$56.00
Charge Nurses
StepApr 1/23 (New Grid)Apr 1/24 (+3.0%)
Start$39.83$41.02
Level 1$40.82$42.05
Level 2$41.85$43.11
Level 3$43.73$45.05
Level 4$45.70$47.07
Level 5$47.99$49.42
Level 6$50.38$51.89
Level 7$52.90$54.48
Level 8$57.09$58.80

Isolation Pay

  • Union’s proposal awarded, effective date of award. Details not reproduced in the award text.

Benefits (effective February 28, 2026)

  • Hearing aid coverage increased to $550 per person every 60 months.
  • Mental health coverage increased to a maximum of $3,000 per person per year.

Premiums (effective date of award)

  • Weekend premium increased to $3.14/hr.
  • Night shift premium increased to $2.98/hr.
  • Charge pay (Article 23.06, second paragraph) increased to $2.00/hr.
  • Responsibility pay (Article 23.06, third paragraph) increased to $2.00/hr.

Retroactivity

  • Payable no later than six weeks following date of award in accordance with Article 24.01.
Rationale

The Board applied the HLDAA criteria and the established interest arbitration principles of replication, comparability, total compensation, and demonstrated need. On wages, the Union’s position was that the replication and comparability principles required increases to align the Homes with other ONA bargaining units. The Board awarded the Union’s proposed wage grid in full.

Dissents

None. Both nominees signed the award without dissent.

 

3. Cawthra Gardens Ltd v LIUNA 3000

Arbitrators
  • Chair: Eli A. Gedalof
  • Employer Nominee: Terry McCarthy (partial dissent)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Cawthra Gardens Ltd. is a 192-bed for-profit long-term care home located in Mississauga, Ontario.

Employees Covered

LIUNA Local 3000 represents approximately 107 service workers in the Personal Care Provider (PCP), Program Recreation Aides, Housekeeping/Dietary/Laundry, and Cook classifications. The Union also represents a separate RN bargaining unit at the home, which was not the subject of this arbitration.

Duration of Collective Agreement

October 1, 2024 – September 30, 2026.

What Was Awarded
  • Wages: GWI 3.5% effective October 1, 2024; 1.0% effective April 1, 2025; 3.5% effective October 1, 2025. All increases retroactive.
  • Special Wage Adjustment: 1% special increase to the Housekeeping/Dietary Aide/Laundry classification, effective date of award.
  • Evening Premium (new): $0.25/hr. introduced effective date of award, subject to the existing no-pyramiding clause.
  • Weekend Premium: Increased by $0.05/hr. effective date of award.
  • Paramedical Benefits: Increased by $25.00 to $400.00 per year.
  • Sick Leave (Article 17.14): Amended to make physician’s note requirements discretionary (“will” changed to “may”).
Rationale

The 3.5% general wage increases reflect the overwhelming sectoral norm. The additional 1% mid-term increase was awarded on the basis that this home has followed the SEIU pattern established in 2024 CanLII 108262 (ON LA) (Participating Nursing Homes and Service Employees’ International Union Local 1, Canada (Stout)) (the “SEIU Master Award”). The introduction of an evening shift premium at $0.25/hr. was supported by comparator data.

Partial Dissents

Both nominees dissented in part without elaboration.

 

4. Labdara Lithuanian Nursing Home v SEIU, Local 1 Canada

Arbitrators
  • Chair: Christopher Albertyn
  • Employer Nominee: Robert Kelly (partial dissent)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Labdara Lithuanian Nursing Home is a non-profit, 90-bed long-term care home located in Etobicoke, Ontario, operated by UniversalCare Canada Inc. It is the only Lithuanian long-term care home in Canada, opened in 2002.

Employees Covered

SEIU Local 1 Canada represents 89 employees (56 full-time, 33 part-time): PSW (63), RPN (7), Activity Aide (6), Cook 1 (2), Cook 2 (1), Dietary Aide (10). RNs are excluded and represented by ONA.

Duration of Collective Agreement

January 1, 2025 – December 31, 2026.

What Was Awarded
  • General Wage Increases: 3.5% retroactive to January 1, 2025; 1.0% retroactive to July 1, 2025; 3.5% retroactive to January 1, 2026.
  • Special Wage Adjustments (retroactive to January 1, 2026, prior to GWI): Dietary Aide $0.50/hr.; Cook 1 and Cook 2 $0.30/hr.
  • RPN Special Adjustment (retroactive to January 1, 2026, after GWI): Each step adjusted to corresponding SEIU-Extendicare Master top rates.
  • Wage Grid Compression: 1 Year becomes Probation; 2 Year becomes 1 Year; 3 Year becomes 2 Year.
  • Bereavement Leave (Article 15.12(a)): Extended to include leave upon a miscarriage.
  • Weekend Premium (Article 17.02(c)): Increased by $0.10 to $0.55/hr.
  • Call-In Provision (Article 17.04): Amended to require agency replacements only be secured after call-in offered to bargaining unit employees at non-overtime and then overtime rates.
  • Orientation Premium (new Article 17.06): Trainer receives $1.50/hr.; newly hired employee receives $1.50/hr. less than start rate during orientation.
  • Vision Care (Article 22.04): Increased from $50.00 to $400.00.
  • Part-Time In Lieu (Article 22.07): Replaced with 7.5% per hour 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.
  • Part-Time Sick Leave (Article 25.02): Post-probation part-time employees accumulate sick time at 3.75 hours per 162.5 hours worked, to a maximum of 22.5 hours per calendar year, with carryover.
  • Letter of Understanding — Vacation Accrual: Parties to meet within six months; Board remains seized if no agreement.
Rationale

The Board’s general approach was to harmonize the collective agreement with the SEIU-Extendicare Master Agreement to the extent consistent with replication.

Partial Dissents

Both nominees dissented in part without elaboration.

 

5. Wellington House Nursing Home v United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union, on behalf of its Local 343-14

Arbitrators
  • Chair: Christopher Albertyn
  • Employer Nominee: Robert Kelly (partial dissent)
  • Union Nominee: Marcelle Goldenberg (dissent, reasons to follow)
Description of Employer

Wellington House Nursing Home is a 60-bed private for-profit long-term care home in Prescott, Ontario. Licensee: Arch Long-Term Care LP. Day-to-day management by Responsive Health Management Inc.

Employees Covered

USW Local 343-14 represents 78 employees (36% full-time, 33% part-time, 31% casual) in the following classifications: RPN, PSW, Cook, General/Dietary Aide, Housekeeping, Laundry, and Recreation Assistant.

Duration of Collective Agreement

April 1, 2025 – March 31, 2027.

