Unifor sought a $4.80/hour RPN adjustment and a $7.00/hour skilled trades bump at this small community hospital in Fergus — arguing recruitment and retention were at risk. The board awarded something, but significantly less than asked.

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Unifor Local 8300 and Quinte Health couldn’t bridge their gaps at the bargaining table, sending their renewal agreement to interest arbitration. Here’s what the board awarded for some 870 service employees across four hospital sites.

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Can the word “maximum” ever mean “minimum”? Two nurses at Norfolk General Hospital argued exactly that — and an arbitrator disagreed, upholding the hospital’s right to cap summer vacation entitlements at two weeks.

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SEIU sought to certify IT Help Desk workers at Michael Garron Hospital — but the hospital argued all 18 proposed unit members handle confidential labour relations information and must be excluded. The OLRB wasn’t ready to shut the question down.

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After a violent incident on her unit, a nurse accessed a patient’s file without clinical justification and was dismissed. Preparing for arbitration, the union sought broad document disclosure — but the arbitrator shut it down.

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A 21-year nurse was terminated under Niagara Health’s attendance management program — but the hospital never told her the program had been re-launched, and may have miscounted the absences that triggered her dismissal.

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After 35 years of service, the Grievor faced a layoff — without the early retirement allowance the union argued she was owed. The union filed a grievance, then went silent for over 16 months.

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With surgeries at risk of cancellation and the PACU one nurse short for a critical four-hour window, Hamilton Health Sciences made an emergency call. This decision examines when a genuine staffing crisis can justify bypassing routine union consultation requirements.

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Three Halton Healthcare lab employees argued that paid holiday hours should count toward their overtime threshold. The arbitrator disagreed — and the collective agreement’s own language told the whole story.

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A part-time PSW swapped some shifts and picked up others — then argued his swapped-out hours should count toward his overtime threshold. This short decision clarifies what “hours worked” means when shifts change hands.

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Thirty-two Ontario hospitals and 16,000 SEIU Healthcare employees couldn’t agree on a new collective agreement — so an interest arbitration board stepped in. The result: wage increases, expanded bereavement leave, enhanced benefits, and a new domestic violence article for clerical and service staff across the province.

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When Northumberland Hills Hospital raised employee benefit premiums by nearly 10%, the union filed a grievance — then waited over three months past the arbitration deadline. A stark reminder that mandatory time limits are absolute.

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When a new provincial regulatory body began registering Personal Support Workers, William Osler Health System moved quickly to make compliance mandatory — but the union filed a grievance challenging the requirement as arbitrary and unilateral.

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