News & Updates
Academic Negotiation Updates
September 10, 2024
As you are aware, the University has been in negotiations with the TFA for a renewal of our collective agreement since spring 2023. The final stage of this process was Interest Arbitration, which occurred in April 2024. We received Arbitrator Kaplan’s award on July 16, 2024, and we have been working to implement the changes since then. For the most part, there are few changes to the day-to-day operations of our Schools, Departments and Faculties, with no significant changes to processes like tenure and promotion. Some of the more relevant changes are outlined below:
- Updated titles throughout the Collective Agreement, including changing the title of ‘Chief Librarian’ to ‘Dean of Libraries’ and the title of ‘Executive Director, Student Wellbeing’ to ‘Director, Student Integrated Health and Wellbeing’;
- Confirmed that the Dean may delegate their authority to an Associate Member, as appropriate, with respect to actions they are accountable for, as long as the Dean remains accountable for any delegated decision made;
- Included language to clarify the process for interdisciplinary hires;
- Included language to clarify the process for hiring Academic Chairs (e.g., tri-agency or endowed Chairs);
- Clarified the process for interdepartmental faculty transfers and cross- appointments;
- The Faculty Course Survey was renamed the ‘Course Operations Survey.’ We also clarified that only five questions will be used to assess the ‘student experience’ and they will not be used for the purpose of evaluating teaching effectiveness in tenure and promotion;
- Extended application of Article 9 (Grievance) and Article 20 (Discipline) to Professional Counsellors;
- Confirmed that any term counsellor or librarian position that continues to be required on an ongoing basis for a period of more than three years, subject to normal budgetary approval process, shall be assimilated into the TFA career complement;
- Amended FTE workload percentage options for Midwifery faculty and confirmed that overload provisions apply to courses taught beyond their allocated FTE teaching workload;
- Associate Members of the TFA continue to be eligible for promotion for the life of this collective agreement while the joint committee on promotion continues its work.
Compensation
Kaplan’s award addressed the following items:
| 2023/24 | 2024/25 | 2025/26 | |
| Across the board increases | 3.5% | 3% | 3% |
| Career development increments | $3,300 | $3,350 | $3,400 |
- A lifetime maximum of $20,000 is to be provided to members for surrogate and fertility services;
- The Long-Term Disability Benefit has been amended to the lesser of $15,000/month and 80% Insured Earnings;
- Reimbursement for dental implants for retirees over the age of 65 is no longer limited to the maximum eligible expense of a denture or bridge;
- Effective July 1, 2024, eligible members will be entitled to post-retirement benefits of up to $2,000 annually;
- Effective July 1, 2024, the amount for overload teaching by TFA has been increased from $6,300 to $8,300;
- For Salary Anomalies, $100,000 per year will continue to be provided to address general anomalies, and there will be a one-time payment of $200,000 to address gender anomalies;
- Professional Development Time for Professional Counsellors will be increased from eight days to ten days.
July 29, 2024
On July 16, 2024, the University and the Toronto Metropolitan Faculty Association concluded the mediation/arbitration process for a new Collective Agreement.
Having reached an impasse in collective bargaining, the parties had referred the matter to mediation/arbitration with Arbitrator William Kaplan. In two days of mediation held in mid-December 2023, the parties were able to resolve some items, yet several outstanding matters remained.
As per the process in the Collective Agreement, the parties proceeded to two days of arbitration at the end of April 2024. Arbitrator Kaplan issued his Interest Arbitration Award (external link) on July 16, 2024.
The University is pleased to have a renewed Collective Agreement with the Association for the period July 1, 2023 to June 30, 2026. We will be implementing the retroactive salary adjustments in the October 15th monthly pay.
September 18, 2023
Following several months of bargaining, the University and the Toronto Metropolitan University Faculty Association engaged in conciliation (external link) on Friday, September 8. While it was helpful to have representatives from the Ministry of Labour assist in a review of outstanding issues, no resolution was reached and today the Conciliator issued a "No Board Report". This initiates the next phase in collective bargaining, interest arbitration (external link) . Interest arbitration is the final stage of the bargaining process at Toronto Metropolitan University and is governed by Article 2.3 of the collective agreement. In interest arbitration outstanding issues are referred to a jointly agreed upon arbitrator or three-person arbitration board who will make a legally binding award.
The University, in keeping with our values in collective bargaining, is committed to engaging in meaningful dialogue with the TFA. We are also committed to reaching a fair settlement that meets the needs of both the University and the Association.
July 7, 2023
Since March 29, Toronto Metropolitan University and the Toronto Metropolitan Faculty Association (TFA) have held 20 regular bargaining sessions with the goal of achieving a negotiated settlement. The University has been encouraged by the positive and collaborative approach that has taken place thus far with progress being made on several provisions of the collective agreement.