What Was Awarded
  • General Wage Increases: 3.5% effective April 1, 2025; 3.5% effective April 1, 2026. The additional 1% mid-term increase was not awarded; classification-specific special adjustments were substituted.
  • Special Wage Adjustments (effective date of award): RPN/RAI Coordinator $2.00/hr.; Cook $0.60/hr.; General Aide $0.25/hr.; All other employees $0.15/hr.
  • Discipline Sunset Clause (Article 10.05): Leaves of absence exceeding 30 continuous calendar days do not count toward the 18-month sunset period.
  • Hours of Work (Article 15.02): Regular work week for full-time employees expressed as 75 hours bi-weekly.
  • Bereavement Leave (Article 20): Made consecutive; corrected “interment”; new compassionate leave for niece, nephew, aunt, or uncle.
  • Vacation (Article 26.09): Four-week entitlement threshold reduced from nine to eight years of continuous service.
  • Benefits (effective January 1, 2026): Vision care coverage and eye exam combined and increased to $450; mental health increased to $500; drug coverage increased from 90% to 100%.
  • Pension Plan Contributions (Article 27.07): Amended to confirm contributions continue during various leaves and to end of month of layoff.
  • Weekend Premium (Article 28.09): Increased from $0.45 to $0.55/hr., effective January 1, 2026.
Rationale

The primary dispute was whether the additional 1% mid-term SEIU Master Award increase should be awarded. The prior round award (Goodfellow, 2024) had produced improvements putting this home ahead of the SEIU Master Award. The Board declined the additional 1%, instead awarding classification-specific special adjustments to maintain the historical ratio between this home’s terms and the SEIU central agreement.

Dissents

The Employer Nominee (Kelly) dissented in part without elaboration. The Union Nominee (Goldenberg) dissented with reasons to follow.

 

6. Canadian Union of Public Employees, Local 2250 v Good Samaritan Seniors Complex

Arbitrators
  • Chair: Jesse Kugler
  • Employer Nominee: Irv Kleiner (partial dissent)
  • Union Nominee: Jeffrey Sack, K.C. (partial dissent)
Description of Employer

Good Samaritan Seniors Complex is a combined 64-bed long-term care home and 24-bed retirement home located in Alliston, Ontario.

Employees Covered

CUPE Local 2250 represents approximately 101 service employees in the PSW-LTC, Nurse’s Aide, RPN, Housekeeping, Laundry, Activity Aide, Dietary Aide, Cook, and PSW-Lodge classifications.

Duration of Collective Agreement

April 1, 2024 – March 31, 2026.

What Was Awarded

Wages

  • 5% across-the-board increases effective April 1, 2024 and April 1, 2025.

RPN Special Wage Adjustment

  • $1.00/hr. effective April 1, 2024 (prior to GWI) and $1.00/hr. effective April 1, 2025 (prior to GWI).

Guest Attendant Special Wage Adjustment

New wage grid (Schedule A) to address minimum wage increases:

StepExpiredApr 1/24 (+3.5%)Oct 1/24 (Min Wage Adj.)Apr 1/25 (+3.5%)
Start$16.24$16.81$17.20$17.80
1 Year$17.26$17.86$18.25$18.89
2 Year$17.77$18.39$18.78$19.44
3 Year$18.08$18.71$19.10$19.77

Pregnancy Leave SUB Plan (new)

  • Top-up to 75% of regular weekly earnings for a maximum of 15 weeks for eligible employees receiving EI benefits.

Vision Benefits

  • Increased from $300 to $350 per year (inclusive of eye exam), effective date of award.

Weekend Premium (LTC)

  • Increased from $0.35 to $0.45/hr., effective date of award.

Weekend Premium (Lodge)

  • New premium of $0.10/hr. for retirement home lodge employees on all hours worked from 12:01 a.m. on Saturday to midnight on Sunday, effective date of award.
Rationale

The award applies the standard HLDAA framework. The 3.5% general wage increases reflect the normative sector pattern. The RPN special adjustments address a classification-specific wage gap. The Guest Attendant grid adjustment was warranted by the rise in Ontario’s minimum wage.

Partial Dissents

Both nominees dissented in part without elaboration.

 

7. Dearness Home (The Corporation of the City of London) v SEIU, Local 1 Canada — Office Workers Bargaining Unit

Arbitrators
  • Chair: Jasbir Parmar
  • Employer Nominee: Rusty McLay (dissent with reasons)
  • Union Nominee: Simran Prihar (partial dissent)
Description of Employer

Dearness Home is a 243-bed long-term care facility owned and operated by the Corporation of the City of London, employing approximately 435 unionized employees across three bargaining units.

Employees Covered

SEIU Local 1 Canada represents the office and clerical workers bargaining unit, certified since 2011. There are currently 9 full-time and 3 part-time bargaining unit members.

Duration of Collective Agreement

January 1, 2023 – December 31, 2024 (retroactive; predecessor agreement expired December 31, 2022).

What Was Awarded
  • Wages: 3.5% GWI effective January 1, 2023 and January 1, 2024.
  • Vacation (Article 17): Six weeks of vacation for employees with 20 or more years of service.
  • Health and Welfare Benefits (Article 20): New coverage for psychologist, registered psychotherapist, or social worker at $500 per year.
  • Vacation Scheduling: Remitted to the parties for further discussion; Board remains seized.
Rationale

The central dispute was the appropriate comparator. The Board found that the wage history of this bargaining unit has been most heavily influenced by employees doing similar work in the same sector, not by internal City comparators. The Board declined to impose Drugwatch language, preferring the parties negotiate this in the upcoming round.

Dissents

The Union Nominee (Prihar) dissented in part without elaboration. The Employer Nominee (McLay) dissented in writing, arguing the City’s own bargaining units are the most relevant comparators and that Drugwatch language should have been awarded.

 

8. Dearness Home (The Corporation of the City of London) v SEIU, Local 1 Canada — RN Bargaining Unit

Arbitrators
  • Chair: Jasbir Parmar
  • Employer Nominee: Rusty McLay (dissent with reasons)
  • Union Nominee: Simran Prihar (partial dissent)
Description of Employer

Dearness Home is a 243-bed long-term care facility owned and operated by the Corporation of the City of London. Companion case to 2026 CanLII 9680, concerning the RN bargaining unit.

Employees Covered

SEIU Local 1 Canada represents the registered nurses bargaining unit, certified since 2011. There are currently 7 full-time and 13 part-time bargaining unit members.

Duration of Collective Agreement

January 1, 2024 – December 31, 2025 (predecessor agreement expired December 31, 2023).

What Was Awarded
  • Wages: 3.5% effective January 1, 2024; 3.0% effective January 1, 2025.
  • Shift and Weekend Premiums (effective January 1, 2025): Shift premium increased from $1.25 to $1.50/hr. for all hours worked; weekend premium increased from $0.90 to $1.35/hr. for all hours worked; obsolete references to 2022 and 2023 rates deleted.
  • Health and Welfare Benefits (Article 21): Paramedical benefits increased from $1,200 to $1,500 per calendar year; psychological services increased from $500 to $800 per calendar year; no employee negatively impacted by transition to calendar year basis.
Rationale

As in the companion office workers case, the central dispute was the appropriate comparator. The Board found wage increases for this RN unit have been heavily influenced by the ONA Central Agreement. The Year 2 increase of 3.0% reflects the ONA pattern for RNs. The Drugwatch and sick leave issues were deferred to further bilateral negotiation.

