Informed Choice on UTFA Certification

A data-driven look at what union certification would mean for University of Toronto faculty

This site is maintained by an UTFA member. It does not represent the official position of UTFA or the University of Toronto.

+3.4%
UTFA has outperformed the certified USW 1998 union at UofT cumulatively since 2002
2×
USW 1998 dues are nearly double UTFA's — 1.45% vs 0.75% of salary
$14K–$28K
Potential career cost of higher dues at certification-level rates over 20 years

Certification would impose significantly higher dues without clear evidence of better salary outcomes at UofT. Arbitrators have already established that UofT faculty salaries must be “top of market” — a unique and significant protection that does not depend on certification.

Cumulative salary growth showing UTFA matching or outperforming certified USW 1998
Takeaway: UTFA's cumulative salary growth has matched or exceeded that of the certified union at the same university over 24 years.

What many members may not know: recent arbitrations have established that UofT faculty salaries must be “top of market” relative to Canadian peers. This principle — embedded in arbitration precedent — is what produced the 8% Gedalof catch-up award. It protects faculty salaries independent of certification status.

Three questions to ask before deciding

1

What will it cost? Certified faculty associations charge higher dues. How much more would you pay, and what would the additional money fund?

2

Is there evidence it improves pay? The available salary comparisons — both within UofT and across Canadian universities — do not show a reliable salary premium from certification.

3

What changes beyond salary? Certification alters the legal framework, brings national labour affiliations, and may shift how compensation is structured. What assurances exist on merit-based pay?

What supporters of certification argue

Supporters believe certification would give UTFA stronger legal standing at the bargaining table, the ability to strike as a last resort, access to broader labour resources, and a more formal framework for protecting members' rights. They argue that even if strike action is rare, its availability shifts the balance of power in negotiations. These are substantive points that deserve consideration.

The analysis below examines the available evidence on each of these claims. You should weigh it alongside the arguments certification supporters make and reach your own conclusion.

1. The Cost of Certification

Certified faculty unions charge higher dues than non-certified associations. The data from CAUT's governance review of UTFA shows a clear pattern:

Mill rate comparison chart showing certified unions charge higher dues than non-certified associations
Takeaway: Certified unions (gray) consistently charge higher dues than non-certified associations (blue). UTFA is already the most expensive non-certified association. Source: CAUT Comparative Governance Review, September 2025.

Why are certified dues higher?

Certified faculty unions typically fund strike reserves, expanded professional staff, and mandatory affiliations with national labour organizations (CLC, CAUT Defence Fund, NUCAUT). The median certified faculty association charges a mill rate of 10.5 (1.05% of salary), compared to UTFA's current 7.5 (0.75%). Among certified faculty associations: Queen's and Western charge 1.0%, Carleton 1.3%, Dalhousie 1.25%, and Laval 2.0%. USW Local 1998, the certified union at UofT representing staff, charges 1.45%.

Dues Cost Calculator

Current UTFA dues (0.75%) $1,500
Projected certified dues $2,600
Annual increase +$1,100
20-year career cost +$22,000
Dues cost comparison across salary levels
Takeaway: At every salary level, certification-level dues mean hundreds to over a thousand dollars more per year.

2. Does Certification Improve Pay?

Supporters of certification argue it would lead to better salary outcomes. The available comparisons — both within UofT and across Canadian universities — do not show a reliable salary premium from certification. That does not mean certification cannot affect pay, but the evidence does not demonstrate that it does.

UTFA vs USW 1998: Same employer, similar outcomes

USW Local 1998 is a certified union representing over 6,000 staff at UofT. If certification reliably produced better pay outcomes, we would expect USW to outperform UTFA. As the cumulative chart above shows, the opposite is true.

A note on comparability ›

UTFA's cumulative salary growth exceeded USW 1998's by 3.4% over 24 years. Both experienced the same economic pressures, the same employer, and the same provincial policy constraints (including Bill 124). This comparison suggests that at UofT, certification has not produced a measurable salary advantage.

A fair caveat: faculty and staff roles differ, and salary dynamics are not perfectly comparable. But the comparison is meaningful precisely because both groups negotiate with the same employer under the same fiscal constraints.

Year-by-year ATB comparison ›
Year-by-year ATB comparison between UTFA and USW 1998
Year by year, UTFA and USW 1998 ATB increases track closely — both shaped by the same institutional and policy environment.

External faculty comparisons

Comparing UTFA to certified faculty unions at other Canadian universities also does not reveal a consistent advantage from certification:

Cumulative salary growth across Canadian universities
Takeaway: Among certified faculty unions, salary outcomes vary widely. Certification alone does not predict stronger results.

Existing salary protections

Arbitrations have established that UofT faculty salaries should be "top of market" relative to Canadian university peers. This principle, embedded in arbitration precedent, provides a form of salary protection that does not depend on certification status.