On July 5th, 2023, the TFA advised the University that it filed a request with the Ontario Ministry of Labour for the appointment of a Conciliation Officer under the Ontario Labour Relations Act.
Both parties have been committed to problem-solving and thorough discussion and while some tentative progress has been made there are several outstanding items that remain unresolved.
The TFA collective agreement includes a provision that prohibits both lockouts and strikes. The University understands the TFA’s decision to move to conciliation and looks forward to continuing the process to reach a negotiated settlement. We will continue to fully engage and participate in good faith during the next phase of bargaining.
Further updates will be provided as the process to achieve a renewal of the collective agreement moves forward.
January 2021
On January 16, 17 and 23, Ryerson University and the Ryerson Faculty Association (RFA) bargaining teams met to continue negotiations.
Following productive talks last spring, the parties engaged in conciliation (external link) and are now in mediation prior to interest arbitration (external link) . Interest arbitration is the final stage of the bargaining process at Ryerson and is governed by Article 2.3 of the collective agreement. In interest arbitration outstanding issues are referred to a jointly agreed upon arbitrator who will make a legally binding award. The arbitrator is currently assisting the parties with mediation.
The University, in keeping with our values in collective bargaining, is committed to engaging in meaningful dialogue with the RFA. We are also committed to reaching a fair settlement that meets the needs of both the University and the Association.
Progress to Date
The parties have made progress on a number of key issues including a number of proposals that build on our joint commitment to equity, diversity and inclusion. However, there are a significant number of proposals still outstanding. To date, the parties have not had the opportunity to engage with the proposals that the University has identified as its main priorities.
Bill 124
In late 2019 the Ontario government passed the Protecting a Sustainable Public Sector for Future Generations Act, 2019 (Bill 124) which restricts the University’s ability to negotiate compensation increases. Over a three-year period, wage increases will be limited to 1% per year. Total compensation increases will similarly be capped at 1% per year.
We have recently received the RFA’s financial proposals. The University’s response, in keeping with the historical practice, will be tabled after the RFA’s proposal. These proposals will comply with Bill 124 and will take into account the fiscal realities of the institution.
What’s next?
The parties are currently scheduled to continue with mediation on February 27 and 28, 2021.
September 14, 2020
On September 11, 2020, after two days of conciliation, the Ryerson Faculty Association (RFA) requested the conciliator from the Ministry of Labour issue a “no board report”. Under the RFA Collective Agreement this is one of the necessary steps on the path towards mediation/arbitration.
Normally, “conciliation” or a “no board report” leads to the possibility of a strike or lockout; however, the RFA Collective Agreement has a provision that there will be no strike or lockout. Therefore, at Ryerson, the appointment and withdrawal (“no board”) of a conciliator actually moves the parties into mediation/interest arbitration.
The move to mediation/arbitration will allow the parties to engage with a mediator who is experienced in the university sector and who is agreed upon by both the university administration and the RFA. Historically, this process has worked better than conciliation in assisting the parties in reaching a settlement.
We remain committed to continuing to work with the RFA towards achieving a negotiated collective agreement with the assistance of a mediator.
We will continue to post updates on this page to keep you informed as changes occur.
June 30, 2020
Since April 22, Ryerson University and the Ryerson Faculty Association (RFA) have held regular bargaining sessions with the goal of achieving a negotiated settlement. The University has been encouraged by the positive and collaborative approach that has taken place thus far, especially given the unique constraints and challenges posed by bargaining virtually over Zoom.
On June 25th, 2020, the RFA advised Ryerson University that it filed a request with the Ontario Ministry of Labour for the appointment of a Conciliation Officer under the Ontario Labour Relations Act. The RFA confirmed prior to filing for conciliation that they have not presented all their intended proposals, including their request regarding compensation. We expect to receive these proposals at the next stage of bargaining.
Both parties have been committed to problem-solving and thorough discussion. While productive, this has also meant that negotiations did not conclude within the time frame available.
As the RFA’s collective agreement includes language that prohibits both lockouts and strikes, the university understands the RFA’s decision to move to conciliation and looks forward to continuing the process to reach a negotiated settlement.
Ryerson University will continue to fully engage and participate in good faith and looks forward to a high level of engagement on both sides during the next phase of bargaining. As the process moves forward, the University remains limited in negotiations by the Ontario Government’s Bill 124 (external link) and the compensation restraint limitations it imposes.
April 22, 2020
Earlier today, Ryerson University and the Ryerson Faculty Association (RFA) commenced collective bargaining for a new collective agreement.
