This Strike FAQ has been developed to provide clear, accessible information to members as we navigate the current phase of the Worth Fighting For campaign.
Its purpose is to answer common questions, clarify processes, and ensure everyone understands their rights, responsibilities, and the steps involved should bargaining progress toward a strike or lockout.
By keeping members informed and supported, we can stay united, prepared, and focused on securing the fair wages, funding, and working conditions our communities deserve.
Q1. Are we going on strike?
Not necessarily. A strike is possible but not automatic. Here’s the simplest way to put it: a strike is only one possible next step – used if bargaining and conciliation fail to secure the wage justice and funding improvements workers are fighting for.
The Worth Fighting For campaign is focused on coordinated bargaining, conciliation, and strike-mandate votes – not an immediate strike. Right now, the campaign is about building power, showing unity, and pushing the government to act – with strike-mandate votes being part of the strategy. Every local chooses its next bargaining steps, and coordinated bargaining ensures we move forward together rather than in isolation.
Q2. Why do we need a strike mandate?
A strike mandate gives your local bargaining team the power to call for a strike, if the demand isn’t met. Workers are pushing for:
A 6.5% retroactive wage “catch‑up” after wages were unlawfully suppressed under Bill 124.
Long‑term, stable base funding to prevent layoffs and ensure quality services. Government action to address years of chronic underfunding in community health, universities and social services.
In addition, you may have other local priorities that are strike issues or the employer has tabled concessions that require escalation.
Q3. Does a strike mandate vote mean we’re going on strike?
NO. Your bargaining team makes it clear that:
A strike vote does not mean a strike will happen
It simply gives the bargaining team the authority to call a strike, if necessary.
Q4. How can I be better prepared for a strike if one is called by the bargaining team?
Strike pay is only issued after completing strike duties. It’s also helpful to ensure you are registered on the OPSEU/SEFPO Member Portal with current contact details, dependent information, and direct deposit preferences.
Q5. If there is a strike, how will I know when it starts?
Your bargaining team will communicate with all members throughout the bargaining process through your local’s communication channels.
Q6. What is a No Board report? What does a “countdown” to a strike mean?
These terms all refer to the same point in the bargaining process — when the Ministry of Labour issues a No Board report.
Once this report is issued, it triggers a legally defined 17‑day countdown. After those 17 calendar days, both the union and the employer are in a legal strike or lockout position.
Q7. Can we still negotiate during the 17-day countdown period?
Yes. Negotiations can continue at any point during the 17‑day countdown after a No Board report is issued. The countdown simply establishes when the union and employer may legally enter a strike or lockout position — it does not stop bargaining from continuing. Both sides can keep meeting, exchanging proposals, and working toward a settlement right up until the deadline and even beyond.
Q8. Who will participate in a strike or lockout?
If your bargaining team calls for a strike, all bargaining unit employees in a workplace will be in a legal strike position.
Q9. I’m an international student or international worker member. Is it legal for me to participate in a strike?
Yes. Not only is striking entirely legal for non-citizens working in Canada, it’s also a protected activity under the Canadian Charter of Rights and Freedoms. You cannot be punished for participating in a strike, performing strike duties, and/or showing support for the Union during contract negotiations. You are allowed to receive strike pay and perform strike duties under your study permit to attend a college or university in Canada.
Q10. Does a strike impact my work or study permit?
No. Your study permit is tied to your student enrolment, not your employment.
In addition, Ontario’s Labour Relations Act protects all workers’ rights, including international students, to participate in legal strikes and makes it unlawful for employers to intimidate employees into refusing to strike. You cannot lose your visa or work permit by voting in a strike, in a contract ratification vote, or by taking part in a strike. All votes are confidential.
Q11. How will OPSEU/SEFPO support me if there are consequences for participating in job action?
As addressed above, it is illegal for your employer to punish you for strike participation. In the very unlikely event that the employer engages in these illegal actions, OPSEU/SEFPO will fully support you through the relevant legal processes.
Q12. Can international students or workers access the hardship fund?
During a strike, your local may operate a hardship fund for members who are facing financial crises. This would be a fund for OPSEU/SEFPO members who are participating in the strike to receive money in addition to strike pay. All OPSEU/SEFPO members may apply to the hardship fund equally.
Strike Pay Eligibility
Q13. Who receives strike pay?
In the event of a strike or lockout, strike pay will be provided to members who complete strike duties assigned by their local strike committee. Members who perform a minimum of 4 or more hours of strike duties per day, or a minimum of 20 or more hours per week, are eligible for strike pay.
