Learn more about becoming a member of the bargaining team.
Make sure your personal email with AMAPCEO is up to date by visiting your Member Dashboard and clicking Edit Profile.
Last updated: January 11, 2023
We have worked hard to achieve fair working conditions, including critical job security provisions, and a constructive dispute resolution process that protects our workplace rights as professional public servants.
This time around, we will be confronted with an important, and potentially challenging, round of bargaining with the employer.
Our goal is to make fair and reasonable gains for all of us, fight any unfair concessions, and work creatively to help shape the workplace of the future.
The only way we can do this is by standing together and demonstrating our collective strength. It’s the only way we can protect the terms and conditions of employment that we have worked so hard to establish, and the only way we can in turn, protect the important services that we provide to our communities.
This legislation limits public sector workers’ compensation increases to a maximum of one per cent a year for three years—including for unionized workers as their contracts expire.
Learn more about Bill 124 and how it affects us.
Bargaining team selection
The Waypoint collective agreement for AMAPCEO members will expire on March 31, 2023.
To negotiate a new contract, two AMAPCEO members at Waypoint will be elected to form the Waypoint bargaining team. The President/CEO is an ex-officio member of the team. They will represent the collective voice of all AMAPCEO-represented employees at the bargaining table and work to negotiate the best collective agreement possible.
The bargaining team will be supported throughout the process by dedicated members of AMAPCEO’s professional staff. Legal counsel Goldblatt Partners will participate or provide advice as required. Bargaining is expected to begin in 2023.
We don’t typically bargain full-time—bargaining meeting dates are typically scattered across several months and will take place on weekdays between 9 am and 5 pm. On these dates, you will be released from your usual work. As a result, you may need to balance your other work commitments with your bargaining responsibilities, but your manager should support you in this. It is protected in our collective agreement.
Will I be paid?
Yes. Your employer will continue to pay you as usual during bargaining, and your benefits, credit accruals, etc., will continue seamlessly. AMAPCEO will cover reasonable travel-related expenses in accordance with our Expense Reimbursement Policy.
Do I need experience in negotiations?
No. While it can be helpful, it is not necessary to have any experience in negotiations to join the bargaining team. Members of the bargaining team will receive specialized training before negotiations begin and will work very closely with AMAPCEO’s professional staff throughout the entire process. What’s most important is that you are motivated to represent the needs and interests of your colleagues at all work locations.
How will bargaining priorities be set?
All members will be encouraged to complete a detailed survey before negotiations begin. The results of this survey will help the elected bargaining team set priorities. Learn more about the collective bargaining process.
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.
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.
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.
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.
Bill 124 is Ontario's unconstitutional wage-restraint legislation.
The legislation limits public sector workers’ compensation increases to a maximum of one per cent a year for three years—including for unionized workers as their contracts expire.
What this means is that when their contracts expire, unionized public sector workers’ compensation increases are capped at one per cent a year for the following three years, regardless of what workers may negotiate with employers through collective bargaining.
For AMAPCEO members at Public Health Ontario (PHO), this means the period is from April 1, 2022–March 31, 2025.
Increases based on merit or performance do not count towards the one per cent cap.