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CORRECTION! Latest Offer from Bayshore for our Collective Agreement, Feb 10, 2026

PLEASE NOTE PREVIOUS POST WAS OPSEU'S PROPOSAL TO BAYSHORE. THE CORRECT PROPOSAL FROM THE EMPLOYER HAS BEEN ADDED IN ITS PLACE.


This is the latest offer from Bayshore that was given to Us. Please review and let your Union reps know how you feel. If you have any concerns, questions or comments please reach out or let us know or comment on this post!




BAYSHORE AND OPSEU

February 10th , 2026


WITHOUT PREJUDICE

All remaining proposals not mentioned below are deemed to be withdrawn.

THE FOLLOWING OFFER IS A PACKAGE DEAL.



  1. Term - 3 years from the date of notice to bargain


October 18th, 2024 to October 17th, 2027 (3 years)

  1. Wages

Effective date of ratification (for active employees only on date of ratification)

Effective October 18th, 2024 3% across the board

Effective October 18th 2025 1% across the board

Effective October 18th 2026 1% lump sum payment



Retroactive to be paid in a lump sum to all employees as soon as practicable, and in any case not later than 60 days from the date of ratification.

Note: Current employees (except those employees who are redcircled and listed below) will be paid their current rate of pay plus the proposed across the board increases.


Lady Delacruz

Daniel Gagne

Danielle Gagne

It is also understood that the above noted employees will not receive travel time payment of any sort for any work performed.



  1. Paid holidays


As per the pre-certification term and condition



As per the Employment Standards Act (ESA)


ARTICLE 19 PAID HOLIDAYS. – change to gender neutral)


19.01 The Employer will treat the following days as paid holidays:

New Year’s Day (Jan 1) Good Friday

Victoria Day Canada Day (July 1)

Thanksgiving Day Christmas Day (Dec 25)

Boxing Day (Dec 26) Labour Day Family Day (Third Monday in February)

  1. In order to qualify for each paid holiday, an employee must have worked her scheduled regular days of work preceding and her scheduled regular day of work following the public holiday.

An Employee who qualifies shall be paid the total amount of regular wages earned and vacation pay payable to the employee in the four (4) work weeks before the work week in which the public holiday occurred, divided by 20.


  1. When an employee works on the above holiday she shall be paid one and one-half (1 1/2) times her regular straight time hourly rate for all hours worked on such holiday. In addition, the employee shall be paid an average of her daily wage for all hours worked at her regular straight time hourly rate over the four (4) weeks preceding the holidays.

  2. If a public holiday falls on a day on which the employee is on vacation, the employer shall substitute another day that would ordinarily be a working day for the employee to take off work and for which he or she shall be paid public holiday pay as if the substitute day were a public holiday.


19.05 All employees, except those on approved vacation or leave, will be required to work either Christmas or New Years Day.

















  1. Vacation



ARTICLE 20 VACATION

  1. 20.01(a) Vacation pay is calculated at the calculated at the applicable percentage over the employee’s gross earnings as defined by the Income Tax Act.


  3. Vacations may not be carried over from year to year.


  5. Part-time employees shall receive four (4%) vacation pay every pay.


20.02FT employees only - All staff in Thunder Bay shall receive the following as Vacation Pay: received an increase to their vacation Entitlement:

  1. < 3 years’ service = 2-week vacation entitlement or 4% of earnings

  2. 3-9 years’ service = 3-week vacation entitlement or 6% of earnings

  3. 10-19 years’ service = 4-week vacation entitlement or 8% of earnings

  4. 20+ years of service = 5-week vacation entitlement or 10% of earnings





  1. 20.03 Vacation Scheduling

  2. All employees shall be required to submit their vacation requests in writing and the employer will respond in writing which includes posting the approved vacation schedule to employee’s email on the bulletin board.

  3. Employees who want to take vacation during the months of June 1, July, August 31 – Must submit a written request no later than April 1. The Employer will respond no later than April 30th. Approval of such requests shall be based upon seniority subject to operational requirements.


  1. Employees who want to take vacation during the months of September 1, October, November 30 – Must submit a written request no later than July 1st. The Employer will respond no later than July 30th. Approval of such requests shall be based upon seniority subject to operational requirements.

  2. Employees who want to take vacation during the months of December 1, January, February 28 – Must submit a written request no later than October 1st. The Employer will respond no later than October 30th. Approval of such requests shall be based upon seniority subject to operational requirements.

