Staff Report #6
April 27, 2026
To All Commissioners
Re: 2026 Work Program – Human Resources – First Quarter Update
Recommendation
That the report be RECEIVED for information.
Background
The following report is provided as an update on significant projects as set out in the 2026 Work Program that were scheduled to commence and/or be completed in the first quarter, with the lead on same being the primary responsibility of Human Resources.
5.2 – Occupational Health and Safety Work Program
The following provides an update on activities scheduled and/or completed from the Occupational Health and Safety Work Program for the first quarter of 2026.
Health and Safety Policy and Procedure Review
In 2025, Human Resources, in collaboration with the respective departments, Joint Health & Safety Committee (JHSC) members and external resources, undertook a comprehensive review of all health and safety related policies and procedures to ensure continued legislative compliance and adherence to best practices. As outlined in the 2026 Health and Safety Work Program (Item 8), this initiative began in 2025 and is a multi-year program. The policy and procedure review phase has now been completed.
With the review phase complete, work is currently underway to update all related documentation to reflect the reviewed and approved changes. This includes the General Employee Handbook, the General Health and Safety Employee Handbook, and the supplemental department-specific handbooks covering Fleet and Facilities, Operations, and Administration, ensuring that all materials employees rely on for day-to-day guidance are accurate, consistent and fully aligned with the updated policies and procedures. Distribution of the updated handbooks to all employees is anticipated in the second quarter of 2026.
This work reflects London Transit’s ongoing commitment to maintaining a safe and healthy workplace for all employees and ensuring that its health and safety framework remains current and aligned with legislative requirements. Progress will continue to be reported as part of the Occupational Health and Safety Work Program updates.
6.1 Annual Performance Report – Grievances 2022-2025
Grievances are reviewed annually to assess labour relations trends. In 2025, filings returned to near-historical levels at 62, down significantly from the 99 filed in 2024, which was attributed to a change in union executive and a concentrated period of grievance activity in early 2024.
Per the Collective Agreement, the grievance process is three steps. Any unionized employee may file a Step 1 grievance if they believe there was a violation of the Collective Agreement, dealt with at the respective department stage. If the ATU is unsatisfied, or the matter relates to contract interpretation or termination, the ATU will advance the grievance to Step 2. The Director of Human Resources deals with Step 2 grievances and works closely with the ATU on matters of this nature. If the ATU remains unsatisfied, they may take the matter to arbitration. To date, there are no pending or scheduled grievances at arbitration.
6.7 Organizational Structure
As directed by the Commission, administration submitted an application to the Canada Summer Jobs (CSJ) program for two Transit Engagement and Events Assistant positions. The applications have been approved and recruitment for both positions will be conducted through Job Bank, the primary posting platform for CSJ-funded positions.
The Transit Engagement and Events Assistants will play an active role in supporting community outreach efforts. At a high level, the positions will be responsible for engaging directly with residents and transit users to promote awareness of local transit services, routes, and initiatives. Duties will include supporting the planning and coordination of community events, distributing informational materials, and serving as a visible and approachable point of contact for the public. The role is designed to strengthen the connection between the London Transit and the communities it serves, while providing meaningful work experience for the younger generations.
Other – Annual Employee Benefits Review and Renewal
Effective April 1, 2026, Administration approved the employee benefits program renewal consistent with past practice and the LTC Purchasing Policy provisions. Administration continues to enlist the assistance of HUB International (HUB) in the annual renewal assessment. The renewal review with HUB aims to ensure maximum value, provide insight into claiming patterns within the program, ensure the funding arrangements remain aligned with London Transit’s risk tolerance level, and identify any industry news and trends that could impact the program. The overall renewal resulted in a net budget reduction of $23,400, reflecting a positive outcome for the organization. Based on the review and negotiated renewal rates, Administration has approved proceeding with Desjardins (DFS) as LTC’s group insurance provider for the April 1, 2026, to March 31, 2027, benefit year, as the parties have continued to work well together on claims management and rate negotiations.
As background, the employee benefits program includes life insurance, short-term disability (STD), long-term disability (LTD), and extended health care (EHC), including drug coverage, vision care and dental coverage. London Transit pays 100% of the related premium cost for the respective benefits except for group life insurance, which is shared 50/50 between London Transit and the employee. Life insurance, STD, and LTD are all premium-related benefits, with premiums set annually and adjusted primarily based on London Transit’s performance over the previous year, changes to the group demographic, and the insurer’s overall performance across its book of business. STD is accounted for as refund-based, meaning reserves are established, and premium deficits flow through year over year. EHC and Dental are provided via Administrative Services Only (ASO), meaning a budgeted rate is set and charged to London Transit, with actual claims plus an administrative charge by DFS flowing through a reserve that London Transit maintains at a level sufficient to cover approximately one year of monthly premiums.
Recommended by:
Joanne Galloway, Director of Human Resources
Concurred in by:
Kelly S. Paleczny, General Manager