Supporters of certification may argue that strike power would provide additional leverage. That is a reasonable position, but it is worth noting that UTFA has secured substantial outcomes through binding interest arbitration without the disruption and risk of work stoppages. Whether strike power would produce materially better results is an open question that members should weigh carefully.

3. Questions About Merit-Based Pay

Some certified unions have historically favored flatter salary structures over merit-based systems. This pattern is worth examining as faculty consider certification.

Precedents worth examining

In a recent round of bargaining, UTFA's own proposals (2024) included restructuring PTR (Progress Through the Ranks) so that 50% of available PTR funds would be based on merit, with the remaining 50% based on career progress/experience — a significant shift from the current merit-based system.

There is also an institutional precedent at UofT: USW Local 1998's 20th Anniversary Magazine (2018) describes how, before certification, UofT staff had a merit-based pay system. Upon unionization, they replaced it with a step system (Pay Salary Grades 1–20 with fixed steps). The magazine presents this as a key achievement of the union.

These examples do not prove that certification would necessarily eliminate merit-based PTR. Some certified faculty unions — such as Alberta's AASUA — have maintained merit increment pools in their collective agreements. But the pressure toward flatter compensation structures is real, as shown by USW's history at UofT and UTFA's own bargaining proposals. Certification could accelerate this shift by embedding it in a collective agreement. Faculty who value merit-based compensation should ask for explicit assurances about PTR before supporting certification.

Why merit-based PTR matters

The question is not whether certification will inevitably eliminate merit pay, but whether adequate protections would be in place to prevent that outcome. Before voting, faculty should seek clear answers about how PTR would be handled under a certified bargaining framework.

4. Broader Labour Affiliations

Union certification would formalize UTFA's ties to the broader labour movement, bringing obligations and activities that extend beyond workplace representation.

What certification brings

Certified faculty unions typically affiliate with national labour organizations such as the Canadian Labour Congress (CLC), the CAUT Defence Fund, and NUCAUT (National Union of CAUT). These affiliations come with financial contributions, which may be mandatory depending on the affiliation structure. They also involve participation in broader political and social advocacy campaigns that may not reflect the views or priorities of all members.

Supporters of these affiliations argue they provide solidarity, shared resources during disputes, and a stronger collective voice for post-secondary education at the national level. These are legitimate benefits. The question is whether they — and the broader political activities that come with them — justify the additional cost, given that UTFA's existing structure has delivered competitive salary outcomes without them. Members should consider what these affiliations would mean in practice before deciding.

Frequently Asked Questions

Won't a union get us better raises?

The available comparisons do not show a reliable salary premium from certification. Recent years have been difficult for everyone — Bill 124 and post-pandemic inflation hit hard. But the same pressures affected certified faculty unions equally: Alberta's AASUA had three years of 0%, UBC's UBCFA had persistent 2%, and York's YUFA — which has actually gone on strike — ended up at similar cumulative outcomes. UTFA has outperformed USW 1998 (the certified union at UofT) by 3.4% cumulatively since 2002.

What about strike power?

Supporters of certification value strike power as leverage, even if rarely exercised. That is a reasonable argument. It is also worth noting that faculty strikes are extremely rare in Canada and carry significant professional consequences. UTFA's binding interest arbitration mechanism has produced substantial results — including the 8% Gedalof Award — without the disruption and risk of work stoppages. Members should weigh whether the potential leverage of strike power justifies the costs and obligations that come with certification.

Aren't UTFA dues already high?

Among non-certified associations, yes. UTFA at 0.75% is the highest (McGill 0.58%, Waterloo 0.53%, McMaster 0.50%). Certification would likely push dues toward the certified faculty median of ~1.05%, or potentially higher — Queen's charges 1.0%, Carleton 1.3%, Dalhousie 1.25%. USW 1998 at the same university charges 1.45%.

What about job protection and grievances?

UTFA already handles grievances and advocates for members in disputes with the administration. Certification would add the right to strike, but the existing grievance and arbitration framework provides substantial protections. Members should assess whether the additional mechanisms that certification brings are worth the associated costs and obligations.

Would certification speed up bargaining?

Delays in reaching agreements — and the frustration of waiting months for retroactive pay increases — are real irritants in the current system. But certification does not eliminate this problem. Certified faculty unions face the same structural challenge: Alberta's AASUA, a fully certified union with strike power, has the same bargaining cycle pressures and no guarantee of timely settlement. Strike power may add leverage, but it does not accelerate the procedural timeline of negotiations. The delays are a product of academic bargaining dynamics, not UTFA's certification status.

Would merit-based PTR be preserved?

There is no guarantee either way. The mix varies across certified faculty unions. But the direction of pressure is clear: USW 1998 at UofT replaced merit pay with a step system, and UTFA's own bargaining proposals (2024) included shifting PTR to a 50/50 merit/experience split. Before voting, faculty should seek explicit written assurances about how PTR would be handled under a certified bargaining framework.