October 23, 2018

On October 13, 2018 the TTC and ATU Local 113 attended interest arbitration to resolve the outstanding collective agreement. The decision was released earlier today and the following is a summary of the order:

  1. The collective agreement and all appendices are renewed. Schedules to the 2014 collective agreement are not renewed.
  2. A three-year contract with 2% across the board wage increases in each year.
  3. Benefit increases to LTD, paramedical, psychological services, vision, smoking cessation products and vaccinations.
  4. An increase of $0.25/hour to the skilled-trade allowance.
  5. Establishment of two joint union-management committees.

The TTC is reviewing this decision for cost and operational impacts and will communicate further with impacted departments as necessary.

October 9, 2018

CUPE Local 2 and the TTC attended interest arbitration on September 27, 2018. Each party made submissions to the arbitrator about what the next contract should include. The TTC argued that the tentative agreement reached with CUPE Local 2 in April 2018, but subsequently voted down by the membership, is what should be imposed upon the parties. The arbitrator accepted this position and imposed all of the terms and conditions of the tentative collective agreement. The terms of this contract are generally consistent with what other bargaining units negotiated with the TTC.

Highlights of this agreement include:

  1. A four year term from April 1, 2018 to March 31, 2022.
  2. 1.25% per year across the board wage increase, with a 0.25% lump sum payment in the fourth year of the contract.
  3. Earlier access to existing vacation entitlement (consistent with what is already provided to other bargaining units at the TTC).
  4. A new short-term disability plan unique to CUPE Local 2 that provides for five days of sick leave paid at 100% without the requirement to provide medical information.
  5. A skilled-trade allowance increase to $0.50 per hour.
  6. Salary continuance for WSIB applications for up to 30 days.
  7. Minor changes to the health benefit plan.

If you supervise employees who are represented by CUPE Local 2, please contact your Employee Relations Consultant if you have any questions.

The TTC and ATU Local 113 are proceeding to interest arbitration on October 13, 2018.

September 18, 2018

The TTC and ATU Local 113 met this past Saturday and Sunday with mediator William Kaplan in order try and reach a negotiated collective agreement. On Sunday afternoon the mediator adjourned the proceedings on the basis that the parties were too far apart in their positions, and therefore a settlement was not likely. As a result, the parties will proceed to interest arbitration on October 13, 2018 in accordance with the Toronto Transit Commission Labour Disputes Resolution Act. A decision from the arbitrator is expected sometime thereafter.

May 10, 2018

On May 9, the TTC and ATU Local 113 met in the presence of a Ministry of Labour-appointed conciliator at the bargaining table. The conciliator explained their role and the process to the parties. Since the union tabled the last set of proposals, the TTC provided a response at the bargaining table in the usual course and as previously committed. Overall, the investment – or cost of the contract -- the TTC was proposing to the ATU over a 4-year term was $160 million.
The TTC’s package was 29 pages of proposals, including detailed language of amendments to the existing collective agreement. This package contained a variety of items, including wage increases consistent with those received by the City of Toronto in their last round of bargaining and with two other recently negotiated TTC contracts, as well as the arbitrated contract between ATU Local 113 and the TTC for Customer Service Centre employees. Small cost containment measures on benefits were tabled to help offset these increases, but also some benefit enhancements for employees. Nothing in the package would have eliminated an existing benefit entitlement. The TTC’s package included:

  • increases to shift premium and skilled trade premium
  • increases to boot and clothing vouchers
  • increased pay for accident reports
  • increased divisional trainer premium
  • pay for Bus Operators’ medical and licensing fees
  • increased report time on crews running out of garages.

The TTC tabled various operational proposals covering both maintenance and transportation employees, some to benefit TTC and some to benefit employees. The primary goal of these operational proposals were to achieve efficiencies in order to help defray costs associated with the improvements provided for in the collective agreement.
The TTC also tabled a revised short-term disability plan that would simplify the application process for benefits by not requiring employees to attend a doctor’s office for their first three absences, as well as increasing the level of coverage for a sick day from 75% to 100% for the first five days of absence. As is the case in most collective bargaining, the TTC dropped many of its earlier proposals in an effort to obtain a settlement. The TTC did not table any language – and never has – to reduce or impact the existing job security provisions in the collective agreement.
When the TTC reviewed this package with the union we were clear that this was not the employer’s final offer. The TTC was hoping to receive a counter proposal from the union and, with the assistance of the conciliator, move towards a final deal that was mutually acceptable. Within approximately 30 minutes of receiving the package the union returned to the bargaining table and asked for a “no board” report from the conciliator so that the parties could proceed to interest arbitration. No counter proposals were made by the union in response to any items in the employer’s package.
The TTC is disappointed in this latest development. We are confident that the best collective agreement for everyone is one that is bargained jointly at the table following an extensive discussion and exchange of proposals. The parties will now prepare for interest arbitration where a third party will decide on what the next contract contains.

April 23, 2018

Last week, we advised you that the TTC has applied to the Ministry of Labour for conciliation, which simply means we have requested the assistance of a third party to reach a collective agreement with Amalgamated Transit Union, Local 113.

Since that time, the union has made statements that are not true.

The TTC has an obligation to ensure all TTC employees – and the public who fund the TTC – have accurate information about collective bargaining, but more importantly, what the TTC has proposed.

Details of early contract proposals are not typically shared with the public during collective bargaining. Each party knows it isn’t going to get everything it asks for, which is why we bargain. Bargaining is a slow process where proposals are refined as the parties agree on various items being proposed.

