Frequently Asked Questions
Toronto Metropolitan University is currently in collective bargaining with the Toronto Metropolitan Faculty Association which represents Faculty, Librarians, Counsellors.
The current TFA Collective Agreement expires on June 30, 2023. On March 29, TMU and the TFA began negotiations with the goal of reaching a negotiated renewal of the collective agreement.
The new CUPE 233 collective agreement has been ratified by members and board. As the university continues to work with CUPE 233 leadership to implement the new agreement, the university will share more details with CUPE 233 members and leaders.
The new OPSEU 596 collective agreement has been ratified by members and board. As the university continues to work with OPSEU 596 leadership to implement the new agreement, the university will share more details with OPSEU members and leaders.
A no board report is a formal notice, issued by the Ministry of Labour, that an agreement was not reached during conciliation between a union and its employer. Negotiating parties are legally able to initiate a labour stoppage seventeen days after the no board report is issued.
CUPE 233 informed the university that the union would initiate work to rule effective April 13 and on April 17, CUPE 233 initiated a strike. While the university respects their rights to collective bargaining and the collective bargaining process, the university has been negotiating in good faith and are disappointed by this outcome.
The university is committed to minimizing the impact on core activities such as learning, teaching and research; supports required for students living on campus; and to prioritize health and safety.
CUPE 233 employees may elect, at their own discretion, to cross the picket line and continue to work. It’s important that supervisors/leaders do not, under any circumstances persuade, pressure or encourage employees to do so. It must be the employee’s choice. CUPE 233 employees who wish to continue working should reach out to their leaders who will coordinate next steps with HR.
With CUPE 233, the key bargaining issues are wages and pension. With this in mind, we want to share some key information about TMU’s pension plan with you. The plan is designed to provide retirement income to plan members and has been well-managed for many years. The university agrees with our unions that there should not be a two-tiered pension plan. Since its inception, it has been funded through equal contributions from plan members and the university.
Four of the five employee groups that participate in the pension plan, including university leadership, all share equal contribution with the university. The Toronto Metropolitan Faculty Association filed a grievance and, as a result of an arbitration decision, is the only employee group that contributes less than everyone else with no change to the amount of pension they will receive. The reality is that if the university moves further away from equal contributions, it would significantly destabilize the pension plan and put employees’ pensions at risk.
As stewards of the pension plan, TMU feels a responsibility to its employees to ensure that the plan remains sustainable over the long-term and that employee pensions are protected now and into the future. To learn more, we encourage you to visit our Bargaining Updates website.
For more information regarding the university’s pension plan, visit the About Our Pension information online.
No, that is not true.
Since 2010, the Ontario government has had legislation in place that freezes executive total compensation packages. This means that our executives’ salaries have been frozen for many years and they did not receive an increase last year.
Additionally, Bill 124 has applied to management and non-union staff for the past two years limiting compensation increases.
Toronto Metropolitan University's compensation practices are aligned with the government’s regulations. In some cases, employees may have seen greater increases due to promotion, job change, et cetera.
Our students are at the centre of everything we do and one of our top priorities is ensuring that we minimize any impact on our students.
The university is committed to minimizing the impact on core activities such as learning, teaching and research; supports required for students living on campus; and to prioritize health and safety.
At this time, all classes and exams will take place as currently scheduled.
The university has contingency plans in place that allow us to protect the health and safety of the campus community. Though you may notice some changes to Facilities Management and Development support, we are working to ensure the impact is minimal. For specific information about service levels during this period, please review additional information on the Facilities website.
Yes food services will remain operational.
Yes, students are expected to attend classes as scheduled unless otherwise notified. Any essential scheduling changes will be provided by your Faculty.
Yes, in general, exams will take place in the format in which they are currently scheduled – in-person exams will remain in person and virtual exams will remain virtual.
The university has made every effort to support the successful completion of students’ academic requirements for this term on time, including making arrangements to move forward with classes and exams as scheduled.
It’s important that you meet your academic deadlines so there aren’t any unexpected consequences. As such, you will be expected to attend all classes and exams.
We will continue to support you throughout this period. If desired, you may also wish to contact the Centre for Student Development and Counselling (CSDC), which offers free, confidential counselling services to students.
The university is committed to minimizing the impact on core activities such as learning, teaching and research; supports required for students living on campus; and to prioritize health and safety.
At this time, we do not anticipate that one would disrupt any regular student activities such as exams or graduation.
No, in the event of a strike, employees who are part of a striking union are not paid by the university. This includes employees on sick leave. Questions about compensation during a labour disruption should be directed to your union leadership.
Employees on long-term disability at the beginning of the strike will continue to receive long-term disability payments.
While employees who are on strike do not receive benefits from the university, the union leadership has indicated that they will pay the university for its members benefit coverage so this should continue. For specifics of what benefit coverage will continue, employees should reach out to their union leadership.
Employees do not contribute to the pension during a strike, and as such they do not accrue pensionable service in the plan. At the end of a strike, employees are able to buy-back pension service that was missed during the strike. Members that want to buy back the pension service for the strike period are required to pay both the employee and employer contributions.
It’s important to note that the university values the work of employees across the university and respects their right to collective bargaining and the collective bargaining process.
If an employee who is currently on strike decides, of their volition, to continue working, they should reach out to their direct supervisor who will coordinate with HR.
During a labour disruption, picket lines may be established. It’s important to note that unless you are in a lawful strike position, faculty and staff are required to attend work and fulfill the obligations of their role.
A strike by another union does not change the obligations and faculty and staff are legally required to report to work during a strike by employees in another union.
As a university and an employer, we respect the right of union employees to picket and protest within a culture of mutual respect. We ask our TMU community to treat striking employees with respect and courtesy. At the same time, it’s important to know that it is unlawful for any striking employee to intimidate or harass any non-striking individuals who are accessing the university.