The Facts:
Wages, Dues, and Representation
This page provides a detailed look at how union dues are calculated, how wages are structured, and how representation works under each option. It’s here for members who want to review the facts and understand the differences before making a decision.
You don’t need to read everything, use the links below to jump to the sections most relevant to you.
If you’re still deciding, this page is here to help you review the information at your own pace and focus on what matters most to you.
Union Dues:
What You Pay
How Dues are Calculated
CUPE dues are calculated as a percentage of gross wages.
The total dues rate is 70% of your first hour worked each week. You keep everything else!
Of that amount, 0.85% goes to CUPE National, and the remainder stays with the local to fund representation and local operations. Here is a comparison of wages and dues between comparable positions at Oakwood Park Lodge and Parkview.
With CUPE, your dues, along with all your other important local affairs, are controlled by you, not someone in an office in Toronto. Below is a comparison of the monthly dues rates for CUPE and SEIU. We used the highest rate of pay to calculate the dues so there is no confusion. As you can see, with CUPE you pay less. CUPE has an excellent track record of harmonizing wages and gaining wage increases.
| Classification | CUPE 1263 Wages | CUPE 1263 Annual Dues (70% of your first hour per week) | SEIU Wages | SEIU Annual Dues (1.95%) |
| Activity Aid | $49,959 | $932.56 | $49,998 | $974.96 |
| Cook | $53,781 | $1003.91 | $53,878.50 | $1050.63 |
| Dietary Aid | $48,964.50 | $914 | $49,998 | $974.96 |
| PSW/HCA | $56,686.50 | $1058.14 | $57,135 | $1114.13 |
| RPN | $66.163 | $1235.05 | $68,367 | $1333,16 |
We have prepared a clear comparison of wages and other collective agreement provisions for your review:
First, let’s consider wages. Comparing hourly wages from all the different Long Term Care Homes CUPE 1263 represents in Niagara Falls, you can see that CUPE’s wages are HIGHER. With our no concessions and no two tier agreements policies, the bar gets raised every time we bargain.
| Wage Comparisons | Oakwood Park Lodge
SEIU |
Valley Park Lodge
CUPE 1263-04 |
West Park Health Centre
CUPE 1263-05 |
Niagara Ina Grafton Gage Village
CUPE 1263-06 |
Westhills Care Centre
CUPE 1263-12 |
| Activity Aid | $25.64 | $25.62 | $31.73 | ||
| Cook | $27.63 | $27.58 | $26.04 | $31.54 | $27.19 |
| Dietary Aide | $$25.64 | $25.11 | $23.80 | $27.91 | $25.79 |
| Housekeeping Aide | $24.96 | $23.80 | $27.56 | $25.79 | |
| Laundry Aide | $24.96 | $23.80 | $27.56 | $25.79 | |
| Maintenance | $23.80 | $31.59 | |||
| PSW/HCA | $29.30 | $29.07 | $29.04 | $32.00 | $29.69 |
| RPN | $35.06 | $33.93 | $31.96 | $36.14 | $34.28 |
| RN | $57.02 |
Now let’s consider benefits:
| Benefits Comparison | Oakwood Park Lodge
SEIU |
Valley Park Lodge
CUPE 1263-04 |
West Park Health Centre
CUPE 1263-05 |
Niagara Ina Grafton Gage Village
CUPE 1263-06 |
Westhills Care Centre
CUPE 1263-12 |
| Expiry | 2026-09-14 | 2026-12-31 | 2025-12-31 | 2028-09-30 | 2025-12-31 |
| Location (Beds) | Niagara Falls (153) | Niagara Falls (65) | St. Catharines (101) | St. Catharines (40) | St. Catharines (160) |
| Licensee | Maryban Holdings Ltd. | 955464 Ontario Limited | Cvh (No.1) Lp | Niagara Ina Grafton Gage Home Of The United Church | Westhills Care Centre Inc. |
| Dental | ODA – 1996
Employer 50% |
ODA – Current
Employer 75% |
ODA – 1 Year Lag
Employer 75% |
ODA – Current
Employer 50% |
ODA – Current
Employer 80% |
| EHC | 100% | 100% | 100% | 100% | 100% |
| Holidays | 10 fixed; 2 floats | 10 fixed; 2 floats | 9 fixed; 2 floats | 12 fixed, 1 float | 10 fixed; 3 floats |
| Life Insurance | $30,000.00 | $30,000.00 | $25,000.00 | $45,000.00 | $35,000.00 |
| Paramedical | Not in C.A. | $400.00/year | Not in C.A. | Not in C.A. | $300.00/year |
| Part-time Benefits | 7.5% in lieu | 6% in lieu | 12% in lieu | 14% in lieu | 12% in lieu |
| Pension | NHRIPP (8%) | NHRIPP (8%) | NHRIPP (8%) | NHRIPP (10%) | NHRIPP (8%) |
| Pregnancy/Parental | 75% pregnancy – 17 weeks
75% parental – 10 weeks |
75% pregnancy – 17 weeks | E.S.A. | 70% pregnancy – 15 weeks
70% parental – 10 weeks |
75% pregnancy – 15 weeks |
| Shift Premium | $0.25/hour | $0.35/hour | $0.45/hour | $0.75/hour (2nd), $0.95/hour (3rd) | $0.40/hour |
| Sick Leave | 1 day/month
E.I. Carve Out |
1 day/month
WI exists |
1.5 days/month
200-day bank |
10 days/year
WI & LTD Exist |
1 day/month
229-day bank |
| Uniforms | $0.07/hour | $0.07/hour | $144.00/year (Full-time)
$96.00/year (Part-time) |
Not in C.A. | $0.10/hour |
| Vacation | 2 / 1 year, 3 / 3 years
4 / 8 years, 5 / 15 years 6 / 22 years, 7 / 28 years |
2 / 1 year, 3 / 3 years
4 / 8 years, 5 / 14 years 6 / 22 years, 7 / 28 years |
2 / 1 year, 3 / 3 years
4 / 8 years, 5 / 15 years 6 / 23 years, 7 / 30 years |
2 / 1 year, 3 / 2 years
4 / 7 years, 5 / 12 years 6 / 20 years, 7 / 25 years 1 day/year after 30 years |
2 / 1 year, 3 / 3 years
4 / 8 years, 5 / 15 years 6 / 23 years, 7 / 28 years |
| Vision | $400.00/24 months | $350.00/24 months | $300.00/24 months
$60.00 exam |
$400.00/24 months | $300.00/24 months
$100.00 exam |
| Weekend Premium | $0.55/hour | $0.50/hour | $0.40/hour | $0.60/hour | $0.30/hour |
As you can see, CUPE’s benefits can’t be beat.