Dissents

The Union Nominee (Prihar) dissented in part without elaboration. The Employer Nominee (McLay) filed the same written dissent as in the companion case.

 

9. Regency Manor Nursing Home v Labourers International Union of North America, Local 3000

Arbitrators
  • Chair: Daniel Randazzo
  • Employer Nominee: Irv Kleiner (partial dissent)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Regency Manor Nursing Home is a 48-bed long-term care facility located in Port Hope, Ontario, owned and operated by Southbridge Care Homes.

Employees Covered

LIUNA Local 3000 represents 57 employees (21 full-time, 31 part-time, 5 casual): PSW/HCA/Nurse Aide (~68% of unit), Activity Aide, Dietary, Housekeeping/Laundry, RPN, and Cook. RNs, office staff, and supervisors excluded.

Duration of Collective Agreement

November 1, 2024 – October 31, 2026.

What Was Awarded
  • General Wage Increases: 3.5% effective November 1, 2024; 1.0% effective April 1, 2025; 3.5% effective November 1, 2025. All increases retroactive.
  • Special Wage Adjustments — RPN: $1.00/hr. effective November 1, 2024 (before Year 1 GWI); $1.00/hr. effective November 1, 2025 (before Year 2 GWI).
  • Weekend Premium: Increased by $0.10/hr. effective date of award.
  • Vacation (Article 17.01(f)): New step for employees with more than 28 years of service — seven weeks at 14%.
Rationale

The primary issue was whether the additional 1% mid-term GWI from the SEIU Master Award should be applied. The Board traced the 1%’s origin through Arbitrator Gedalof’s Extendicare and CUPE (2023) and the SEIU Master Award. The Board rejected reducing the 1% to merely “catch-up to CUPE,” finding its deeper purpose was to address the lasting erosion of earning power caused by inflation peaking at 8.1% in 2022.

Partial Dissents

Both nominees dissented in part without elaboration.

 

10. Canadian Union of Public Employees and its Local Union 4751 v Centennial Place, Millbrook Inc. cob as Centennial Place Long Term Care Home

Arbitrators
  • Chair: Jesse Kugler
  • Employer Nominee: Irv Kleiner (partial dissent)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Centennial Place Long Term Care Home is a for-profit 128-bed long-term care facility located in the village of Millbrook, Ontario.

Employees Covered

CUPE Local 4751 represents approximately 177 employees (100 full-time, 77 part-time): RPN (12), PSW (112), Recreation Therapist Aides (6), Cook with papers (1), Housekeeping Aides (11), Laundry Aides (4), Dietary Aide-Certified (18), and Resident Support (11).

Duration of Collective Agreement

June 5, 2024 – June 4, 2026 (retroactive).

What Was Awarded
  • Wages: 3.5% across-the-board increases effective June 5, 2024 and June 5, 2025.
  • Weekend Premium: Increased from $0.35 to $0.40/hr. effective date of award.
  • Paramedical Benefits: Increased from $400 to $450 per year effective date of award.
  • Pension Contributions: Increased to 4% effective date of award.
  • Retroactivity Provision (new Article 33.03): Retroactive pay to current and former employees within 60 days; Employer to notify former employees within three pay periods.
Rationale

The award is brief. The Board applied the standard HLDAA framework. The 3.5% wage increases reflect the normative pattern for the sector.

Partial Dissents

Both nominees dissented in part without elaboration.

 

11. Shelburne Residence Nursing Home v Service Employees International Union, Local 1 Canada

Arbitrators
  • Chair: Kevin M. Burkett
  • Employer Nominee: Irv Kleiner (partial dissent, reasons to follow)
  • Union Nominee: Simran Prihar (partial dissent)
Description of Employer

Shelburne Residence Nursing Home is a for-profit long-term care facility in Shelburne, Ontario with 60 licensed long-term care beds, operated by Southbridge Care Homes.

Employees Covered

SEIU Local 1 Canada represents 65 employees (28 full-time, 37 part-time): HCA/PSW, Cook, Aide, RPN, and RN.

Duration of Collective Agreement

September 25, 2024 – September 24, 2026.

What Was Awarded
  • Wages (all classifications except RN): 3.5% effective September 25, 2024; 1% effective March 25, 2025; 3.5% effective September 25, 2025.
  • Wages (RN): ONA master grid effective July 1, 2024; 3% effective July 1, 2024; 3% effective July 1, 2025.
  • Special Wage Adjustment — RPN and RAI Coordinator: $1.00/hr. after Year 1 GWI; $1.00/hr. after Year 2 GWI.
  • Retroactivity: As per Article 41.01 of the collective agreement.
  • Paid Holidays (Article 32): Float holidays confirmed at three; maximum 12 per calendar year; scheduling rules added for employees with one year of seniority.
  • Sick Leave (partial): Full-time employees transferring to part-time may carry forward accrued sick leave credits to the part-time usage maximum (Article 34.02 amended).
  • Sick Leave (EI/WI carve-out — deferred): Employer’s proposal remitted to the parties for discussion within 60 days; Board remains seized.
  • Paramedical Benefits (new): $500 combined per calendar year for physiotherapist, massage therapist, and chiropractor.
  • Weekend Premium: Increased by $0.10/hr. effective the first full pay period following date of award.
  • Part-Time In Lieu Payment: Amended to 7.5% inclusive of holiday pay (replacing the previous $0.40/hr. flat rate exclusive of holiday pay).
Rationale

The central issue was whether to follow the pattern of the SEIU Master Award, including the additional 1% mid-term increase. The Employer argued that post-November 2024 economic deterioration (Trump tariffs, rising unemployment, declining GDP) justified departing from the pattern. The Board rejected this, finding only a marginal rather than significant deterioration. The macro-economic factors had already been considered by Arbitrator Stout in the SEIU Master Award. A 30%+ turnover rate at the home since July 2024 reinforced that departing from the pattern would exacerbate retention problems. On the EI/WI sick leave carve-out, the Board declined to impose the change, preferring direct bilateral negotiation.

Partial Dissents

The Union Nominee (Prihar) dissented in part. The Employer Nominee (Kleiner) dissented in part, with reasons to follow.

 

12. The Township of Osgoode Care Centre v United Steelworkers, on behalf of its Local 8327

Arbitrators
  • Chair: Lindsay Lawrence
  • Employer Nominee: Yves Campeau (partial dissent)
  • Union Nominee: Marcelle Goldenberg (partial dissent)
Description of Employer

The Township of Osgoode Care Centre (OCC) is a 100-bed long-term care centre located in Metcalfe, Ontario. The Employer and USW have been in a collective bargaining relationship since 1990.

Employees Covered

USW Local 8327 represents service employees at the home. Wage-adjustment classifications referenced in the award include RPN/RAI Coordinator, Nurse Aide/Physio, Cook, and RN.

Duration of Collective Agreement

June 13, 2025 – June 12, 2027. This was the only item agreed to by the parties in bargaining; all other terms were determined by the Board.

