An arbitration board has awarded nursing staff at Golden Plough Lodge in Cobourg, Ont., wage increases totaling nearly 13 per cent over two years, along with new isolation pay provisions and enhanced mental health benefits.
The County of Northumberland, which operates the 151-bed municipal long-term care home, must implement the new collective agreement covering approximately 20 Ontario Nurses Association members for the period April 1, 2023 to March 31, 2025.
The arbitration panel considered the Hospital Labour Disputes Arbitration Act criteria, including the employer’s ability to pay, service reduction risks, economic conditions and comparability with other public and private sector employees.
Wage progression approved
The award establishes starting wages of $37.93 per hour effective April 1, 2023, rising to $39.07 on April 1, 2024. The top wage step increases from $50.38 to $51.89 over the same period.
Entry-level nurses will see their hourly rate climb from $36.44 to $39.07 by the contract’s end, representing a 7.2 per cent increase. The most experienced nurses advance from $48.31 to $51.89 per hour, an increase of 7.4 per cent.
Tour differential payments increase to $2.98 per hour while weekend premiums rise to $3.14 per hour under the new agreement.
Isolation pay addresses pandemic concerns
The arbitrators added a new isolation pay article requiring salary continuation for employees absent due to communicable diseases. Coverage applies when quarantine or isolation results from employer policy, legal requirements or public health directives.
This provision addresses concerns that emerged during the COVID-19 pandemic when healthcare workers faced income loss due to mandatory isolation periods.
Enhanced benefits and responsibility allowances
Mental health services coverage increases substantially from previous levels to $3,000 annually. The award also includes housekeeping amendments increasing hearing aid coverage to $500 per person every five years and raising the cap for bridges, crowns, implants and inlays to $2,000 per calendar year.
Responsibility allowances see significant increases. Employees relieving the director of care now receive $3.00 per hour, up from $1.50. Staff assigned as employee-in-charge during evenings, nights, weekends or holidays earn an additional $3.00 per hour, increased from $2.00.
Bargaining timeline and process
The parties began negotiations on January 16, 2024, followed by conciliation on March 27, 2024. When direct bargaining failed to resolve all outstanding issues, the matter proceeded to interest arbitration as required under provincial legislation.
The collective agreement expired on March 31, 2023, meaning the new terms provide retroactive wage increases. Retroactive pay must be distributed within six full weeks of the award date.
Holiday pay clarifications
The arbitrators clarified holiday pay entitlements, specifying that part-time employees receive holiday pay for statutory holidays provided they meet Employment Standards Act qualifications. Holiday pay calculations must follow provincial employment standards requirements.
The award also standardizes language referring to the “Employee/Management Committee” and adjusts meeting frequency from bi-monthly to quarterly for certain committee functions.
Mixed panel decision
Both the union and employer nominees filed partial dissents, though the specific areas of disagreement were not detailed in the published award. The chair’s decision carries forward as the binding determination.
The arbitration board retains jurisdiction until the parties sign the new collective agreement, allowing for resolution of any implementation disputes.
Municipal healthcare context
Golden Plough Lodge operates as a municipal facility under County of Northumberland management, distinguishing it from privately-operated or provincially-run long-term care homes in the region.
The relatively small bargaining unit of approximately 20 nurses reflects the facility’s modest size compared to larger urban long-term care operations, though wage and benefit patterns often influence broader sector negotiations.
The award includes renewal of the existing letter of understanding regarding casual staff, maintaining flexibility arrangements for temporary workforce needs.