The two parties have scheduled regular negotiation sessions during the coming months with the goal of achieving a negotiated settlement.
Due to the current COVID-19 pandemic, negotiations will take place via videoconferencing. This unprecedented situation does present some uncertainty in the weeks and months ahead, however the University remains committed to our values in bargaining:
- At Ryerson, we value the contributions of all employee groups. We acknowledge the crucial role of unions and their leadership and value the process of collective bargaining.
- The values of equity, diversity and inclusion are important to us. We are committed to the advancement of EDI initiatives through bargaining.
- The University comes to the table in good faith. We listen; we hear the concerns of our unions.
- The University is committed to meaningful dialogue that is respectful and gives due consideration to differing views.
- The University is committed to reaching fair settlements that achieve important priorities within the realities of our financial limits.
- We are accountable to all of Ryerson’s stakeholders, and so perspectives must take into account the success of the university as a whole.
The University and the RFA are limited in negotiations by the Ontario Government’s Bill 124 (external link) and the compensation restraint limitations it imposes.
Updates will be provided on this page as negotiations continue.
January 29, 2019
Late last week, the University and the Ryerson Faculty Association were able to conclude the mediation/arbitration process for a new Collective Agreement.
The parties referred the matter to mediation/arbitration with Arbitrator Bill Kaplan, with one day of mediation in September 2018 and three days scheduled last week. Despite efforts for a mediated resolution, Arbitrator Kaplan determined that would not be possible and, after receiving submissions from both parties, proceeded to issue an (PDF file) Award, which was received on January 28, 2019.
One of the components of the Award is a voluntary retirement incentive program. Those members who are eligible to participate will soon receive a communication from the university setting out the terms of the program and the process to opt in to it.
The University is pleased to have a renewal Collective Agreement with the Association and looks forward to working with the Association in the next round of bargaining which will likely begin in the Spring of 2020.
September 13, 2018
On September 13th, 2018, the university administration and the Ryerson Faculty Association (RFA) had the first mediation session with Mediator/Arbitrator Kaplan. Both parties were able to meet with the Mediator/Arbitrator separately to assist his understanding of each party’s respective positions. Further mediation dates have been scheduled. We remain committed to reaching a fair settlement with the Association. Further updates will be provided as they become available.
June 22, 2018
The Ministry of Labour appointed a conciliator and set the conciliation date for Friday, June 22, 2018. Both parties met with the conciliator, and the university administration requested a “no board report”.
As described in our previous update on June 12, 2018, a “no board report” can be requested by either party. The university administration is making this request in order to move directly to mediation to come to a settlement more quickly with a mutually agreed upon arbitrator with knowledge of the university sector. We’ve had success with this strategy in the past and believe that mediation will be more productive and effective than conciliation in reaching agreement between both parties.
We look forward to working with the RFA in the mediation phase of bargaining to achieve a renewal collective agreement.
June 12, 2018
On May 30, 2018, the Ryerson Faculty Association (RFA) requested the appointment of a conciliator from the Ministry of Labour. Under the RFA Collective Agreement this is one of the necessary steps on the path towards mediation/arbitration.
In order to expedite the process, the university is requesting to withdraw from conciliation (referred to as a “no board report”) in order to move directly to mediation with a mutually agreed upon arbitrator who has knowledge of the university sector.
Normally, “conciliation” or a “no board report” leads to the possibility of a strike or lockout; however, it is always important to note that the RFA Collective Agreement has a provision that there will be no strike or lockout. Therefore, at Ryerson, the appointment and withdrawal (“no board”) of a conciliator actually moves the parties into mediation/interest arbitration.
There are several reasons why the university administration has decided to take this step:
- Mediation has worked better than conciliation in assisting both parties in reaching settlements, and so we’re drawing on our previous successful experiences in a way that is consistent with our collective agreement.
- This moves the process forward in order to come to a settlement more quickly. It’s important to both parties to achieve a collective agreement as promptly as possible.
- We can engage with a mediator who is experienced in the university sector and who is agreed upon by both the university administration and the RFA.
We remain committed to continuing to work with the RFA towards achieving a negotiated collective agreement with the assistance of a mediator.
We will continue to post updates on this page to keep you informed as changes occur.
March 29, 2018
The collective agreement between the University and the Ryerson Faculty Association expires on June 30, 2018. The University Administration and the Association commenced collective bargaining on March 28, 2018 and have scheduled regular negotiation sessions during the coming months with the hopes of achieving a negotiated settlement prior to the expiry of the current contract.
February 9, 2022
Ryerson and CUPE 3904 Unit 1 are currently in negotiations with the goal of reaching a negotiated renewal of the Unit 1 collective agreement. Negotiations began on September 13, 2021. Unit 1 represents Contract Lecturers at the University.