What Was Awarded
  • General Wage Increases: 3.5% effective June 13, 2025 (Year 1); 1.5% six months later (December 2025); 2.0% effective June 13, 2026 (Year 2); with a “me too” clause — if the SEIU Master Award GWI for 2026 exceeds 2.0%, the difference will apply.
  • Special Wage Adjustments: RPN/RAI Coordinator $1.00/hr. after Year 1 and Year 2 GWI; Nurse Aide/Physio $1.18/hr. prior to Year 1 GWI; Cook $0.31/hr. prior to Year 1 GWI.
  • RNs: Wage parity with the ONA Central Nursing Home Master maintained effective June 13, 2025.
  • Retroactivity: All amounts payable to current and former employees within three regular pay periods of the award.
  • Part-Time In Lieu: Increased by $0.10/hr. effective date of award.
  • Weekend Premium: Increased to $0.55/hr. effective date of award.
  • RN Premiums: Evening/night premiums increased to $1.20/hr. and weekend premium increased to $1.35/hr., effective date of award.
  • Paid Holidays: Float paid holidays for part-time employees increased to two per year, effective date of award.
  • Extended Health Care Insurance: Costs to be 100% Employer-paid, effective one month after date of award.
  • Vision Care: Increased to $400, effective one month after date of award.
Rationale

The central wage issue was whether an additional mid-term increase beyond 3.5% was warranted and at what rate. A detailed review of at least 15 years of comparative wage data led the Board to award 1.5% mid-term: 1.0% replicating the SEIU Master Award increase, and 0.5% representing remaining home-specific catch-up. For Year 2, with the SEIU Master Award for 2026 not yet issued, the Board awarded 2.0% with a “me too” clause, declining both the Union’s proposed 3.5% and the Employer’s proposed 1.5%.

Partial Dissents

Both nominees dissented in part without elaboration.

 

Part C: Retirement Homes

1. The Westmount Retirement Residence v CUPE and Local 3607-00

Arbitrators
  • Chair: Eli A. Gedalof
  • Employer Nominee: Terry McCarthy (partial dissent)
  • Union Nominee: Jeffrey Sack, K.C. (partial dissent)
Description of Employer

The Westmount Retirement Residence is an 86-suite retirement home located in Sudbury, Ontario, operated by Chartwell.

Employees Covered

CUPE Local 3607-00 represents approximately 11 full-time and 17 part-time employees in the Guest Attendant, Dietary Aide, Prep Cook, and Cook classifications. CUPE has represented employees at Westmount since 1991.

Duration of Collective Agreement

April 1, 2023 – March 31, 2025 (retroactive; settled very late in the bargaining cycle).

What Was Awarded

Wages

  • 5% GWI effective April 1, 2023; 3.5% GWI effective April 1, 2024. All wage increases retroactive.

Special Wage Adjustments — Guest Attendants and Dietary Aides

Amended wage grids effective April 1, 2023 and April 1, 2024, inclusive of the general wage increases, with minimum wage adjustments applied at October 1, 2023 and October 1, 2024 for Dietary Aides (whose start rate would otherwise fall below minimum wage). The Guest Attendant adjustment was warranted by comparator evidence and internal relativity considerations.

ClassificationStepExpiredApr 1/23 (+3.5%)Oct 1/23 (Min Wage Adj.)Apr 1/24 (+3.5%)Oct 1/24 (Min Wage Adj.)
Guest AttendantsProb$16.41$16.98$17.58$17.75
3 Month$16.85$17.44$18.05$18.23
1 Year$17.30$17.91$18.53$18.72
2 Year$17.77$18.39$19.04$19.23
3 Year$18.18$18.82$19.47$19.67
Dietary AideProb$15.66$16.21$16.55$17.13$17.30
3 Month$16.10$16.66$17.01$17.61$17.78
1 Year$16.55$17.13$17.49$18.10$18.28
2 Year$17.02$17.62$17.99$18.62$18.80
3 Year$17.43$18.04$18.42$19.06$19.25

Shift and Weekend Premiums

  • Shift premium increased to $0.40/hr., effective date of award.
  • Weekend premium increased to $0.30/hr., effective date of award.

Vision

  • Coverage increased by $25.00, effective the first full month following date of award.

Reporting Time (Article 13.05)

  • Discretionary unpaid reporting time changed to discretionary paid reporting time of up to 10 minutes per shift. Reporting time not to be used for overtime calculations.

Vacation Payout on Termination (Article 14.06)

  • Provision limiting vacation payout to the ESA minimum deleted.

Retroactivity (Article 22.01)

  • Retroactivity clause amended to delete application to “employees, actively employed as of the date of ratification”.
Rationale

The 3.5% annual increases reflect the strongly normative pattern, which the Board found applies regardless of the late stage at which this agreement was settled. Special wage adjustments for Dietary Aides were necessary to prevent the start rate from falling below minimum wage; the Guest Attendant adjustment was warranted by comparator evidence and considerations of internal relativity. On reporting time, the Board agreed with the Union that unpaid reporting time is not normative and that there has been a movement away from such provisions across the healthcare sector, but declined to eliminate the provision entirely in favour of a gradualist approach making it discretionary. The vacation payout provision was found unsustainable under the replication principle; its cost to the Employer was assessed as limited given few employees on the seniority list would currently be entitled to more than the ESA minimum. The retroactivity restriction was found contrary to the presumption that wage increases apply to all employees who worked during the term, particularly given that the timing of the award meant some employees could have worked the entirety of the term without any benefit.

Partial Dissents

Both nominees dissented in part without elaboration.

 

2. Queenswood Villa and Ogilvie Villa v Labourers International Union of North America, Local 3000

Arbitrators
  • Sole Arbitrator: Sheri Price (no dissent)
Description of Employer

Queenswood Villa and Ogilvie Villa are two privately owned, for-profit retirement homes in the Ottawa area, both owned by Spring Living Retirement Communities. Queenswood Villa is located in Orleans, Ontario (56 suites, up to 57 residents). Ogilvie Villa is located in Gloucester, Ontario (63 suites, up to 68 residents). This award resolves the renewal of two separate collective agreements on common terms.

Employees Covered

LiUNA Local 3000 represents approximately 28 employees at Queenswood Villa and 25 employees at Ogilvie Villa across the following classifications: Cook, Dietary Aide, PSW/HCA, UCP, Housekeeping, RPN, Activity Coordinator (Ogilvie only), Activity Aide, and Maintenance.

Duration of Collective Agreements

Three (3) years: January 1, 2024 to December 31, 2026. The predecessor agreements expired December 31, 2023. This is the parties’ sixth collective agreement.

What Was Awarded

Wages

  • GWI of 3.5% effective January 1, 2024.
  • GWI of 3.5% effective January 1, 2025.
  • New wage grid inclusive of 3.5% GWI effective January 1, 2026 (see table below).