To receive strike pay:
You perform strike duties (i.e. picket duties) for a minimum of 4 or more hours a day, or a minimum of 20 or more hours per week;
You are registered on the OPSEU/SEFPO member portal (https://members.opseu.org/) with your up-to-date contact and dependent information;
You are registered for direct deposit on the OPSEU/SEFPO member portal (https://members.opseu.org/);
If you don’t wish to use direct deposit, ensure your mailing information is up-to-date in the member portal. (Note: the cheque mail out is not as efficient as direct deposit, which has a very quick turnaround time.)
The strike or lockout lasts more than a day.
Q14. How much is strike pay?
OPSEU’s strike pay is
- $450/week for the first 3 weeks
- then$550/week in the fourth week
- and beyond (dependents paid at $125/week each
To receive the maximum strike pay, individuals must complete 20 hours of picket duties.
Strike pay is administered via Direct Deposit, which is why it’s important to update your information on the OPSEU/SEFPO members portal. Individuals who do not have direct deposit set up will be paid via cheque.
Q15. How is a dependent family member defined?
A dependent is define as:
A non-income earning spouse (excluding a spouse on strike)
A child under 18 (or under 26 if attending school full time) or a dependent child as defined by the collective agreement or benefit plan
A disabled family member
An elderly family member who normally receives financial support from the striking member
If both spouses are on strike, both may claim the dependents.
Q16. How will I receive my strike pay?
Your picket captain will have a mechanism to record your attendance for your strike duty hours. Make sure you report to your picket captain when you arrive at the picket line at the start of your picket shift and when you leave at the end of your picket shift.
The data is then sent to the Central Strike Headquarters (OPSEU/SEFPO) to process strike pay. Details of this process would be outlined when picket captains and strike committees are trained.
Strike pay is calculated daily and submitted weekly. For strike purposes, a week is seven (7) consecutive calendar days. The first strike pay will not be issued until (7) days after the beginning of the strike. Thereafter, strike pay will be issued weekly.
Q17. What are strike duties?
These are duties assigned by your local strike duties committee that will help put maximum pressure on the employer, to ensure the strike is as short as possible, and a new contract can be settled. Strike duties may include picketing, running strike headquarters, headlining strike logistics, lobbying politicians, talking to reporters, or other duties.
If you require accommodations for modified picket duties, you must check in with your Local for the appropriate accommodations form, and be accommodated by the Local’s Accommodation Subcommittee. Remember – you must use your personal email to communicate about strike preparation – not the employer’s email.
Q18. What about day care costs?
There are no provisions for day care costs while on strike. You must work with your Local committees to make suitable arrangements or accommodations so you can fulfill your strike responsibilities.
Q19. What if I cannot picket or require accommodation?
All members of a striking bargaining unit have the right to participate fully in the strike. However, some members may not be able to perform all strike duties. In such cases, the strike committee has a legal and moral obligation to modify the member’s strike duties to enable them to earn strike pay.
This is called accommodation. Those requiring accommodation to perform modified strike picket duties should get in touch with their Local. Details of a member’s needs are confidential.
Q20. How do I reduce the financial impact of a strike?
The local will have template letters for major banks to support members’ requests to lenders for a temporary deferral of payments on loans.
- Mortgages/rent: Talk to your bank, credit union, or landlord to try and negotiate a plan for the duration before the next payment is due.
- Taxes: Ask if an accommodation can be arranged to defer property taxes.
- Utilities: Make a request to spread out your payments.
- Loans: If your lender won’t allow a deferral, consider refinancing to reduce the payments.
- Credit cards: Charging purchases while on strike is not recommended but sometimes cannot be avoided. Make sure to make the minimum payment or use a line of credit with a lower interest rate if possible.
- Insurance: Investigate ways to spread out the premiums.
- Child support: Contact your ex-spouse/partner and try to work something out for the duration of the strike or lockout.
Q21. What is the local hardship relief committee?
This is a sub-committee of the local strike committee that assists and provides advice to members who may require additional help to get through the strike.
The local hardship relief committee is funded by donations – it is not funded by OPSEU/SEFPO centrally. The committee may make recommendations to the local strike committee that some members who are experiencing hardship receive special assistance. Committee members may also communicate with local financial institutions about the strike and, where necessary, work with those financial institutions to help striking members meet their credit obligations until the strike is over.
Please note that the normal hardships of being on strike do not qualify a member for hardship relief. To qualify, a member must first exhaust all other reasonable options.
All members are strongly encouraged to continue to plan their personal finances. Contact your bank, credit union, your landlord, your daycare provider, etc., to discuss payment options. The earlier you make a plan, the better prepared you will be.
Q22. How can I help my local during the strike?
A successful strike is a result of every member stepping up and getting involved to win a contract we deserve.
