Latest updates
- We have ratified our collective agreement! Highlights of the new agreement, as well as the full text, are available online.
- Make sure your personal email with AMAPCEO is up to date by visiting your Member Dashboard and clicking Edit Profile.
Last updated: December 12, 2024
Your bargaining team
Member-driven bargaining teams are a crucial part of securing a strong collective agreement. Meet the members of your FSRA Bargaining Team.
Brigitte Elie
Brigitte is a Senior Regulatory Specialist at Financial Services Regulatory Authority. Elie also has a history of involvement with the union, currently serving as a Bargaining Unit Delegate and on the GTA North District Executive.
“I have a vested interest in helping to negotiate the best collective agreement for my colleagues and myself, and I am honoured to have the privilege to further represent you.”
Elie's work role requires discretion, diplomacy, and transparency—all skills Elie brings to the table as a member of your FSRA Bargaining Team.
Chet Ng
A Business Analyst at Financial Services Regulatory Authority with almost seven years of experience, Chet Ng is also an active AMAPCEO volunteer. Ng has served as a Workplace Representative, District Delegate, ERC Co-Chair, and Joint Health & Safety Committee Co-Chair.
“I trust that my pragmatic approach to work and life will provide value to the bargaining process as we strive to make FSRA an even better place to work.”
Ng is eager to ensure the new FSRA Collective Agreement reflects the values and priorities of the membership, and believes his activism gives him a comprehensive understanding of what employees need and want.
Frequently asked questions
What is collective bargaining?
Collective bargaining occurs when a group of people in a workplace band together to increase their negotiating power. There is a greater likelihood of success together than there is apart, so it is also about demonstrating our collective will and resolve.
These negotiations between employees and management lead to a legally binding collective agreement that details many of the terms and conditions of our employment, including wages, working conditions, job security, and more.
This collective agreement also ensures the employer consults with us and that we work collaboratively to seek solutions on matters that affect us. It means our workplaces are governed with transparency and fairness.
When does bargaining start?
We are covered by the terms of the OPS Collective Agreement that expired on March 31, 2022.
The existing terms and conditions of the current collective agreement remain frozen in place until a new collective agreement comes into effect. The new agreement may have retroactive measures.
How will I get updates during bargaining?
Make sure your contact information with AMAPCEO is up-to-date, and that you are subscribed to receive our emails. Visit our Subscribe page if you haven’t opted-in to receive our emails.
Signed members also receive exclusive updates and event invitations. If you haven’t become a signed member of AMAPCEO, you can do so at no additional cost at amapceo.ca/membership.
We will also continually update this webpage with updates as they become available. And the union’s leadership will meet with members either virtually or in-person, as public health regulations permit, to update members on progress.
How were our bargaining goals set?
Every AMAPCEO member was able to take part in a survey asking us where we desire improvements to the current collective agreement.
The survey results were provided to the bargaining team, staff, and union leadership to draft the broad bargaining priorities.
These results, further informed by research, additional consultation, and legal advice, will be used to generate more specific bargaining plans. The Board of Directors is ultimately responsible for reviewing and approving this mandate.
Why is it important to support my colleagues and union during bargaining?
We have worked hard to achieve the current terms and conditions of our employment. Supporting your colleagues, the bargaining team, and our union, helps demonstrate our collective strength and our resolve to securing a fair contract. We are stronger together.
Union leadership and local AMAPCEO activists may also ask you to take specific actions to demonstrate your solidarity. This could include displaying a flag on your desk, using a union background during a video call, or attending an event.
These actions serve as proof of member cohesion and support for AMAPCEO. This can speed up the bargaining process and result in improved collective agreements for all members.
Does collective bargaining lead to a strike?
The priority in our negotiations has always been to achieve a fair collective agreement without any unnecessary use of job action. AMAPCEO has always fought for alternatives to labour disruptions in the event of a bargaining impasse and has never had to go on strike.
However, if the employer creates issues during negotiations, a labour disruption remains an important tool in the union’s toolbox. Labour disruption is a broad term encompassing a spectrum of possibilities—small, such as a local lunch-time rally or a refusal to work overtime, to large, such as a province-wide walkout or strike.
Union-initiated labour disruptions are governed by a legal process that unfolds over several weeks. A union cannot call a strike without first having its members vote in favour of such an action. A positive vote does not guarantee that a job action will take place. It is a clear message to the employer side that AMAPCEO members are serious about achieving certain demands in bargaining.
Are we affected by Bill 124?
Bill 124 no longer applies to AMAPCEO members at the Financial Services Regulatory Authority of Ontario (FSRA).
Bill 124 was Ontario's unconstitutional wage-restraint legislation, which limited public sector workers’ compensation increases to a maximum of one per cent a year for three years—including for unionized workers as their contracts expire.
AMAPCEO and labour allies fought against the legislation, and won a constitutional challenge against the Bill in November 2022. The Ontario Superior Court of Justice found Bill 124 unconstitutional and struck it down.
The government appealed the ruling, which the Ontario Court of Appeal upheld in February 2024. With that second loss, the government finally relented and announced it would repeal the legislation.