Wage Grid (effective January 1, 2026)

ClassificationStepJan 1/26
CookStart$18.80
Post-Probation$19.24
Year 1$20.06
Year 2$20.95
Dietary AideStart$18.60
Post-Probation$19.17
Year 1$19.74
Year 2$20.33
PSW/HCAStart$18.80
Post-Probation$19.36
Year 1$19.95
Year 2$20.53
UCPStart$19.99
Post-Probation$20.56
Year 1$21.26
Year 2$21.83
HousekeepingStart$18.60
Post-Probation$19.17
Year 1$19.74
Year 2$20.33
RPNStart$26.22
Post-Probation$27.10
Year 1$28.01
Year 2$28.85
Activity AideStart$18.60
Post-Probation$19.17
Year 1$19.74
Year 2$20.33
Activity Coordinator (Ogilvie)Start$20.17
Post-Probation$20.53
Year 1$21.62
Year 2$22.47
MaintenanceStart$21.76
Post-Probation$22.55
Year 1$23.35
Year 2$24.17

Retroactivity

  • All wages payable effective the dates indicated, paid in accordance with the collective agreement.

Weekend Premium (new)

  • $0.15/hr., introduced two pay periods following the date of award.

Pension

  • Employer pension contributions increased to 3% matching contributions, effective July 1, 2026.

Vision Benefits

  • Amended to $350.00 per 24 months inclusive of eye examinations, effective first calendar month following date of award.

Letter of Understanding

  • Dietary Aide letter of understanding renewed.
Rationale

The award is brief. The arbitrator applied the statutory criteria under s.9(1.1) of HLDAA and the well-established normative criteria applicable to interest arbitration. The 3.5% GWI in each year reflects the established sector pattern. The third-year increase is implemented through a new wage grid.

Dissents

None. The award was issued by a sole arbitrator.

 

3. Schlegel Villages Inc. c.o.b. The Village of Winston Park v Unifor and its Local 1106

Arbitrators
  • Chair: Eli A. Gedalof
  • Employer Nominee: Irv Kleiner (concurring)
  • Union Nominee: Robert Buchanan (partial dissent)
Description of Employer

The Village of Winston Park is a combined 95-suite retirement home and 215-bed long-term care facility located in Kitchener, Ontario, operated by Schlegel Villages Inc. This arbitration concerns the retirement home side of the facility.

Employees Covered

Unifor Local 1106 represents full-time and part-time service employees on the retirement home side in the Aid, Activation, PSW, UCP, and RPN classifications. Local 1106 is an amalgamated local representing over 3,000 members across 20 workplaces, predominantly in the healthcare sector in southwestern Ontario.

Duration of Collective Agreement

December 1, 2024 – November 30, 2026.

Background

On September 5, 2025, the parties negotiated a Memorandum of Settlement (MOS) tentatively resolving renewal terms for both the long-term care and retirement home collective agreements. The LTC bargaining unit ratified the MOS. The retirement home bargaining unit did not — of 45 members who voted, only 14 were in favour, with 24 against and 3 spoiled ballots — resulting in referral to interest arbitration.

What Was Awarded

The Board awarded the terms of the unratified MOS in their entirety:

  • Wages: 3.5% annual general wage increases.
  • Premiums: Increases to shift and other premiums.
  • Benefits: Improvements to employee benefit entitlements and other enhancements.

(The award does not set out specific dollar figures or full details of the MOS terms.)

Rationale

The sole issue was whether the Board should depart from a freely negotiated but unratified MOS. The Board applied the well-established principle that there is a heavy onus on the party seeking to improve upon a negotiated settlement at interest arbitration — requiring clear and compelling evidence that the MOS was patently unreasonable, economically inadequate, or that the negotiating committee was seriously offside. None of that was established here.

Partial Dissent

The Union Nominee (Buchanan) dissented in part without elaboration.

 

4. Four Elms v Service Employees International Union, Local 1 Canada

Arbitrators
  • Chair: Deanna Webb
  • Employer Nominee: Irv Kleiner (partial dissent)
  • Union Nominee: Simran Prihar (partial dissent)
Description of Employer

Four Elms is a retirement home located in Thornhill, Ontario, owned and operated by Verve Senior Living, with 161 suites and capacity for 220 residents.

Employees Covered

SEIU Local 1 Canada represents approximately 74 employees (approximately 60% part-time) across the following classifications: RPN, Attendant, UCP/Team Lead, Certified Cook, Uncertified Cook, and Attendant (Dining Services, Dishwasher, and Housekeeping). The Union was certified September 1, 2014.

Duration of Collective Agreement

January 1, 2024 – December 31, 2025. The predecessor agreement expired December 31, 2023.

What Was Awarded

General Wage Increases

  • 5% effective January 1, 2024.
  • 5% effective January 1, 2025.

Special Wage Adjustments

  • All non-RPN classifications: 1% special wage adjustment effective January 1, 2024, prior to the GWI.
  • RPN: $1.00/hr. following the GWI effective January 1, 2024; $1.00/hr. following the GWI effective January 1, 2025.
  • Retroactivity: Payable in accordance with Article 29 of the Collective Agreement.

Wage Grid (Schedule A)

RPN
StepJan 1/23Jan 1/24 (+3.5%)+$1.00Jan 1/25 (+3.5%)+$1.00
Start$21.47$22.22$23.22$24.03$25.03
450 hrs$21.67$22.43$23.43$24.25$25.25
1,800 hrs$22.10$22.87$23.87$24.71$25.71
3,600 hrs$22.73$23.53$24.53$25.39$26.39
5,400 hrs$23.37$24.19$25.19$26.07$27.07
Attendant/RSA
StepJan 1/23+1% SWAJan 1/24 (+3.5%)Jan 1/25 (+3.5%)+$1.00
Start$17.63$17.81$18.43$19.08
450 hrs$17.91$18.09$18.72$19.38$25.03
1,800 hrs$18.21$18.39$19.03$19.70
3,600 hrs$18.72$18.91$19.57$20.26$25.25
5,400 hrs$19.23$19.42$20.10$20.80
UCP/Team Leader & Cook (identical grid)
StepJan 1/23+1% SWAJan 1/24 (+3.5%)Jan 1/25 (+3.5%)+$1.00
Start$19.23$19.42$20.10$20.80
450 hrs$19.41$19.60$20.29$21.00$25.03
1,800 hrs$19.80$20.00$20.70$21.42
3,600 hrs$20.37$20.57$21.29$22.04$25.25
5,400 hrs$21.01$21.22$21.96$22.73
Uncertified Cook
StepJan 1/23+1% SWAJan 1/24 (+3.5%)Jan 1/25 (+3.5%)+$1.00
Start$17.33$17.50$18.11$18.74
450 hrs$17.50$17.68$18.30$18.94$25.03
1,800 hrs$17.97$18.51$18.79$19.45
3,600 hrs$18.54$18.73$19.39$20.07$25.25
5,400 hrs$18.90$19.09$19.76$20.45
Attendant (Dining Services, Dishwasher, Housekeeping)
StepJan 1/23+1% SWAJan 1/24 (+3.5%)Jan 1/25 (+3.5%)+$1.00
Start$16.68$16.85$17.44$18.05
450 hrs$16.84$17.01$17.61$18.23$25.03
1,800 hrs$17.18$17.35$17.96$18.59
3,600 hrs$17.70$17.88$18.51$19.16$25.25
5,400 hrs$18.21$18.39$19.03$19.70

Evening/Night Premium (new)

  • $0.15/hr., effective date of award.

