A few updates.
First, we’re pleased to confirm that your CUPE Local 4000 Bargaining Committee
has secured five bargaining days with the Hospital scheduled for May and June. We
look forward to submitting proposals to improve our working conditions and
compensation, thereby improving the experience of patients treated at TOH.
Second, you may have heard about the OCHU/OHA Arbitration Award, released on
April 18, 2024. Although we do not fall under the Award, it will affect us as they are
a comparator that can influence our bargaining.
As always, we’ll continue to communicate as things develop,

In solidarity,
Your CUPE Local 4000 Bargaining Committee


As you know, yesterday, we had conciliation with The Ottawa Hospital and a government-appointed conciliator.

We’d hoped that with the outcome of the Central Award, the Hospital would come to their senses and make a fair offer to the membership.

Unfortunately, not only did the Hospital refuse to match Central compensation, but they reduced their monetary offer and worsened their language proposals.

Their final offer was worse than what they offered on our previous day of bargaining. Their proposals included language that could decrease full-time jobs while decreasing compensation for part-time workers; and language that removed key provisions of your job security. It was insulting.

After this insulting ultimatum, they refused to negotiate any further unless we accepted the agreement; we told them that under no uncertain terms would we accept an agreement so inferior to the Central Award and their last offer. We told the conciliator that since the Hospital refuses to negotiate further, we’ll see them in arbitration, where an arbitrator will decide the outcome.

Your CUPE Local 4000 Bargaining Committee will not recommend an agreement to the membership that doesn’t give us what we deserve.

We’ve scheduled a virtual Townhall this Saturday, July 8th, at noon. See the link and QR code.

You may have heard and seen our campaign online and on the radio. The campaign will expand until the membership has a fair deal. Thank you to all who have supported the bargaining committee already; we’ll continue to rely on your support.

We hope to see you on Saturday.

In solidarity,

Your CUPE Local 4000 Bargaining Committee

Say “thank-you” to our frontline hospital heroes

Join CUPE Local 4000 to say “thank-you” to our frontline hospital heroes.

Take a moment to reflect on the remarkable work all hospital workers do to keep us safe and healthy. Workers in administration, housekeeping, patient transportation, food services, trades, and nursing are all part of our health system and are vital to our COVID-19 response and recovery.

This year, against the backdrop of the pandemic, their working conditions and legal workplace rights have been put to the test. Yet, hospital workers have been and continue to provide life-saving services on the frontline.

In recognition of their important, critical work in such unprecedented times, we invite the community to thank our members by sending them messages of appreciation, gratitude, and support.

Send your message now.

Join CUPE Local 4000’s mailing list for updates on campaigns, advocacy, and how we’re improving conditions for hospital workers.



Virtual Town Hall / via zoom
September 14, 2021
7:30 p.m.

In accordance with Section 13 – Nomination, Election and Installation of Officers and Steward of the Local 4000 By-Laws, nominations for the following positions (number of Directors per Unit as determined by Section 7 – Officers) shall take place at the September 14, 2021 membership meeting;

Unit A    Civic Campus

1 Vice President (Unit A & B), 3 Directors, 1 Chief Steward

Unit B    Civic Campus

1 Chief Steward, 3 Directors

Unit C    General Campus

1 Vice President (Unit C & D), 3 Directors, 1 Chief Steward

Unit D   General Campus

1 Chief Steward,  4 Directors

Unit E    Riverside Campus / Riverside

1 Vice President (Unit E),  2 Directors, 1 Chief Steward

Unit F    All Sub-Locals

2 directors (Valley Stream Manor, Barrhaven Manor,   Windsor Manor, Rideau Place, Spectrum Patient Transfer, Ottawa Fertility Clinic)

Nominations may be submitted by completing and submitting the Nomination Form, or in person at the General Membership meeting.



Virtual Town Hall – Via Zoom

June 8, 2021 at 7:30 p.m.

 Please Log in 10 minutes prior to the start of meeting with your full name. In order to participate with any electronic voting, you must have your own device

PSW/Orderly Temporary Wage Enhancement

Please see the employer’s communication for the Ontario Government’s T.W.E. announcement

The goal of the Temporary Wage Enhancement is to:

  • Recognize the vital importance of Ontario’s Personal Support Workers who care for the most vulnerable COVID-19 patients
  • Address urgent health system staffing priorities as part of the provincial response to COVID-19 and the current influenza season.

Q1: Who is eligible for the Personal Support Worker Temporary Wage Enhancement (PSW TWE)?

A: Employees working in a PSW role (which may or may not require a PSW certificate) whose primary purpose is to provide direct personal care such as feeding, dressing, personal hygiene and toileting for at least 50% of their time performing such direct personal care work will be eligible for the $2.00/hour Temporary Wage Enhancement.

Based on the information above, it was determined that employees who fall under the Orderly job classification would be eligible for the Temporary Wage Enhancement.

All other classifications were deemed ineligible based on the above criteria.

Q2: Are Part-Time and Casual employees eligible for PSW TWE?

A: Yes, Part-Time and Casual employees are eligible for the TWE if they meet the appropriate criteria listed above.

Q3: How does the TWE impact an employee’s salary, pension and benefits?

A: The TWE will not be considered part of an employee’s base salary, benefits or pensionable earnings (with the exception of CPP contributions).

Q4: Will employees be taxed on the TWE?

All regular statutory deductions will apply to the TWE and the standard tax method will be applied.

Q5: Will overtime hours be eligible for the TWE?

A: Yes, overtime hours will be eligible for the TWE.

Overtime paid at 1.5 times regular salary will be paid at a rate of $3.00/hour for the TWE.

Overtime paid at 2 times regular salary will be paid at a rate of $4.00/hour for the TWE.

Q6: Will employees receive the TWE if they are on vacation or any authorized paid leave?

A: No, the $2/hr. premium only applies to the hours actually worked including statutory holidays and overtime hours.

Q7: Will individuals redeployed to other settings to deliver Personal Support Services be eligible for the TWE?

A: Yes, eligible individuals redeployed to other publicly funded settings (e.g., long-term care homes) will be eligible for the TWE. The hourly increase will be paid through the individuals home employer.