On February 8, 2022, CUPE 3904 advised the University that it filed a request with the Ontario Ministry of Labour for the appointment of a Conciliation Officer under the Ontario Labour Relations Act. Conciliation (external link) is a normal part of the bargaining process where the Conciliation Officer tries to help the University and the Union reach a collective agreement.
The parties have met a total of thirteen times and we have made progress on a wide number of key issues. To date, negotiations have been positive, open and transparent despite the challenges of negotiating virtually.
In this round of negotiations, the Protecting a Sustainable Public Sector for Future Generations Act, 2019 (Bill 124) restricts the University’s ability to negotiate compensation increases. Over a three-year period, wage increases are required to be limited to 1% per year. Total compensation increases are similarly capped at 1% per year.
The parties will continue to negotiate while a Conciliation Officer is being appointed. We remain committed to reaching a fair and reasonable negotiated settlement.
March 5, 2018
The members of CUPE Local 3904, Unit One and the Negotiations Committee of the University’s Board of Governors have both ratified the tentative agreement for a new collective agreement reached by the parties. The new agreement is retroactive to August 16, 2017 and runs for four years expiring August 15, 2021. Both parties are pleased to have reached a negotiated settlement. Details of the settlement will be made available shortly.
February 2018
The University and CUPE Local 3904, Unit One have reached a tentative settlement for a new collective agreement. The tentative agreement is subject to ratification by the Union membership and the University’s Board of Governors. The union will be conducting a ratification vote the week of February 26. Ratification by the University’s Board of Governors will follow shortly thereafter.
December 2017
Ryerson University is committed to reaching a renewal collective agreement with CUPE Local 3904, Unit 1, which represents approximately 970 part-time and sessional Contract Lecturers.
After twenty-two days of collective bargaining meetings since May 26, 2017, the parties have made significant progress, but a number of issues remain outstanding. The union has filed for conciliation, and the Ministry of Labour has appointed a Conciliation Officer who will meet with the parties shortly.
The University looks forward to this opportunity to utilize the Ministry’s assistance in the conciliation process to achieve a fair and reasonable negotiated settlement.
October 2017
The current Collective Agreement between CUPE Local 3904, Unit 1 and the Board of Governors of Ryerson University expired on August 15, 2017. Negotiation of the new contract began on May 26, 2017. Currently the parties are still in the process of bargaining, and as such the 2014-2017 Collective Agreement remains in effect.
June 2018
The University and CUPE Local 3904, Unit Two have reached a tentative settlement for a new collective agreement. The tentative agreement is subject to ratification by the Union membership and the University’s Board of Governors. The union will be conducting a ratification vote the week of July 3. Ratification by the University’s Board of Governors will follow shortly thereafter.
January 2022
Ryerson and CUPE 3904 Unit 3 have, since August 9, 2021, been holding regular bargaining sessions with the intent of reaching a negotiated renewal of the Unit 3 collective agreement. Unit 3 represents Graduate Assistants, Teaching Assistants, Lab Monitors, Support Consultants and Invigilators at the University.
To date, the parties have met ten times and progress has been made on a number of key issues. The University has been encouraged by the generally positive, open and transparent approach to negotiations by both parties. This is particularly the case given the unique constraints and challenges posed by bargaining over Zoom.
On January 26, 2022, CUPE 3904 advised the University that it filed a request with the Ontario Ministry of Labour for the appointment of a Conciliation Officer under the Ontario Labour Relations Act. Conciliation (external link) is a normal part of the bargaining process where the Conciliation Officer tries to help the University and the Union reach a collective agreement.
In this round of negotiations, the Protecting a Sustainable Public Sector for Future Generations Act, 2019 (Bill 124) restricts the University’s ability to negotiate compensation increases. Over a three-year period, wage increases are required to be limited to 1% per year. Total compensation increases are similarly capped at 1% per year.
The University looks forward to this opportunity to utilize the Ministry’s assistance in the conciliation process to achieve a fair and reasonable negotiated settlement. Negotiations will continue while a Conciliation Officer is being appointed.
June 2018
The University and CUPE Local 3904, Unit Three have reached a tentative settlement for a new collective agreement. The tentative agreement is subject to ratification by the Union membership and the University’s Board of Governors. The union will be conducting a ratification vote the week of June 18. Ratification by the University’s Board of Governors will follow shortly thereafter.
February, 2018
The current Collective Agreement between CUPE Local 3904, Unit 3 and the Board of Governors of Ryerson University expired on August 31, 2017. Negotiation of the new contract began on January 30, 2018. Currently the parties are still in the process of bargaining, and as such the 2014-2017 Collective Agreement remains in effect.