  3. Employees who want to take vacation during the months of March 1, April, May 31 – Must submit a written request no later than January 1. The Employer will respond no later than January

31. Approval of such requests shall be based upon seniority subject to operational requirements.

  1. Approval for vacation requests submitted outside of the times stated above shall be done on a first come first serve basis subject to operational requirements.

Vacation pay shall be calculated in accordance with Articles













  1. Health and Welfare Benefits



As per the pre-certification term and condition


As per the disclosure provided to the Union on December 4th, 2024



21.01 The Employer agrees to maintain the current benefits packages in place prior to certification. The employer may change plans and/or carriers during the term of this contract, provided for the new plan/carrier has similar benefits



Sick Leave


22.01 All employees shall receive 3 paid sick days per year. Such sick days shall not be carried over from year to year.


Paid as per the pre certification calculation:


 

  1. Prior four weeks gross pay (represented by X)

  2. Average day =X/20

Average hours (sick pay duration)=Average day / EE’s pay rate








  1. Uniform Allowance



As per the pre-certification term and condition



No provision








  1. RRSP



As per the pre-certification term and condition


Voluntary RRSP to a maximum of 1%. Employer matches the amount if the Employee contributes 1%.


  1. Mileage and Travel


Nurses receive a stipend for travel between clients (not to their first or home from their last) Urban: $4.25/visit and Rural: $22/visit


As per the pre-certification term and condition


Nursing travel


Urban travel stipend

$4.25

Rural travel stipend

$22.00

Atikokan stipend

$225.00

On- Call weekday

$67.20/day

On-Call weekend and stat

$125.44/day





PSS Travel /Rate differentials


Paid minimum wage travel time between clients using best route

Currently $17.20/hour

Paid for kilometer travel distance between client visits (not to first or home from last)

$0.62/km


Community Health Worker (3 workers) Guaranteed hours and not paid travel time



  1. Hours of Work


As per the pre-certification term and condition


  1. Job posting


13.02 Staff changes, transfers or promotions within the bargaining unit shall be based upon the following factors:

a)skill, competency, efficiency, ability and reliability.

b) seniority;

c) where these factors are relatively equal, the seniority of the applicant shall govern


10 ) ARTICLE 15 - TECHNOLOGICAL CHANGE

  1. When the Employer is considering the introduction of technological change (altering methods or utilizing different equipment) in the workplace that may result in job reduction or job loss, the Employer will notify the Union with as much advance notice as possible of such change and will meet and discuss with the Union, reasonable measure to protect the interest of Employees so affected and the provisions of Article 14 Layoff and recalls.





  1. ARTICLE 16 - LEAVES OF ABSENCE


16.01 Statutory Leaves


Pregnancy, Adoption, Parental and other Statutory Leaves shall be granted in

accordance with and subject to the requirements relating thereto and as

defined in the Employment Standards Act, 2000 of Ontario as amended.




Union Leaves (from Bayshore UFCW Strathmore agreement)


16.02 When it is necessary for a Union member to make a request for a leave of

absence to perform the duties of any office of the Union, the application for leave must be made in writing to the Employer for approval. The application for leave will be made in writing to the proper officer of the Employer with as much advance notice as possible. Where possible, four (4) weeks advance notice will be provided except that in extenuating circumstances the time factor may be waived or reduced.


16.03 The Employer shall not unreasonably withhold leave of absence for Employees

elected or appointed to represent the Union at Conventions, Workshops, Institutes, Seminars, Schools or to attend meetings as a member of the Union’s Provincial Executive Board.


16.04 When leave to attend Union business has been approved, it is granted with pay

including any differentials or premiums the Member would have been received had they been at work. The Union agrees to reimburse the Employer for actual salary paid to the Employee while on leave plus an amount determined by the Employer to cover the cost of benefits.


16.05 An Employee who is elected for a full-time position with the Union shall be

granted leave of absence without pay and without loss of seniority. If it is permissible under the pension and group life plan and any other welfare plans, the Employee shall have the right to pay the full cost, including the Employer’s share, during the period of such leave of absence.