Sick Leave

  • Article 14.01 amended to increase the premium in lieu of paid sick leave to $0.55/hr., effective date of award.

Benefits (effective first full calendar month following date of award)

  • Vision care reimbursement increased to $350 every 24 months.
  • Paramedical coverage maximum benefit increased to $800 per calendar year; co-insurance increased to 85%.
Rationale

The Board found that RPN rates required a significant adjustment to achieve alignment with comparators, warranting the $1.00/hr. special wage adjustments in addition to the 3.5% GWI in each year. All other classifications received the 1% special wage adjustment plus the 3.5% GWI, consistent with bargaining history. The Board declined to award structural amendments to sick leave, encouraging the parties to address this in the next round.

Partial Dissents

The Employer Nominee (Kleiner) took the position that the total compensation impact was higher than what free collective bargaining would have produced given existing superior conditions; he would not have awarded the classification adjustments in conjunction with the new shift premium, sick leave increase, and benefit improvements. The Union Nominee (Prihar) took the position that higher wage adjustments were warranted and that the sick leave proposal was well-supported.

 

5. The Regency Lakefield Inc. o/a Regency Retirement Lakefield v Labourers International Union of North America, Local 3000

Arbitrators
  • Chair: Lindsay Lawrence
  • Employer Nominee: Ryan Wood (concurring)
  • Union Nominee: Wassim Garzouzi (dissent)
Description of Employer

Regency Retirement Lakefield is a 73-suite retirement residence located in the town of Lakefield, Peterborough County, Ontario, with a maximum occupancy of approximately 90 residents.

Employees Covered

LiUNA Local 3000 represents approximately 21 full- and part-time employees across the following classifications, and was certified on October 3, 2023: Resident Attendants, UCPs, Cooks, Servers, Housekeeping, and Recreation staff.

Duration of Collective Agreement

Two (2) years: October 3, 2023 to October 2, 2025. This is a first collective agreement; the term had already expired by the time of the award.

What Was Awarded

Wages

  • GWI of 3% effective October 3, 2023.
  • GWI of 3.5% effective October 3, 2024.
  • All amounts retroactive to current and former employees within three regular pay periods following issue of the award.
  • Where an employee’s current wage exceeds the awarded grid rate, or will exceed it after retroactive increases are applied, that wage is to be green-circled and general wage increases applied to the actual wage paid.

Wage Grid (effective date of award)

ClassificationCurrent StartNew Start1,950 hrs (+1.5%)3,900 hrs (+2%)5,850 hrs (+2.5%)7,800 hrs (+3%)
Resident Attendants$18.40$19.04$19.33$19.71$20.20$20.81
UCP$18.40$20.04$20.34$20.75$21.27$21.90
Cook$19.00$19.00$19.29$19.67$20.16$20.77
Servers$17.60$18.22$18.49$18.86$19.33$19.91
Housekeeping$17.60$18.22$18.49$18.86$19.33$19.91
Recreation$18.44$19.00$19.29$19.67$20.16$20.77

Sick Leave

  • Full-time employees: three (3) paid sick days per year.
  • Part-time employees: one (1) paid sick day per year.
  • Paid sick leave restricted to personal illness; employees who have not completed their probation period are not entitled to paid sick leave.
  • Each paid sick day is deemed to satisfy applicable statutory sick leave entitlements and is not in addition to them.
Rationale

The Board applied the HLDAA criteria and first collective agreement principles. On wages, the Board awarded the Employer’s proposed grid, finding the Union’s proposed rates were on average higher than those paid at the Union’s own comparator homes, while the Employer’s start rates better reflected the wage distribution of current employees. The GWI pattern of 3% and 3.5% reflects sector norms for the respective years. On sick leave, the Board awarded the Employer’s more limited proposal, citing the first collective agreement context, items already agreed by the parties, and the fact that the agreement had already expired. The Board declined to award the Union’s proposed defined contribution pension plan, finding it was contrary to sector norms for first collective agreements given the overall compensation package.

Dissents

The Union Nominee (Garzouzi) dissented without elaboration. The Employer Nominee (Wood) concurred.

 

6. Shelburne Retirement Community v Service Employees International Union, Local 1 Canada

Arbitrators
  • Chair: Daniel Randazzo
  • Employer Nominee: Terry McCarthy (dissent with reasons)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Shelburne Retirement Community is a 28-suite retirement home attached to a related nursing home, located in Shelburne, Ontario, owned and operated by Southbridge Care Homes.

Employees Covered

SEIU Local 1 Canada represents 10 part-time employees, all employed as Attendants and/or Supervisor Attendants. The Union was certified June 30, 2023.

Duration of Collective Agreement

Two (2) years: July 3, 2023 to July 2, 2025.

What Was Awarded

Wages

  • Effective July 3, 2023: new wage grid with start rate of $17.05 (3% above the ESA minimum wage of $16.55 then in effect); four-step grid based on years of service; top rate of $20.09 (reflecting the highest rate paid within the bargaining unit in 2023). Employees already at $20.09 red-circled until July 3, 2024.
  • GWI of 3.5% effective July 3, 2024, applied to the full grid.
  • Employees currently receiving a wage above the grid shall continue to receive that rate with percentage increases applied during the term.
StepJuly 3/23July 3/24 (+3.5%)
Start$17.05$17.65
Year 1$17.66$18.28
Year 2$18.40$19.04
Year 3$20.09$20.80

Retroactivity

  • Retroactive increases to be paid within four full pay periods after the date of award, by separate payroll run.

Weekend Premium (new)

  • $0.15/hr. for all hours worked from approximately 11:00 p.m. Friday to 11:00 p.m. Sunday, effective first pay period after date of award.

Paid Holidays

  • Nine statutory holidays plus two float days maintained; employees currently receiving three float days red-circled.

Vacation

  • Existing structure maintained (ranging from 1 week at 4% under 1 year to 6 weeks at 12% after 22+ years).

Sick Leave

  • Full-time employees: three (3) paid sick days per year, no carry-over.
  • Part-time employees: one (1) paid sick day per year, no carry-over.

Benefits

  • Existing Southbridge benefit package incorporated for full-time employees; part-time employees currently receiving benefits grand-parented.

Pension (new)

  • 1% matching contributions introduced, effective 30 days after date of award.

Uniform Allowance (new)

  • $0.05/hr.

Other Language

  • Layoff procedure, job posting, work of the bargaining unit, education leave, meal periods, and new classification procedure provisions all introduced.
Rationale

The Board applied the HLDAA criteria with express recognition of the first collective agreement context, noting that awards in first contract arbitrations seldom achieve the wages, benefits, and language found in more mature agreements, and that improvements must be achieved incrementally. The start rate of $17.05 was set at 3% above the then-applicable minimum wage, while the top rate of $20.09 was anchored to the highest wage actually paid within the bargaining unit. The 3.5% GWI for Year 2 was found to be normative.