The TTC is engaging in this round of collective bargaining the same way it did in the 2014 round. In that round, the TTC tabled a wide-variety of proposals for the parties to explore. In the end, the final deal looked much different than what was tabled initially. Unfortunately, in the current round, the union has refused to consider any TTC proposals unless the TTC agrees to new stringent limits on the TTC’s use of contractors.

The TTC is bargaining this contract with a view to the future. We want employees to have a fair and competitive contract. The TTC, of course, needs to ensure that contract is affordable.

Given the misinformation on the state of bargaining, it is important that we set the record straight and share with you our goals for collective bargaining, including some examples of the proposals we have tabled.

To be clear: at no time, did the TTC “walk away from the bargaining table.” On the contrary, the TTC is committed to working with a conciliator to help us reach a collective agreement.

  • The TTC has not tabled any language that would touch your pension. As we have already stated, the TTC is not negotiating terms of the pension plan, which is a jointly sponsored plan between management and the union. The plan is in excellent financial health and any suggestion that TTC management is attempting to include the pension plan as part of collective bargaining is false.
  • The TTC has not tabled any language with respect to the contracting out protections contained in Article 1, Section 37 of the current collective agreement. What this section says is that if the job you perform is contracted out, you are guaranteed another job with the TTC.
  • The TTC has tabled a number of items that are beneficial to both parties, which is a normal part of bargaining, in an effort to find cost savings. It’s important to know that the TTC has achieved negotiated contacts – ratified by members, as well as the TTC board – with CUPE Local 5089 and IAMAW Lodge 235 where items were bargained and negotiated that are beneficial to both parties. Those two ratified contacts include the following:
    • compensation increases in every year of the contract that are similar to other comparable employers
    • cost containment on a few specific health benefits, with no benefits being eliminated
    • other mutually agreeable trade-offs, e.g. scheduling, hours of work and other general language improvements.

In all negotiated agreements, the overall cost of the contracts is actually higher in each year of the agreement. The TTC has been clear from the start of negotiations: it is not looking to engage in concession bargaining.

  • The TTC has also proposed meaningful increases for employees in exchange for reasonable offsets, or operational efficiencies, as a cost savings. Example:
    • the TTC has proposed to reduce the board period sign-ups for operators in order to achieve an efficiency. The savings, in turn, would fund paying for all operators’ licenses and medical exams, as well as nearly double the divisional trainer hourly premium
    • the current contract only provides payment for BZ and CZ licenses, and medical exams for streetcar and subway operators only.
  • The TTC is also proposing, in keeping with the union’s proposal, to introduce top-up payments for employees who take parental leave in 2021 and beyond. This would be in exchange for a $9 cap on prescription dispending fees. This allows the TTC to provide new and meaningful benefits to parents who wish to take time off with a newborn child, while, at the same time, lessening the financial burden of that choice. TTC employees, today, do not receive parental leave top-up.

These are just some examples of how contract costs can be negotiated to pay for new benefits, making the working conditions of employees better, while making the TTC more competitive in attracting and retaining employees.

Collective bargaining is so much more than wage increases. We have asked Local 113 to think critically about the overall terms of a contract and the working conditions of its members – our employees – and how money might be reallocated to provide new and/or meaningful benefit increases that improves the overall compensation package for employees.

The TTC is committed to a fair and affordable contract. It is also committed to ensuring you have accurate and timely information about the state of negotiations between your union and your employer.

April 17, 2018

See TTC statement (Apr. 17) on the application for conciliation.

The application for conciliation is a normal part of collective bargaining in Ontario under the Labour Relations Act.

The Employer is applying for conciliation in an effort to obtain the assistance of a third-party in securing a negotiated collective agreement with ATU Local 113.

The TTC is NOT negotiating terms of the pension plan, which is a jointly sponsored plan between management and the union. The plan is in excellent financial health and any suggestion that TTC management is attempting to include the pension plan as part of collective bargaining is false.

In the event the conciliator is unable to assist the parties in reaching a collective agreement, they will issue a No Board report, which will allow the parties to proceed to interest arbitration.

Interest arbitration is a way to renew or establish a new collective agreement for parties without the right to strike/lock-out (e.g. police and fire services, hospital, TTC). The arbitration is conducted by a neutral third-party who receives submissions from the parties (the TTC and the union) about their proposed changes to the collective agreement. Interest arbitrators are guided by the following principles when making a decision about the future collective agreement:

  1. The employer’s ability to pay in light of its fiscal situation.
  2. The extent to which services may have to be reduced, in light of the decision or award, if current funding and taxation levels are not increased.
  3. The economic situation in Ontario and the City of Toronto.
  4. A comparison, as between the employees and other comparable employees in the public and private sectors, of the terms and conditions of employment and the nature of the work performed.
  5. The employer’s ability to attract and retain qualified employees.
  6. The purposes of the Public Sector Dispute Resolution Act, 1997.

Once the arbitrator issues the award, the parties are bound by the changes they impose. The collective agreement is then edited to reflect to the imposed changes and new booklets are printed and distributed.

Because the TTC is an essential service, there is no threat of strike or lock-out in the event a No Board report is issued. Any outstanding contract disputes will be settled through interest arbitration. TTC employees cannot engage in any strike activity and the TTC cannot lock out employees.

We remain hopeful that the parties can reach a collective agreement with the assistance of a third-party.

We will continue to update this site with more information as it becomes available.