16.06 Employees who are selected for any staff position with the Union, or any body

with which the Union is affiliated, shall be granted a leave of absence without pay for a period of two (2) years. Extensions of such leave may be granted, if submitted in writing and approved by the Employer. Approval of an extension will be dependent on operational requirements and will not be unreasonably withheld. The Employee will be permitted to work for gain for such leave.


16.07 Education Leave (from Bayshore Brantford agreement)


(a) Leaves of absence without pay may be granted by the Employer to employees who require them in order to further their career opportunities

through further education and training. Such leaves shall not be unreasonably denied.


(b) The Employer has the right to require that employees obtain

additional training, (in-services or meetings) education, qualification. Where employees are required by the Employer to receive further training (in-services or meetings) or education to maintain or to upgrade employment qualifications, the employee shall be paid for all time spent and the Employer shall pay the cost of the training.




16.08 Bereavement Leave


  1. An employee who has completed their probationary period shall be entitled

to bereavement leave on notification to the Employer as soon as possible

following a death in the employee's " immediate family" up to three (3) five

(5) (1) days off without loss of regular pay (provided the employee was

otherwise scheduled to work on the five (5) days) from that date of death up to and including the date of the funeral in order that the employee may make the arrangements for and/or attend the funeral.


  1. A probationary employee shall be entitled to unpaid leave in accordance with

Article 16. 08 (a) above.


  1. "Immediate family" means spouse, parent, brother, sister, son, daughter,

son- in- law, daughter- in- law, brother- in- law, sister- in- law, mother- in- law,father-in- law, grandparent, grandchild, guardian, step parent or chosen family. "Spouse" for the purpose of bereavement leave shall include a partner of the same sex.


16.09 Should additional leave be required because of extensive travel the Employer may grant such additional leave without pay.


16.10 The Employer reserves the right to require presentation of proof of death prior to

granting pay under this Article.


16.11 In the event of a Spring Interment, one (1) day may be reserved by the employee to attend the services with pay.


16.12 Jury Duty and Witness Leave (from Care Partners and L662 agreement)


An employee called for jury duty or subpoenaed as a Crown witness or

Subpoenaed as a witness in a civil or criminal proceeding shall receive for each day absent from regularly scheduled working hours, the difference between average hourly earnings lost and the amount of jury or witness fee received,

providing the employee furnishes the Employer with a Certificate of Service signed by the Clerk of the Court showing the amount of any fee received. It is agreed that this provision does not apply to arbitration proceedings. Such leave shall be without loss of pay from average hourly earnings, for a maximum of two (2) weeks.


16.13 General


The Employer may grant an employee a general leave of absence for up to one (1) year without pay. Such leave shall not be unreasonably withheld, and reasonable considerations shall be made to accommodate Employees who are working under requirements related to permanent residency and/or work visas.


16.14 Subject to the terms of the benefit plans, and as otherwise identified in this agreement, employees shall be allowed to continue enrolment in all employee benefit plans at the employee’s own expense while on unpaid leave of absence.






  1. Premiums

As per the pre-certification term and condition

*All staff receive shift premiums: $0.40/hour Monday to Thursday 1800 hours to 0700 and Friday 2300 hours – Monday 0700









14) ARTICLE 13 HOURS OF WORK, AVAILABILITY & SCHEDULING

13.01 The parties acknowledge that the Employer has an obligation to adhere to and satisfy their service contract requirements and client needs. Consequently, scheduling will be subject to those parameters in accordance with the provisions of this agreement. Nothing in this Collective Agreement constitutes a guarantee of hours.

13.02 This Article shall set out the process for scheduling work assignments for Full-Time, Part-Time and Casual employees.

13.03 Employees will be scheduled for available work assignments subject to Article 13.09 in the following sequence:

(a) Full-time employees in order of seniority

(b) Part-time employees in order of seniority

(c) Casual employees in order of seniority



Full-time Employees


Full-Time Employees will provide availability in three (3) hour blocks for a minimum of sixty (60) be schedule up to eighty-eight (88) hours in a two (2) week period.


Part-time Employee


Part-Time Employees will provide availability three (3) hour blocks for a minimum of thirty (30) be scheduled up to fifty-five (55) hours in a two (2) week period.


Casual Employee


Casual Employees will provide availability monthly and may accept work up to eighty-eight (88) hours in a two (2) week period.



13.04

 The Employer will determine the work schedule at its sole discretion subject to the terms of this agreement. The scheduling of full-time and part-time Employees for all shifts including weekends, evening, days and on call shall be included in the Employee’s Schedule as set out in the job posting and per the provisions of this Agreement.


