We have provided your current wage scales (in black font) to serve as a reference, but the important NEW data is in GREEN. You will see your standardized wage at the top line of your classification (in green font), and any applicable market adjustments below that (highlighted in green).

Depending on the complexity of your occupation and how many classification groups there are within, you may find the tables harder to read on a smartphone. We recommend that you view the data on a desktop computer or tablet for the best experience.

These draft tables (provided as data to us by the Employer) have gaps and discrepancies within that we are working hard to address. Our goal in releasing these DRAFT tables was to ensure that everyone was reflected within and that all data was as accurate as possible before signing off. If you have searched your occupation and been unable to find your classification, please email info@mahcp.ca right away. The MAWS Committee is working through all member questions and will reply to you as soon as we have investigated your specific situation.

There are three potential sources of retroactive pay in this agreement:

1. The 3% market adjustment that was applied October 1, 2023 is being extended back to July 14, 2023 (date of ratification). All members employed prior to October 1, 2023 and who received the 3% market adjustment effective that date will now receive a retroactive 3% increase on paid hours from July 14 to October 1, 2023. (This excludes EMS, midwives and perfusionists who received special adjustments last year and will receive a lump sum benefit, amount to be determined.)
2. All market adjustment increases are retroactive to April 1, 2024.
3. All wage standardization increases are retroactive to April 1, 2023, with the exception of identified classifications in the Respiratory Therapy and Pharmacy groups, which are retroactive to April 1, 2024.  

NOTE: All retroactive pay is pensionable.

Most members who are eligible and who have not changed employers will receive retro pay automatically; you do not need to apply.

If you retired, left the public system or changed employers (for example, moved from WCHREO to NHREO, or a community health agency to Shared Health), you must submit the relevant form to your employer by November 5, 2024.

Access the form for employees who have transferred within the system.

Access the form for retired/terminated employees.

Under the terms of the agreement, the employer must implement increases and retroactive pay within 60 days of final approval of the salary schedules (pending). Reminder: Salary increases and retroactive pay are the employer’s responsibility. Please direct questions on your eligibility and implementation to your manager or HR representative. Contact your LRO if you encounter any problems.

Most members will be placed on their current step in the newly established/standardized salary scale, with the following exceptions:

• If your current salary is higher than the newly established range and none of the above are possible, you will be red circled (see question on red circling below).
• If that would result in a decrease in your rate of pay, you will be placed at the closest step on the new scale (except the Year 20 step) that provides you with an increase.
• If your current scale exceeds the number of steps on the newly established scale, you will be placed at the closest step on the new scale that provides you with an increase.

No, you will not take a pay cut but you will not receive any increases until the agreed-upon scale ‘catches up’ to your current rate of pay due to future negotiated increases. This is called ‘red circling’ and the classifications and steps affected are indicated in red in the scales provided on the website. MAHCP worked hard to minimize red-circling and very few members have been affected this way. Only members toward the top of scale in positions that were making higher-than-average salaries compared to the majority of their counterparts at other sites will be red-circled.

The MAWS Committee worked hard to compare job descriptions and group classifications appropriately. The committee made decisions based on available information. If you believe an error has been made, please email us at info@mahcp.ca to notify the committee and your LRO.

The fund was not large enough to address fully all wage proposals or needs. There were some occupations for which the employer refused to give market adjustments, despite the MAHCP committee members’ best efforts. Members who are still seeking market adjustments are encouraged to submit a new wage-related bargaining proposal for this current bargaining round. The joint employer-union MAWS Committee took several factors into account when negotiating market adjustments:

1. Bargaining proposals from the last round;
2. Average of wages in competing provinces: ON, SK, AB and BC, aka Ontario-West average;
3. Current vacancy rates, retention and recruitment challenges;
4. Other factors such as changes in job requirements or duties, expanded scope of practice, etc.

Under the agreement, the employer is not permitted to make a “substantial change in the job content or qualifications” that would warrant a reclassification. The employer(s) must advise MAHCP within one hundred and eighty (180) days if they intend to standardize any job descriptions. Some titles may be standardized as a result of this agreement.

It depends, but if you lose it you will still be better off than you were before. To explain, as a result of standardization, some classifications now require an academic attainment that was not previously required. There are employees in these classifications that were receiving an academic allowance (AA) which they will no longer be eligible to receive as it is now a requirement of the position.

However, the MAWS committee carefully reviewed all scenarios to ensure that for those affected by new requirements, the new rate of pay will be higher than the previous rate of pay plus Academic Allowance. In addition, incorporating the allowance into regular salary means that it is now pensionable and will compound with future increases. In other words, you are better off financially as a result of this change.

The collective agreements that were ratified last year dictated that retroactivity could not go back further than October 1, 2023. During MAWS negotiations with the employer, we were able to move that retroactive date back to April 1, 2023 for most standardized scales, but we were not able to move it back further for specific groups.

Members in these occupational groups received special adjustments in the last round of bargaining and were exempt from the October 1, 2023 3% increase. That means you will not receive any benefit from that increase being extended back to July 14, 2023.

However, you will receive a lump-sum payment. This amount will be determined once all other retroactive payments are made. The balance remaining will be equally distributed as a lump sum payment to each employee in the Emergency Medical/Response Services, Midwives, and Perfusion occupational groups employed as of September 6, 2024 (date of signing of the MOA).

The payment amount will be the same regardless of EFT or employment status (full time, part time or casual) and includes those employees who are currently on a leave of absence.

As well, Perfusion is receiving a Market Adjustment on April 1, 2024. Please refer to the draft salary scales for more detail.

The parties agreed to align the effective date with market adjustments rather than wage standardization due to the nature of the changes made in these occupational groups.

Yes, all Senior, Charge, CSL or other Lead positions that should be 5% above applicable general duty positions have been standardized to meet that requirement. Please review the new scales. All standardized rates are retroactive to April 1, 2023.

The joint employer-union committee had to review more than 1,000 classifications in detail, including job descriptions, in order to standardize wages. This complicated and detailed work took more time than it should due to the employer’s difficulty in accessing job descriptions from different departments and employers.

We encountered this same difficulty when negotiating market adjustments – the employer continually struggled to produce current vacancy rates, accurate costing and other data necessary to make informed decisions.

Bottom line: The employer did not commit appropriate staff resources to this task or give it the priority it deserved, and so it took months longer than it should have. MAHCP raised this issue repeatedly at all levels of government, including in the final days of negotiations, in order to finalize the agreement and avoid delaying the current round of bargaining.

No, retention and recruitment incentives were beyond the scope of this agreement. However, MAHCP is aware that such incentives are in place in competing jurisdictions. If you would like to bring to the Bargaining Committee’s attention specific incentives you feel should be considered in the current round of negotiations, please submit a wage-related proposal form.

Access the CBAs from competing jurisdictions.

All wage-related proposals must be submitted by Tuesday, October 1 at 4:00 p.m.

Submit your proposal using this form.