Frequently Asked Questions

The local will hold its first General Meeting where, among other things, an executive and bargaining committee are elected. To begin negotiations the membership decides on bargaining priorities. Using these priorities the bargaining committee will negotiate a collective agreement with the University. The membership will either vote to accept the collective agreement or send the bargaining committee back to the the negotiating table.

Strikes are the last resort when a union cannot reach a collective agreement with the employer. Strikes, like all major decisions of the local, must be voted for by a majority of the membership.

• 95% of collective agreements are ratified without recourse to job action or strikes.
• When negotiating a first contract, if a collective agreement cannot be reached, the union can avoid strikes and negate delay tactics by requesting First Contract Arbitration.
• A TA strike does not affect access to labs for research or RA work.

The first TA union in Canada was established by students at the University of Toronto in 1973. Since then students at many other Universities in Canada have followed suit. In 2010 Queen's is one of only two major Universities in Ontario where TAs do not enjoy the benefits and security of collective representation.

Health and dental benefits negotiated by TAFA would be funded by Queen's and compliment the existing health plan that graduate students pay into through the SGPS.

Labour unions are independent organizations funded by their membership, and members pay dues to finance the support and services offered by the Local and national affiliate. With the Public Service Alliance of Canada, dues are proportional to how much you work: only 1.5 cents for every dollar of your TA wage.

• You don't start paying dues until you start receiving benefits.
• Initial collective agreements always negotiate benefits equivalent to more than 1.5%
• 40% of dues stay with the local to provide direct services and resources to members.