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Ontario and AMAPCEO Reach Four-Year Agreement

Archived Backgrounder

Ontario and AMAPCEO Reach Four-Year Agreement

Treasury Board Secretariat

Ontario and its second-largest bargaining agent, the Association of Management, Administrative and Professional Crown Employees of Ontario (AMAPCEO), have ratified a new four-year collective agreement.

The agreement includes a wage freeze in the first two years and a 1.4 per cent wage increase in each of the third and fourth years.  The cost of wage increases in 2016 and 2017 is being offset over the four-year term through changes to benefits and entitlements, making it a net zero agreement. 

Agreement Highlights

  • Four-year term ending March 31, 2018.

Salary and Wages

  • Zero wage increases for the first two years of the collective agreement term. This new agreement follows a two-year deal that included no wage increase in both 2012 and 2013 - totalling four consecutive years without any wage increase.
  • Wage increases of 1.4 per cent on April 1, 2016 and April 1, 2017. 

The following monetary items will offset the wage increases in 2016 and 2017, making it a net zero agreement: 

Exit Pay

  • Currently, employees who leave the Ontario Public Service are eligible for one week of pay for every year of service, up to a maximum of 26 weeks.
  • The new agreement eliminates employees' ability to accumulate this exit pay effective December 31, 2015.
  • Employees who have accumulated exit pay before December 31, 2015 will be paid out based on their salary on December 31, 2015, upon leaving the public service.
  • This will reduce future costs and save taxpayers approximately $55 million this year. 

Salary Reduction

  • Starting salary within each existing salary range reduced by three per cent effective April 1, 2015. 

Medical and Dental Benefits

  • Medical and dental benefits more closely aligned with the Ontario Public Service Employees Union (OPSEU) and non-bargaining employees to significantly reduce administrative costs.

Long-Term Income Protection (LTIP)

  • Elimination of LTIP cost-of-living provisions effective January 1, 2015.
  • Employees on LTIP will be entitled to increases equivalent to those received by all employees.

Other efficiencies in the collective agreement include the following non-monetary items: 

Dispute Resolution

  • Streamline dispute resolution procedure. 

Human Resources

  • Provide employees who are being redeployed from their existing position with the ability to search for and identify potential new assignments. This will increase the effectiveness of human resources processes.

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