Latest updates
- AMAPCEO members at Ontario Health have voted to accept the proposed two-year collective agreement. The results were unanimous with 100% of members voting yes.
- We await ratification on the Employer’s end, at which point the deal will become your new collective agreement.
Last updated: April 4, 2025
Highlights of the agreement
Term
- A two-year term from April 1, 2023 to March 31, 2025
Total compensation increase of 10.5%
- Under the tentative agreement, AMAPCEO-represented employees at Ontario Health will receive retroactive, across-the-board compensation increases of 6.5% for the term of the new agreement:
- 3.5% on April 1, 2023
- 3% on April 1, 2024
- AMAPCEO-represented employees will also receive as a Bill 124 remedy, an additional 4% of retroactive increases:
- 2% on April 1, 2020 (inclusive of the 1% previously negotiated)
- 2% on April 1, 2021(inclusive of the 1% previously negotiated)
- 3% on April 1, 2022 (inclusive of the 1% previously negotiated)
- Annual merit pay provisions will continue.
- The Employer will strive to pay all retroactive salary increases—including increases to merit pay—within 90 days.
Major improvements to health benefits
A new Health Care Spending Account or Wellness Spending Account
- Following ratification of the tentative agreement, the Employer will establish a Health Care Spending Account or Wellness Spending Account for each permanent employee (whether full-time or part-time) going forward.
- On a yearly basis, employees may select a Health Care Spending Account or Wellness Spending Account. Either will be funded at $500 per year.
- The Health Care Spending Account:
- Is not an insured benefit. It is over and above existing insured plans. It is not taxable to employees.
- Must be used for either or a combination of eligible medical expenses as defined in the Income Tax Act (e.g. medical equipment and some paramedical providers) and/or out of pocket expenses under the insured plans where the expense is eligible under the Act.
- The Wellness Spending Account:
- Is a taxable benefit.
- Is not restricted to CRA-eligible health expenses, instead providing funds to for a range of wellness-related expenses (e.g. gym memberships, fitness and programs, sports equipment, and ergonomic equipment).
Improved access to and coverage for psychological services
- Effective January 1, 2025, coverage for psychological services will increase from $40 per half hour to $80 per half hour, and annual coverage from $1,400 to $1,600 per calendar year.
- Under the tentative agreement social workers will be included in your benefits plan as eligible practitioners for psychological services, in addition to psychologists, family therapists, or marriage counsellors.
- Social workers are easier to find and their rates tend to be lower, so this improvement will make accessing mental health services much easier.
Frequently asked questions
What is collective bargaining?
Collective bargaining occurs when a group of people in a workplace band together to increase their negotiating power. There is a greater likelihood of success together than there is apart, so it is also about demonstrating our collective will and resolve.
These negotiations between employees and management lead to a legally binding collective agreement that details many of the terms and conditions of our employment, including wages, working conditions, job security, and more.
This collective agreement also ensures the employer consults with us and that we work collaboratively to seek solutions on matters that affect us. It means our workplaces are governed with transparency and fairness.
When does bargaining start?
We have reached a tentative agreement! See above for more details.
If the agreement is ratified, bargaining for our next collective agreement will begin shortly.
More details to come.
How will I get updates during bargaining?
Make sure your contact information with AMAPCEO is up-to-date, and that you are subscribed to receive our emails. Visit our Subscribe page if you haven’t opted-in to receive our emails.
Signed members also receive exclusive updates and event invitations. If you haven’t become a signed member of AMAPCEO, you can do so at no additional cost at amapceo.ca/membership.
We will also continually update this webpage with updates as they become available. And the union’s leadership will meet with members either virtually or in-person, as public health regulations permit, to update members on progress.
How were our bargaining goals set?
Every AMAPCEO member was able to take part in a survey asking us where we desire improvements to the current collective agreement.
The survey results were provided to the bargaining team, staff, and union leadership to draft the broad bargaining priorities.
These results, further informed by research, additional consultation, and legal advice, will be used to generate more specific bargaining plans. The Board of Directors is ultimately responsible for reviewing and approving this mandate.
Why is it important to support my colleagues and union during bargaining?
We have worked hard to achieve the current terms and conditions of our employment. Supporting your colleagues, the bargaining team, and our union, helps demonstrate our collective strength and our resolve to securing a fair contract. We are stronger together.
Union leadership and local AMAPCEO activists may also ask you to take specific actions to demonstrate your solidarity. This could include displaying a flag on your desk, using a union background during a video call, or attending an event.
These actions serve as proof of member cohesion and support for AMAPCEO. This can speed up the bargaining process and result in improved collective agreements for all members.
