Updated: February 13, 2025
The City of Toronto is in collective bargaining with Canadian Union of Public Employees (CUPE) Local 79 (representing 27,000 inside workers) for the renewal of four collective agreements (full-time, part-time, part-time long-term care and part-time recreation) which expired on December 31, 2024. On February 13, 2025, CUPE Local 79 requested a “No-Board” Report.
The parties are currently working with a conciliator assigned by the Ministry of Labour. If either party concludes that the conciliation process has been unsuccessful, either party may request a “No-Board” Report.
The City of Toronto’s focus remains on achieving a fair and reasonable collective agreement that recognizes the vital contributions of City employees while ensuring value for Toronto residents and businesses. Building on the recent successful negotiation and ratification with TCEU Local 416 – CUPE members, the City is committed to fostering productive discussions to address shared priorities and overcome challenges.
When the “No-Board” Report is released, the union will be in a legal strike position and the City will be in a legal lockout position 17 days from the date of issuance. However, a “No-Board” report does not necessarily mean a labour disruption will occur.
In the event of a labour disruption, the City has contingency plans in place for the continuation of key City services.
A “No-Board” Report means that the Ministry of Labour has determined that it is not advisable to appoint a conciliation board. The issuance of a “No-Board” Report means that CUPE Local 79 will be in a legal strike position and the City will be in a legal lockout position 17 days after the issuance. During this 17-day period and beyond, the City and the Union can agree to continue bargaining.
The City has offered all members of CUPE Local 79 the same general wage increases that were successfully negotiated with Toronto Civic Employees Union Local 416 (outside workers) in December 2024, providing an increase of close to 15% over the next four years.
Inside and outside workers are all part of the same labour environment – working side by side at the City – and for at least the last 25 years have received the same general wage increases.
The increases noted above were offered for all Local 79 workers. In addition, since the last collective agreement five years ago, minimum wage has outpaced the negotiated increases. The City has already recognized this as an issue to address through the bargaining process, which is why the City has tabled a proposal offering a significant investment in our recreation staff that ensures 92% of all part-time recreation hours worked will be paid above minimum wage. In comparison, last year, 43% of all recreation hours worked were paid at minimum wage.
In addition to general wage increases, the City has offered to discuss special wage adjustments with the union for certain occupations to bring these jobs up to market levels (for example: nurses and municipal standards officers).
There is a significant benefit to the City and its taxpayers to be able to plan budgets and operations with certainty over the next four years. It also provides stability for workers and their families as they plan their lives in the current uncertain economic climate.
If Local 79 engages in strike activity, all compensation from the City ends, including access to health benefits (for example: drugs, extended health, dental, sickness/long-term disability, top-ups for WSIB/parental/pregnancy leave and life insurance).