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.
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UTFA has outperformed comparable faculty unions in cumulative salary growth over the past decade
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UTFA has outperformed every certified UofT union with comparable ATB data since 2020
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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
Over the past decade, UTFA has outperformed every comparable faculty organization at seven Canadian universities — and all 12 certified UofT bargaining units for which comparable ATB data is available — without certification, without a strike mandate, and at lower dues. Certified unions show wide variation in results, and no consistent salary premium from certification. Arbitrators have already established that UofT faculty salaries must be “top of market” — a unique and significant protection that does not depend on certification.
Takeaway: Over a full decade spanning pre-COVID growth, Bill 124 austerity, and post-Bill 124 catch-up, UTFA's cumulative salary growth exceeds seven comparable Canadian faculty unions (York, Queen's, UBC, Alberta, Ottawa, Dalhousie, and Waterloo). The shaded band shows the full range of outcomes. Institutions with shorter data histories are rebased to the comparator median at their join point.Shorter view: 2020–2025 (6-year comparison) ›Over the most recent 6-year window, UTFA outperforms 6 of 7 comparators. The one exception, UBC, was not subject to Ontario's Bill 124.UTFA's 18.5% total ATB increase (2020–2025) exceeds every certified bargaining unit at UofT. The two most relevant comparators — USW 1998 (professional staff) and CUPE 3902 Unit 3 (sessional lecturers) — both trail UTFA.Cumulative view: UTFA vs all UofT unions (2020–2025) ›On a compounded basis, UTFA ($120) outperforms USW 1998 ($117), CUPE 3902 U3 ($118), and the entire range of compared certified unions ($114–$118). Seven of the 12 received identical outcomes (15.8% non-compounded).Longer view: UTFA vs USW 1998, 2002–2026 (24-year comparison) ›Over the full 24-year period, UTFA outperformed USW 1998 by +3.4% cumulatively. Both experienced the same economic pressures, the same employer, and the same provincial policy constraints.
What many members may not know: 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 Gedalof catch-up award after Bill 124 was struck down. It protects faculty salaries independent of certification status.
Four questions to ask before deciding
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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 happens to merit-based pay? Some certified unions have replaced merit systems with uniform step increases. What assurances exist that PTR would be preserved under a certified framework?
4
What else would your dues fund? Certification brings mandatory affiliations with national labour organizations. What political and social advocacy, beyond the workplace, would your dues support?
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.
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:
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
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 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.
Comparator faculty unions: wide variation, no reliable premium
Comparing UTFA to seven comparable faculty unions at other Canadian universities over the past decade reveals enormous variation in outcomes — and no consistent advantage from certification:
Alberta (AASUA) — certified faculty union — had three consecutive years of 0% increases despite full union status and strike power.
Ottawa (APUO) — certified faculty union — negotiated Bill 124 remediation of 8.5% over three years, comparable to UTFA's Gedalof Award, suggesting certification was not the decisive factor.
UBC (UBCFA) — certified faculty union — had persistent 2% increases for years before a recent catch-up.
York (YUFA) — certified faculty union with a history of strike action — ended up at similar cumulative outcomes to UTFA over the Bill 124 period.
Waterloo (FAUW) — non-certified, like UTFA — also performed competitively, showing that non-certified associations are not at a structural disadvantage.
UTFA's Gedalof Award (2022–23) delivered a substantial Bill 124 catch-up, achieved through binding arbitration without certification or a strike mandate.
Post-catch-up rates are converging around 2.5–3.5% across institutions regardless of certification status.
Year-by-year ATB increases (2015–2026) ›The annual ATB percentages behind the cumulative comparison. UTFA's Gedalof Award catch-up (2022–23) is visible as the largest single-year increase across all comparators.Cumulative comparison: recent 6-year view (2020–2025) ›Focusing on the post-2020 period: UTFA outperforms 6 of 7 comparators. The one exception — UBC — was not subject to Ontario's Bill 124.Year-by-year ATB increases: recent 6-year view (2020–2025) ›The annual ATB percentages for the post-2020 period. Alberta's three years of 0% and UTFA's Gedalof catch-up stand out.
All UofT unions: same employer, same constraints, UTFA ahead
UofT has numerous certified bargaining units. The UTFA bargaining document compares ATB increases across 12 of them — spanning professional staff (USW 1998), teaching assistants (CUPE 3902), service workers, library workers, and others. All negotiated under the same fiscal constraints, including Bill 124. If certification reliably produced better pay outcomes, we would expect at least some of these unions to outperform UTFA. None have.
UTFA's total ATB increase of 18.5% (2020–2025) exceeds every one of these certified units. Seven of the 12 received exactly 15.8% — a striking uniformity that suggests the administration offered a standard package regardless of union affiliation.
Year-by-year ATB increases for UTFA and the two most relevant UofT comparators: USW 1998 (professional staff, 6,300 employees) and CUPE 3902 Unit 3 (sessional lecturers, 1,300 employees). While timing differed, UTFA's cumulative outcome ($120) exceeds both ($117 and $118 respectively).A note on comparability ›
Faculty and staff roles differ, and salary dynamics are not perfectly comparable. But these comparisons are meaningful precisely because all groups negotiate with the same employer under the same fiscal constraints, and experienced the same policy environment (including Bill 124). Certification did not differentiate outcomes.
The two most relevant comparators are USW 1998 (professional staff — the largest certified unit, and the one with roles closest to professional-grade work) and CUPE 3902 Unit 3 (sessional lecturers — the unit whose members do the most similar work to UTFA members).
Long-run view: UTFA vs USW 1998, 2002–2026 ›Over the full 24-year period, UTFA outperformed USW 1998 by +3.4% cumulatively. Both experienced the same economic pressures and provincial policy constraints. Since USW 1998 dues are nearly double UTFA's (1.45% vs 0.75%), certification would need to outperform UTFA by roughly 0.5–1% per year just to offset the higher cost.
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. Dalhousie (DFA), a certified faculty union now included in our salary comparisons, explicitly describes its salary structure as based on “academic rank and step within the salary scale, with regular progression through the scale over time” — a step-based model. Certification could accelerate this kind of 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
Research excellence: Merit-based PTR rewards faculty who produce significant research, win grants, and publish in leading journals.
Teaching innovation: Faculty who develop new programs, mentor students, and earn teaching awards are recognized through merit assessment.
Differentiation: Under a step system, increases are uniform regardless of contribution. Merit systems recognize that not all contributions are equal.
Recruitment: Top researchers choose UofT partly because performance is recognized. Flattening compensation may affect the university's ability to attract and retain leading scholars.
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. Over the past decade, UTFA has outperformed all seven comparable Canadian faculty unions we can measure — including five certified unions. At UofT itself, UTFA's 18.5% total increase (2020–2025) exceeds all 12 certified bargaining units for which comparable ATB data is available, including USW 1998 (15.8%) and CUPE 3902 Unit 3 (16.8%). Seven of the 12 received exactly the same total. Certified faculty outcomes vary enormously: Alberta's AASUA had three years of 0%, UBC had persistent 2%, and York — which has actually gone on strike — ended up at similar cumulative outcomes.
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 Gedalof catch-up award after Bill 124 — 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.