CUPE has a long history of setting the standard for Long-Term Care workers. Here is how CUPE and SEIU compare in other parts of the sector:
| CUPE EXTENDICARE
(10 CA’s) |
SEIU 92 PARTICIPATING NURSING HOMES | |
| DATE OF AWARD/MOS | 2024-05-10 | 2024-11-05 |
| EXPIRY | December 31 2025 | September 22 2026 |
| DHL
PSW/HCA RPN |
25.15
29.09 34.61 |
25.39 ($24.28 2025)
29.12 ($27.85 2025) 35.06 ($32.58 2025) |
| Dental | Current ODA
Employer pays 50% (Bayview 75%) |
ODA 1-year lag
Employer pays 50%
|
| EHC | 100% | 100% |
| Holidays | 10 FIXED, 2 FLOATS | 10 FIXED, 2 FLOATS |
| Life Insurance | 2 X SALARY | $30,000.00 |
| Part-time BENEFITS | 1 at 6.5%, 1 at 8%
4 at 11%, 2 at Pro Rata (11% PSW is $3.20/hour) |
7.5% + 3 Sick Days (1.2%)
(7.5% PSW is $2.10) |
| PENSION | NHRIPP (8%) | NHRIPP (8%) |
| Shift PREMIUM | $0.30/HOUR | $0.25/HOUR
(Monday to Friday) |
| Sick Leave | 18 DAYS/YEAR
(BANK 110-175 DAYS) |
E.I. Carveout
(85% weeks 1 and 2) |
| UNIFORMS | $8.00 to $8.50/month
(2 at $0.055/hour) ($102.00/year) |
$0.07/hour worked
($113.00/year) |
| VACATION | 2/1, 3/2, 4/8,
5/15, 6/22, 7/28 |
2/1, 3/3, 4/8,
5/15, 6/22, 7/28 |
| VISION | $400.00/24 MONTHS | $400.00/24 MONTHS |
| WEEKEND PREMIUM | $0.45/HOUR | $0.55/HOUR |
What Happens to Wages After a Representation Vote
Following a successful representation vote, employees do not automatically move under an existing collective agreement.
A new collective agreement is negotiated for the bargaining unit.
CUPE’s bargaining approach is based on protecting and improving wages and does not involve accepting wage concessions.
Where differences exist between current agreements, those differences become part of the bargaining process. The focus is on bringing members up to appropriate wage levels, rather than reducing existing pay.
No member would be asked to take a wage reduction as part of negotiating a new agreement.
How Representation is Structured
Where representation differs, most is at the local level.
Under CUPE, the local is empowered to make decisions and move issues forward, with CUPE National providing support rather than acting as a gatekeeper. This keeps control close to the workplace and allows matters to progress efficiently.
Under the SEIU model, representation also involves local leadership and staff support, but advancing issues more often depends on coordination beyond the local, including from the international union headquartered in the US.
For members, this difference shows up in responsiveness, clarity, and how quickly issues move from discussion to action.
Job Security During Restructuring
During periods of restructuring or organizational change, job protections can make a meaningful difference.
The CUPE collective agreement includes bumping rights, which allow more senior employees to displace less senior employees in certain circumstances. This provides an added layer of job security when positions are eliminated or reorganized.
For members, this difference is most relevant during mergers or restructuring, where clear, enforceable protections can affect how changes are managed and who is impacted.
Common Questions Members are Asking:
Will we automatically move under one of the existing collective agreements?
No. Following a successful representation vote, a new collective agreement is negotiated for the bargaining unit.
Could anyone lose wages as a result of bargaining a new agreement?
Not with CUPE. CUPE does not accept wage concessions, and no member would be asked to take a wage reduction.
What if I like my current SEIU representative?
That’s completely understandable. Many representatives have worked hard for their members and built trust over time. Experience and commitment don’t disappear with a change in union affiliation, and under CUPE there is space within the local leadership structure for people who want to continue representing their colleagues, regardless of their previous role with other unions.
Will I be able to get involved with CUPE?
Yes. Member involvement is encouraged at every level. As the local grows, more representatives and committee members are needed, and members are welcome to get involved to whatever degree they’re comfortable with. Whether that’s taking on a formal role or contributing in smaller ways.
What happens to our existing workplace protections?
Existing protections remain in place while a new collective agreement is negotiated. The goal of bargaining is to protect and improve working conditions, not remove them.
Still have questions?
Contact CUPE Organizer Marc Lafrance at mlafrance@cupe.ca