Corey Castiglia
Liquor Control Board of Ontario/Store Manager / Directeur ou directrice de succursale
2025 Salary
$129,729Total compensation $130,079, including $350 in taxable benefits.
Source: Ontario’s Public Sector Salary Disclosure — names paid $100,000 or more that year. How we build this · Report an error on this page
At a Glance
2025
Employer Rank
#535Liquor Control Board of Ontario
Years on List
32023–2025
Peak Salary
$129,7292025
Full 2025 roster at Liquor Control Board of Ontario →·See where $129,729 ranks →
Total Compensation History
Full History
2023–2025
$100,692 in 2023 is worth about $105,243 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2025 | Store Manager / Directeur ou directrice de succursaleLiquor Control Board Of Ontario | $129,729Benefits $350Total $130,079 |
| 2024 | Store Manager / Gérante de succursaleLiquor Control Board Of Ontario | $124,223Benefits $318Total $124,541 |
| 2023 | Store Manager / Gérant de succursaleLiquor Control Board Of Ontario / Régie des alcools de l'Ontario | $100,692Benefits $301Total $100,993 |
Take-Home Pay
(After Tax) · 2025 estimate
Corey Castiglia was paid $129,729 in 2025; after income tax, CPP and EI that is roughly $92,397, an effective income-tax rate of about 24.5%. Within Liquor Control Board of Ontario, Corey Castiglia's total compensation of $130,079 was the #535 of 1,269, against a median salary of $123,753. Corey Castiglia has appeared on the list 3 times since 2023. After pension contributions (probably PSPP or OPTrust in this sector), take-home is usually a further 7–10% lower.
- Estimated net pay
- ~$92,397
- Effective income-tax rate (excl. CPP/EI)
- ~24.5%
- CPP + EI contributions
- ~$5,507
- All-in deduction rate (incl. CPP/EI)
- ~28.8%
- vs. 2025 Store Manager median
- +13%
Where does $129,729 rank on the Sunshine List? →
Estimate only: 2025 federal and Ontario rates, basic personal amounts, Canada employment amount and CPP/EI credits; single, employment income only, salary treated as full-year income. Ignores pension contributions (OMERS, HOOPP, OTPP, OPTrust and similar plans lower actual take-home), union dues, RRSPs and benefits.