SAHO/CUPE Bargaining Update

Union: Canadian Union of Public Employees (CUPE) 

In-Person Sessions: November 3, 4, 5, 2026

Next Dates: November 18, 19, 20, 2026

SAHO and CUPE held productive discussions during the most recent bargaining sessions, with greater clarity achieved on several outstanding matters.

Focused Discussions

The parties made further progress on the Letters of Understanding covering Distribution of Work, Cross-union Jurisdictional Work and Contracting In.

Articles with Agreement in Principle Reached

• Letter of Understanding: Market Supplement Classifications 
• Temporary Vacancies
• Change Family Illness Leave to Family Leave
• Expand Bereavement Leave to include Aunts and Uncles

Monetary Proposals

• SAHO tabled a new supplementary employment benefit for parents accessing Employment Insurance during Maternity/Parental/Adoption leave. This has an annual cost of over $3 million, providing significant support to parents. 
• A general economic wage increase of 3%, 3%, 2%, 2%, 2% and 2% over a 6-year term
• A $2.00 per hour increase for Pay Bands 1 through 12
• Market Adjustments for 46 classifications, including the introduction of 37 new classifications and increases to 9 existing classifications
• 94% of CUPE members will receive pay increases averaging 22% during the term of the proposed six-year agreement with these increases
• 50% Vehicle Allowance increase
• Round Trip transportation allowance increased from $3.50 to $4.50 per round trip.
• Increase to mileage rates
• Weekend Premiums increased by 33%
• Shift Premium increased by 27%
• New Premium for Preceptor Pay of $0.65 cents per hour
• Professional Fees paid in full
• Responsibility Pay increase from $0.75 to $1.25, an increase of 67%
• Increase funding to the Extended Health Plan and Enhanced Dental Plan from 3.1 to 3.7% representing an increase of $3.6 million in annual funding to ensure employee benefits are maintained.

What This Means for Employees

 The following are examples of retroactive pay for employees who have held their position since the expiry of the current collective agreement, if a settlement is reached with an effective date of January 1, 2027:

• A full-time Continuing Care Assistant would be entitled to an estimated $12,200 in retroactive pay.
• A full-time Food Service Worker would be entitled to an estimated $10,200 in retroactive pay.
• A full-time Medical Laboratory Technologist would be entitled to an estimated $18,933 inretroactive pay.

Next Steps

Discussions will continue on matters that remain outstanding. SAHO remains committed to working toward a balanced collective agreement through continued dialogue.

Union/CUPE November 13, 2026