Dissents

The Employer Nominee (McCarthy) dissented with reasons, expressing the view that total compensation was excessive for a first collective agreement and that the wage outcome was closer to the range of mature agreements than to first collective agreement comparators. The Union Nominee (Garzouzi) dissented in part without elaboration.

 

7. Wellington Retirement Home v United Food and Commercial Workers Local 175

Arbitrators
  • Chair: Norm Jesin
  • Employer Nominee: Robert Kelly (concurring)
  • Union Nominee: Wassim Garzouzi (concurring)
Description of Employer

The Wellington Retirement Home is a private, for-profit retirement home located in Hamilton, Ontario.

Duration of Collective Agreement

Two (2) years commencing June 1, 2025.

Nature of This Award

This is an interim award only. The parties agreed that a 3.5% wage increase was appropriate for the first year of the collective agreement, effective June 1, 2025. The Board issued a direction accordingly and remained seized of all remaining issues in dispute.

What Was Awarded
  • Wages: 3.5% GWI effective June 1, 2025.
Dissents

None. Both nominees concurred.

Note: This summary reflects the interim award only. A further award addressing outstanding issues is anticipated.

 

8. Chartwell Waterford Retirement Residence v Canadian Union of Public Employees and its Local 1404-07

Arbitrators
  • Chair: John Stout
  • Employer Nominee: Terry McCarthy (partial dissent)
  • Union Nominee: Jeffrey Sack, K.C.
Description of Employer

Chartwell Waterford Retirement Residence (operating as Chartwell Waterford Retirement Community) is a 128-suite retirement home located in Oakville, Ontario.

Employees Covered

The union was certified April 17, 2018, and covers all employees except office and clerical staff, concierge, supervisors, and persons above the rank of supervisor. The classifications affected by minimum wage adjustments include Dietary Aides (DA), Dishwashers (Dish), Housekeeping (HK), General Assistants (GA), and Resident Attendants (RA).

Duration of Collective Agreement

Two (2) years: April 25, 2024 to April 24, 2026.

What Was Awarded

Wages

  • GWI of 3.5% applied to all rates effective April 25, 2024.
  • GWI of 3.5% applied to all rates effective April 25, 2025.

Minimum Wage Adjustments

New wage grids for classifications that fell below the minimum wage:

DA / Dish / HK
StepAug 3/23Oct 1/23 (Min Wage Adj.)Apr 25/24 (+3.5%)Oct 1/24 (Min Wage Adj.)Apr 25/25 (+3.5%)
Start$16.16$16.55$17.13$17.20$17.80
450 hrs$16.27$16.66$17.24$17.31$17.92
1800 hrs$16.39$16.78$17.36$17.43$18.04
3600 hrs$16.48$16.87$17.45$17.52$18.13
GA / RA
StepAug 3/23Oct 1/23 (Min Wage Adj.)Apr 25/24 (+3.5%)Oct 1/24 (Min Wage Adj.)Apr 25/25 (+3.5%)
Start$16.42$16.55$17.39$17.46$18.06
450 hrs$16.58$16.71$17.55$17.62$18.22
1800 hrs$16.75$16.88$17.72$17.79$18.39
3600 hrs$16.92$17.05$17.89$17.96$18.56

 

Retroactivity

  • Retroactive pay within three pay periods via direct deposit to all current employees and former employees who worked from April 25, 2024 onwards; former employees notified by mail with a 30-day claim period, failing which the entitlement is forfeited.

Holidays

  • One (1) additional float holiday, effective date of award.

Vacation

  • Five (5) weeks’ vacation after fifteen (15) years of service, effective date of award.

Sick Leave

  • Increased to six (6) days, effective date of award.

Night Shift Premium

  • Increased by $0.05/hr., effective first full month following date of award.

Benefits

  • Part-time payment in-lieu increased to 4%, effective first full month following date of award.
  • Vision care increased to $300, effective first full month following date of award.
Rationale

The Board identified a clear sector pattern of 3.5% GWI and declined to deviate from it, notwithstanding the Union’s proposal for 5%. Minimum wage adjustments were structured to bring affected classifications into compliance while preserving step differentials. The Board acknowledged that this Home lags behind local comparators and sector norms in several non-wage areas, but adopted a gradualist approach, making incremental improvements rather than full catch-up, noting the parties would soon return to the bargaining table.

Partial Dissent

The Employer Nominee (McCarthy) filed a partial dissent expressing the view that the total compensation package was excessive in light of changed economic circumstances and that greater restraint should have been applied to the non-wage compensation improvements.

 

9. Collegiate Heights Retirement Residence v United Steel, Paper and Forestry, Rubber, Manufacturing, Energy, Allied Industrial and Service Workers International Union, on behalf of its Local 8748

Arbitrators
  • Chair: Norm Jesin
  • Employer Nominee: Terry McCarthy (dissent)
  • Union Nominee: Marcelle Goldenberg (partial dissent)
Description of Employer

Collegiate Heights Retirement Residence is a 107-suite retirement home located in Sault Ste. Marie, Ontario, owned by Chartwell.

Employees Covered

The Union represents approximately 40 employees: 15 full-time, 16 part-time, and 9 casual. The award does not specify classifications.

Duration of Collective Agreement

Two (2) years: January 1, 2025 to December 31, 2026.

What Was Awarded

Wages

  • GWI of 3.5% effective January 1, 2025.
  • GWI of 3.5% effective January 1, 2026.
  • Retroactive payments to current and former employees within three pay periods from the date of award.

Shift Premiums

  • Night premium increased from $0.20 to $0.25/hr.
  • Evening premium increased from $0.20 to $0.25/hr.
  • Weekend premium increased from $0.10 to $0.20/hr.

Vision Care

  • Increased to $300.00 every 24 months, inclusive of eye exam.

Pension

  • Employer pension contribution increased from 3% to 4%, effective December 1, 2026.
Rationale

The Board identified a sector pattern of 3.5% GWI for 2024 and 2025 in Ontario retirement homes and awarded accordingly. The Board considered the parties’ collective bargaining history, specifically that the previous memorandum of settlement had reflected a below-normative wage increase, a factor the Chair weighed in replicating the established pattern for this term.

Dissents

The Employer Nominee (McCarthy) filed a full dissent expressing the view that total compensation increases were too high and that the Chair placed excessive weight on the below-normative outcome in the previous MOS. The Union Nominee (Goldenberg) filed a partial dissent without elaboration.

 

10. London Canada Investors Limited Partnership (Arbor Trace Alzheimer’s Special Care Centre) v LIUNA Local 3000

Arbitrators
  • Chair: Lindsay Lawrence
  • Employer Nominee: Irv Kleiner (partial dissent)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Arbor Trace Alzheimer’s Special Care Centre is a retirement home in London, Ontario, specializing in memory care and assisted living, with approximately 32 residents.

Employees Covered

LIUNA Local 3000 represents 63 full-time and part-time employees in the Housekeeping, Dietary, Activities, PSW, RPN, and Cook classifications, of whom 39 are PSWs.

Duration of Collective Agreement

December 1, 2023 – November 30, 2025 (already expired).

