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 average dues rate is 1.5% of gross earnings.
Of that amount, 0.85% goes to CUPE National, and the remainder stays with the local to fund representation and local operations.
What this shows
In practice, a percentage-based dues model means lower-paid members contribute less in absolute dollars, while higher-paid members contribute more as earnings increase.
Under a flat-rate model, members at different wage levels pay the same monthly amount.
The examples below use selected job classifications and show what annual union dues would be at the lowest and highest wage rates currently paid to full-time NEPH employees in those roles.
Collective Agreement Comparison Example: Porcupine Health Unit (CUPE Local 1812) versus Timiskaming Health Unit (OPSEU Local 674) – Current Rates (2024)
CUPE Local 1812 dues rate: 1%
| Porcupine HU (CUPE 1812) | Timiskaming HU (OPSEU 674) |
| CA Expiry Dec 31, 2025 | CA Expiry Dec 31, 2024 |
| Wage increases | Wage increases |
| Jan 1 2017: N/A | Jan 1 2016: 1% |
| Jan 1 2018: N/A | Jan 1 2017: 1.75% |
| Jan 1 2019: N/A | Jan 1 2018: 1.5% |
| Jan 1 2020: 1.3% | Jan 1 2019: 1.5% |
| Jan 1 2021: 1.6% | Jan 1 2020: 2% |
| Jan 1 2022: 1.6% | Jan 1 2022: 2% |
| Jan 1 2023: 2.5% | Jan 1 2023: 2% |
| Jan 1 2024: 2% | Jan 1 2024: 2% |
| Classification | Porcupine Health Unit (CUPE) | Timiskaming Health Unit (OPSEU) (Max) |
| Health Promoter | $72,912 – $85,486 | $75,320 |
| Dietician | $73,662 – $86,377 | $77,040 |
| Dental Assistant | $49,459 – $59,819 | $49,651 |
| Dental Hygenist | $65,902 – $78,133 | $72,973 |
| Bookkeeper | $66,944 – $77,962 | $65,240
|
| Communications Specialist/Officer | $74,089 – $89,333 | $76,242
|
| Family Home Visitor | $49,459 – $59,819
|
$48,476 |
| Enforcement Officer/ Tobacco Enforcement Officer | $72,912 – $85,486 | $77,040 |
| Administrative Assistant/
Secretary 1 |
$46,939 – $56,747 | N/A |
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 OPSEU model, representation also involves local leadership and staff support, but advancing issues more often depends on coordination beyond the local.
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 OPSEU 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?
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