What is bill 124? Among the many issues raised by this bill is how much will it affect public sector workers. The bill would affect all public sector employers in Ontario, including hospitals, schools, non-profit long-term care homes, power workers, crown corporations, universities, and certain for-profit institutions. Essentially, it would impact every worker in Ontario. As such, the Bill is opposed by many workers and is widely viewed as a dangerous step towards corporate power.
Limits wage increases to one per cent
The Ontario government has implemented a new law that restricts wage increases for public workers to one per cent a year. This law affects public employees working in a variety of sectors, from teachers to health care workers and some long-term care providers. It was passed into law in November and is currently the subject of an ongoing constitutional challenge by 40 unions. The new law also bans companies from hiring or firing public employees, unless they agree to a limited-wage-increase policy.
The Protecting a Sustainable Public Sector for Future Generations Act imposes a three-year moderation period for public sector workers. During the moderation period, incremental increases are limited to one per cent, and the average salary increase for all employees is one per cent. There are certain exceptions to the rule, and the Management Board of Cabinet can issue directives. In addition, employers are required to disclose information and pay information to workers in an effort to keep their workforces healthy.
Applies to all public sector employers
The Protecting a Sustainable Public Sector for Future Generations Act, 2019, was introduced to the Ontario legislature in June and received royal assent in November. The bill applies to nearly all government entities including municipal boards, police services, and Indigenous communities. It also applies to for-profit entities. Under the Act, compensation increases can only exceed 1% over three years. However, if the public sector has collective agreements, these agreements are likely to remain in place for many more years.
However, this new legislation is not designed to cover every public sector employer. Municipalities, corporations, boards, long-term care homes, physicians, and other for-profit entities are exempt from this law. In addition, Bill 124 empowers the government to exclude certain types of employees through regulation. However, this Act does not provide detailed information about the exceptions. The new legislation is designed to limit the scope of collective bargaining.
Bill 124 affects the compensation and bargaining rights of Ontario public sector workers. It also includes compensation restraint measures for both unionized and non-unionized employees. However, Bill 124 does not apply to executive-level employees. The new law will impact public sector employers as of June 6, 2019.
What “Bill 124” Gives?
Under the new legislation, salaries and wages cannot increase more than 1% per year. This means that any compensation increases made during this timeframe will be limited to one percent per year, with no exceptions. In addition, this law does not prohibit employees from receiving merit increases and moving up on pre-existing grids. But, it does limit pay increases for employees who hold shorter-term positions. This means that workers who work in public sector organizations may not receive a pay rise in the amount of one percent, while those who have worked there for more than a decade will likely see a higher increase.
The Act does not affect salary increases for employees based on their length of service, performance evaluation, or completion of a professional or technical education program. However, it does apply to compensation increases in accordance with collective agreements. Those employees who have collective agreements and arbitration awards may continue to receive them. However, if the award exceeds the limits set by Bill 124, the government can declare it inconsistent with the law.
Impacts on nurses
Several unions are concerned that Bill 124 will lead to critical staff shortages and lower wages in Ontario’s health care system. Many nursing professionals are feeling undervalued and disrespected since Bill 124 was passed in 2016. A lack of staff has already put hospitals and healthcare organizations under extreme stress. Moreover, many nurses and other front-line workers have left the profession due to stress, which is only compounding the problem. The Ontario Nurses Association (RNAO) says the bill is in violation of s. 15 equality rights, and it will lead to lower wages and fewer benefits for these workers.
In response to these concerns, the Ontario Nurses Association has launched a lawsuit against the bill. The organization believes that bill 124 will diminish the importance of nurses and their sacrifices. Law experts say that the bill will affect all public sector workers, including nurses. In addition to nurses, many other health professionals will also feel the effects of Bill 124. However, the legal issue of bill 124 is complex, so legal experts are recommending that nurses understand the ramifications of the new law.
For Doctors and Nurses?
Despite this opposition, hundreds of emergency room doctors and registered nurses have signed an open letter to Premier Doug Ford, calling for an increase in public sector salaries. However, many nurses have suffered from burnout and PTSD as a result of the legislation. Bill 124 does not cap compensation increases based on seniority or performance. This legislation, however, does not cap the salaries of public sector workers at one percent per year, so any increase in pay will still be considered “real” by the government.
Despite these benefits, Bill 124 has a negative impact on the health care system. On average, nurses in Ontario earn less than $1500 per year. It is estimated that the province would have to hire 22,000 more nurses to catch up with the rest of Canada. As a result, many nurses are leaving the province and the profession altogether. The shortage is worsening as the pandemic continues to worsen, and many nurses are leaving the profession altogether.
Opposition to bill 124
Ontario’s labour movement is united in its opposition to Bill 124, which would allow the government to impose caps on public sector compensation without consultation or bargaining. It argues that Bill 124 violates both workers’ Charter rights and their right to collective bargaining. Despite these concerns, unions have joined forces in an aggressive campaign to get Bill 124 overturned. Here are some of the reasons why unions oppose the bill.
First and foremost, Bill 124 would effectively cap wages for public sector workers at one per cent, which is not fair to nurses. The RNAO says it’s a slap in the face for nurses, who have already canceled vacations and days off to deal with the pandemic. In addition to this, the bill would force nurses to work in a climate of soaring stress. The government has refused to acknowledge that workers’ wages are already too low, and the bill will not help them.
The Ontario legislature approved Bill 124 on November 8, 2019. It applies to almost every sector of the public sector, including hospitals, crown agencies, school boards, police services, and universities. It sets compensation caps based on a three-year period. This period varies according to when collective agreements end. Further, Bill 124 also limits the amount of pay increases for nurses who have fewer than one year of service. However, the 1% cap for nurses is not nearly enough.
On the other hand, the Ontario Nurses Association (RNAO) has renewed its calls for the repeal of Bill 124. It has claimed that Ontario’s shortage of nurses was already high before the pandemic began. The RNAO also claims that if Bill 124 is passed, nurses will leave their jobs. Hence, they have no alternative but to strike against the bill. That is why ONA has consulted with all media organizations and advertising brands in different provinces.