What Was Awarded
  • Wages: 3.5% across-the-board retroactive increases effective December 1, 2023 and December 1, 2024.
  • RPN Wage Adjustment: $0.60/hr. adjustment effective date of award.
  • Weekend Premium: $0.10/hr. increase effective date of award.
  • Pension Plan: Introduced for the first time effective date of award at a 1% employer contribution rate.
  • Hours of Work: Parties directed to meet to determine whether they can agree on a Letter of Understanding re: lunch/break practices for employees working 12-hour shifts; Board remains seized if the parties cannot agree.
Rationale

The Board rejected the Union’s argument that Arbor Trace’s dementia care programming warranted comparison to long-term care homes rather than retirement homes, finding such programs are common within the retirement home sector. The 3.5% normative rate was drawn from Chartwell Heritage Glen (2024 CanLII 114134). The RPN adjustment was warranted by a comparator gap to Highview Residences; no similar gap existed for other classifications.

Partial Dissents

Both nominees dissented in part. The Union Nominee (Garzouzi) took the position that the specialized nature of the work warranted additional wage adjustments for PSWs and RPNs. The Employer Nominee (Kleiner) dissented in part without elaborating.

 

11. Chartwell Avondale Retirement Residence v Service Employees International Union, Local 1 Canada

Arbitrators
  • Chair: Eli A. Gedalof
  • Employer Nominee: Terry McCarthy (partial dissent)
  • Union Nominee: Wassim Garzouzi (partial dissent)
Description of Employer

Chartwell Avondale is a retirement residence in Toronto, Ontario, operated by Chartwell. Chartwell operates 16 retirement homes in Ontario represented by SEIU Local 1 Canada; three (Avondale, Empress Kanata, and Riverside) have been referred as representative cases to identically constituted boards of arbitration.

Nature of This Award

This is an interim award only, determining a pre-hearing production motion brought by the Union on February 27, 2026 and heard on March 4, 2026. It does not address wages, benefits, or other terms of the renewal collective agreement. Those issues remain outstanding and the Board remains seized. The merits hearing for Chartwell Avondale was scheduled for March 11, 2026.

What Was Ordered
  • Total compensation data: ordered produced for 2024 and 2025 if already compiled; if extraction is required, Employer may elect to produce either year.
  • Health and safety policies (Items 4(a)–(c)): ordered produced as arguably relevant and not difficult to disclose.
  • CHUBB insurance policy: ordered produced (Employer did not object).
  • Not ordered: health and safety Items 5–8 (not readily available given lateness of the motion); staffing and level of care information (not tracked or already accessible to the Union); documents from the other 15 Chartwell homes (outside the Board’s jurisdiction).
Rationale

The Board ordered production on a narrower basis than the Union sought. Key considerations: the motion was brought approximately ten days before the scheduled merits hearing despite the matter having been referred in September 2025; production obligations are enforceable through the OLRB in the bargaining process and last-minute motions should not substitute for timely disclosure; arguable relevance must be assessed against the specific issues referred to arbitration; and the Board’s jurisdiction is limited to the parties before it.

Partial Dissents

Both nominees dissented in part without elaboration.

 

 

 

Part D: Other (Non-HLDAA)

The following case was decided under voluntary interest arbitration pursuant to s.40(1) of the Labour Relations Act, 1995, rather than under HLDAA.

 

1. Oakville Senior Citizens Residence v Service Employees International Union, Local 1 Canada

  • CanLII Citation: 2026 CanLII 5567 (ON LA)
  • Date: January 23, 2026  |  LRA s.40(1) — Voluntary Interest Arbitration (First Collective Agreement)
Arbitrator
  • Sole Arbitrator: Jesse Kugler

Note: This arbitration was conducted under s.40(1) of the Labour Relations Act, 1995 (voluntary interest arbitration), not under HLDAA.

Description of Employer

Oakville Senior Citizens Residence (OSCR) is a not-for-profit charitable organization providing independent and supportive living accommodation and services to seniors in Oakville, Ontario. It operates two facilities: the OSCR Apartment Tower (164 one-bedroom apartments) and the OSCR Residential Tower (172 suites). Services include Supportive Housing Services, Supports for Daily Living, Short Stay Respite, Rent-Geared-to-Income Apartments, and home care services. The Employer is funded through accommodation fees, Ontario Health funding, and a subsidy from the Region of Halton.

Employees Covered

SEIU Local 1 Canada represents employees in the following classifications: PSW (16 FT, 35 PT, 15 Casual), Homemaker (8 FT), Dietary Aide (6 FT, 4 PT, 3 Casual), Porter (2 FT), Cook (4 FT), Maintenance (1 FT), HLP Assistant (1 FT), Dietary Assistant (17 Youth/Student), and Assistant Porter (12 Youth/Student). The bargaining unit was certified July 15, 2022.

Duration of Collective Agreement

Three (3) years: July 16, 2022 to July 15, 2025 (agreed by the parties; the agreement had already expired by the time of the award).

Note: This is a first collective agreement.

Key Provisions Awarded

Wages

  • Effective July 16, 2022: incorporate the $3.00 Permanent Wage Enhancement (PWE) into the wage grid for PSW, Homemaker/Housekeeper, and Dietary classifications (prior to GWI; PWE not paid on training hours or hours paid but not worked), followed by a 2.0% GWI.
  • Effective July 16, 2023: 3.0% GWI.
  • Effective July 16, 2024: 3.5% GWI.

Paid Holidays

  • Ten named statutory holidays plus three (3) float days.

Vacation

Full-time employees: prorated in first year; 2 weeks at 4% after 1 year; 3 weeks at 6% after 4 years; 4 weeks at 8% after 10 years; 5 weeks at 10% after 16 years.

Sick Leave

  • Full-time employees: 0.83 days per month worked, up to 10 paid sick days per calendar year.
  • Part-time employees: 0.42 days per month, up to 5 paid sick days per calendar year.
  • Usable for personal illness, injury, or necessary/routine healthcare. No entitlement during probation.

Benefits

  • Enrollment after 450 hours for full-time and part-time employees in: dental, extended health, life insurance, AD&D, EAP, and HSA.
  • Employer premium contributions: Extended Health (FT 100%, PT 50%); Dental (FT 50%, PT 25%); Life Insurance, AD&D, EAP, HSA (100% for both).
  • HSA: $1,000 annually (FT); $750 annually (PT); no carry-forward; pro-rated in first year.
  • Dental cap increased from $500 to $750 per calendar year. Student workers not eligible for benefits.
Rationale

The arbitrator applied standard interest arbitration principles with specific recognition that progress toward sectoral norms is gradual in first collective agreements. A threshold issue was the identification of the appropriate comparator sector. The arbitrator found the retirement home sector to be the appropriate comparator, notwithstanding the Employer’s argument for the home care sector, on the basis that 70% of bargaining unit work is performed in a congregate care setting, the Employer’s services and accommodation model most closely resembles a retirement home, and several classifications are common to the retirement home sector but not home care. The GWI progression of 2%, 3%, and 3.5% reflects prevailing economic circumstances across the term. No new pension plan was awarded.

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