  1. Availability:


  • Existing Full-time and Part-time employees must submit their availability upon hire and may alter their availability on either June 1 or January 1. Existing employees will be provided their availability within 2 weeks of ratification. and will be able to amend on either April (application for June 1) or November 1 in any given year.

  • Casual employees may Any altered their availability must be made by the 15th of the month, two (2) months prior to the date that the changes are to be made.

  • Changes will only take effect at the beginning of a pay period. Increases to availability may be made at any time. I

  • In exceptional circumstances an employee experiencing a personal emergency can request to the Employer that they alter their availability. Any such request will be determined at the sole discretion of the Employer. and shall not be arbitrable. No such request will be unreasonably denied.


  1. Employees will be scheduled one weekend in two (14 day rotation) or one day of every weekend (7 day rotation) or as described in the job posting.

  2. Employees may be required to work paid holidays that they were not required to work in the previous year.

  3. For new employees, this written notice shall be provided to the Employer at the time of the employee’s hire as described in the job posting.

  4. Availability for casual staff: This Availability cannot be modified until the worker has completed their probationary period.

  5. A work assignment may change in duration from time to time, and in such case will be offered to the employee(s) as per Article xxx



As new work assignments become available the Employer shall assign such work assignments to employees on the basis of the following factors:

  1. The employee’s skill, ability and qualifications to perform the work required.

  2. Continuity of care giver

  3. Consideration for continuity of care within geographical region; and

  4. The employee’s availability.

  5. If the Employer is adding visit to an employee’s schedule. It will do so prior to 6pm on the day prior to the scheduled visit. If a same day visit is required the CSC will contact the employee. Employees provided with phones by the Employer will check their voicemail and email though out the day. Staff who are provided with laptops will check their email throughout the day and prior to the end of their shift

13.09 The branch will notify the staff by voice or email to let them know that Visits are added on the same day. The office requires a verbal confirmation from the employee to ensure visits are not missed.avoid missed visits.

When the coordinator posts a global request, and when an urgent the visit is required the visit will be filled immediately but if the visit is required the following day, the Employer will wait ninety (90) minutes before assigning the visit. (need clarification on global request..)

  1. An employee who fails to work for a thirty (30) consecutive day period without approval shall be deemed to have abandoned their employment and will be terminated.

  2. Overtime

All time worked by the employee over eighty-eight (88) hours in a two (2) week period shall be considered overtime and paid at a rate of time and one-half (1 ½), the employees’ regular straight time hourly rate. Employees working shifts shall be paid overtime at the rate of time and one-half (1 ½), if the Employer requests the employee to stay beyond their scheduled shift. Employees agree they will not work more than 88 hours in a two-week period without the approval of their manager.

 



Overtime:


  1. Meal Break Where an employee is scheduled to work five (5) or more consecutive hours, the employees shall be entitled upon request to a thirty (30) minute unpaid meal break. The rest and meal breaks shall be taken at a time that is mutually convenient.

  2. In the event that an employee’s assignment is cancelled with less than two (2) hours’ notice and the Employer is unable to re-schedule the employee for these hours within the same day, or if the employee is requested to leave the visit by the client, the employer will endeavor to replace any lost hours. within the next pay period.the employee will be paid for the lost hours.

  3. Employees must ensure they follow the Ensuring Client Availability protocol. The change will be reflected on work mobile device schedule.

13;14In the event that an employee’s assignment is cancelled with less than two (2) hours’ notice and the Employer is unable to re-schedule the employee for these hours within the same day, or if the employee is requested to leave the visit by the client, the employer will endeavor to replace any lost hours within the following pay period. Employees must ensure they follow the Ensuring Client Availability protocol.

All employees are required to verify all visits as proof of visit by opening and completing visit at client’s home when they put eyes on the client before and after each visit. Failure to abide by this provision will lead to discipline up to and including termination of employment. GPS is to be turned on at all times.


Pursuant to the Occupational Health and Safety Act, an employee may leave or refuse a visit if they believe it is unsafe. In addition, if an employee suffers from a medical allergy they should confirm during their call for client availability that it is safe to visit. The Employer should be aware of it as well. Employees should ensure their own safety, notify the office, and follow the client safety plan.




 
 
 

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