Summary#
This is a Montréal city council decision, not a bill. On June 15, 2026, city council unanimously set its position in favour of approving a five-year collective agreement between the City and the school crossing guards’ union, covering January 1, 2026, to December 31, 2030. The agglomeration council makes the final decision at a later meeting. City staff say the agreement aims to help attract and retain crossing guards and give the City more operational flexibility.
- The agreement provides for five 2.5% economic increases, one each on August 15 from 2026 through 2030.
- It adds a one-time signing bonus equal to 1% of each crossing guard’s annual salary, and folds the split-shift premium into hourly wages starting August 15, 2026.
- It raises the maximum number of permanent mobile crossing-guard positions from 30 to 40.
- It creates a workplace equity, diversity and inclusion committee with two City representatives and two union representatives.
- It adds 60 hours of union leave when the agreement is signed, plus 32 hours in 2030 to prepare for the next negotiations. It also adjusts school and sick leave hours to work schedules starting in the 2026–27 school year.
- It sets out rules for moving crossings and suspending activities: moving expenses do not apply to crossing moves, and the bumping procedure applies only after activities have been suspended for four weeks.
What it means for you#
- School crossing guards: The agreement changes pay, leave, union leave, and some work rules. The materials do not give individual salary amounts or explain all the detailed terms.
- The City: It would have a larger maximum number of permanent mobile positions and a four-week threshold before applying the bumping procedure after a suspension.
- Parents and the public: The decision does not directly change access to crossing-guard services or set rules for residents.
Money#
The decision summary estimates some costs but gives no total cost for the agreement.
- Folding the split-shift premium into hourly wages is estimated to cost about $180,000 per year.
- The signing bonus is estimated to cost about $175,000 in 2026, as a one-time cost.
- Adjusting leave hours and adding union leave is estimated to cost about $45,000 per year.
- City staff say the economic increases fit within the City’s budget framework, but give no cost estimate for them.
What is unclear#
- The full collective agreement is referred to as an attachment, but its text is not included in the supplied material.
- The materials do not specify the dollar amounts guards will receive after the increases or the total cost of all agreement terms.
- The scope and practical details of moving crossings and suspending activities are not explained.
Case for#
- The agreement could support recruitment and retention by changing pay and leave conditions. City staff identify those as goals.
- A workplace committee with equal City and union representation could provide a place to address employment equity, diversity and inclusion.
- The four-week threshold before the bumping procedure applies gives a stated period before that procedure takes effect after a suspension.
Case against#
- The agreement adds recurring costs, and the materials do not give a complete cost estimate, including for the wage increases.
- The higher maximum for permanent mobile positions and the new work rules give the City more operational flexibility, but the materials do not explain how those changes will affect guards in practice.
- The supplied summary does not include the full agreement, so readers cannot assess all its terms.