Courtyard Marriott Mississauga New Collective Agreement Highlights
A new three-year collective agreement has been reached at the Courtyard by Marriott Mississauga, delivering a range of improvements that strengthen wages, working conditions, and overall support for employees.
The agreement introduces steady wage increases over its three-year term. Employees will see an increase of $1.00 in the first year, followed by $0.75 in the second year, and $0.90 in the third year. In addition, lead hands will receive a $0.50 premium, recognizing their added responsibilities and contributions on the job.
Importantly, the agreement ensures wage protection tied to minimum wage. If the provincial minimum wage rises above the negotiated wage grid, employees will automatically earn $0.50 above the new minimum, helping maintain fair compensation as economic conditions evolve.
Several provisions focus on improving workplace structure and fairness. New language requires the employer to hold regular monthly labour-management meetings, fostering ongoing dialogue and collaboration between both parties. Probationary periods have also been standardized to align with the broader collective agreement, creating consistency across the workforce. During probation, employees will earn $0.50 less, a clearly defined condition within the new terms.
Operational clarity has also been addressed. Specific language has been introduced to support room attendants who are unable to complete assigned rooms, ensuring expectations are more realistic and fair within day-to-day operations.
The agreement also delivers meaningful enhancements to employee benefits. Workers will benefit from improved benefits coverage, an increase in the allowance for work shoes, and additional bereavement days; providing better financial support and flexibility during important life moments.
Overall, this agreement represents a balanced and forward-looking step, addressing both economic needs and workplace conditions while reinforcing communication and fairness across the board.