Consider volunteering for strike committees to help with communications, finance, logistics, food and hospitality.
Help make signs, help run the phone tree, and spread the word about the issues to your friends, family members, neighbours, faith group members, and your MPP.
Benefits, Pension, and Entitlements
Benefits
Q23. Do I still receive insured benefits if I end up on strike or locked out?
In the event of a strike or lockout, Your Staff Representative will approach your employer for an agreement to continue your benefits for the duration of the strike, and then OPSEU/SEFPO would be billed back for the cost of the continuation. If your employer does not agree to continue your benefits, OPSEU/SEFPO will provide a benefit through the OPSEU Joint Trusteed Benefit Plan.
Q24. Do I have to return employer-issued equipment if I end up on strike or locked out?
Yes, if asked, you must return all employer-issued equipment.
Vacation
Q25. What happens if I am on vacation when a strike or lockout starts? Will I get paid?
No. You are considered to be on strike or locked out once a labour dispute starts. The employer does not have to give you vacation pay.
Q26. If my pre-approved vacation falls during a strike or lockout, will I get vacation pay?
No. There is no collective agreement in effect. The employer does not have to pay you vacation pay. You can keep your vacation credits and take approved vacation later. If you perform strike duties, you will receive strike pay.
Sick Leave
Q27. Can I get short-term sick leave with pay when I’m on strike or locked out?
No, because the collective agreement does not apply.
Q28. What happens if I’m on short-term sick leave when a strike or lockout starts?
The employer may stop short-term sick leave benefits, but you can apply for Employment Insurance (EI) sickness benefits. Applications can be made directly by attending a Service Canada office. You may also check the Service Canada website. Be sure to keep copies of the forms and medical certificates related to your sick leave that you gave to your employer and Service Canada.
Q29. Am I eligible for Employment Insurance (EI) sickness benefits during a strike or lockout?
Maybe, if you can show that your leave was anticipated and arrangements for it had begun before a strike or lockout started. Being on short-term sick leave before a strike or lockout may show that your leave was anticipated. Inform the employer in writing of the dates of any scheduled surgery and anticipated recovery periods. Be sure to keep a copy for yourself at home.
However, be sure to check with Service Canada to determine whether your circumstances meet their entitlement for sickness benefits.
Q30. To apply for EI sickness benefits, I need my record of employment (ROE) from my employer. During a strike or lockout, can I get my ROE?
Your employer should give you your ROE. If you can’t get it, or there is a delay, don’t wait for your ROE. Apply as soon as possible – a temporary claim can be set up for you. Bring proof that you were working, such as pay stubs, when you apply for benefits. If you informed your employer of any scheduled surgery or provided medical certificates for your sick leave, then take copies with you to the EI office. This can also be done virtually.
Q31. EI has a one-week waiting period at the beginning of every claim. Will I have to wait the one week if I was on short-term sick leave before a strike or lockout?
If you were on short-term sick leave before a strike or lockout, EI may waive the one-week waiting period. However, if your sick leave did not begin before the strike or lockout, and if you are approved for EI, it is unlikely the one week waiting period will be waived. Ask Service Canada for clarification.
Q32. Can I participate in the strike or lockout while I’m receiving EI sickness benefits or in the two-week waiting period?
You could lose your EI sickness benefits if your involvement in the labour dispute leads EI to think you are well enough to return to work.
Q33. Will the amount of my EI sickness benefits be affected by a strike or lockout?
Possibly. The amount you receive is based on your best 14 to 22 weeks of earnings in the prior 52 weeks. The number of weeks used (14-22) is based on the rate of unemployment in your region. This is determined by EI. If you only worked 14 to 22 weeks in the past year, then the strike could affect the amount you receive from EI. But if you worked for more than 22 weeks in the last year, it is unlikely to have any effect on the amount you receive.
That said, strike pay is not considered to be earnings for EI purposes, so it will not be deducted from your EI benefit.
Q34. Am I eligible for EI sickness benefits if I was on modified work (part-time or full-time) before the strike or lockout began?
No.
Ontario Health Insurance Plan (OHIP)
Q35. Does my OHIP coverage stop as a result of a strike or lockout?
No. OHIP is based on living in Ontario, not on being at work. If you had OHIP coverage before a strike or lockout and you keep living in Ontario, your OHIP coverage continues.
CAAT Pension Plan (for those with other pension plans, please check with your pension provider)
Q36. What happens to my pension during a strike or lockout?
Neither you nor the employer pays into the pension plan during a strike or lockout. However, your membership in the plan continues, and you don’t lose any entitlement you had earned up to the date the strike/lockout began.
Q37. Will I be able to buy back the pension credits I lose during a strike or lockout?
Yes, the CAAT Pension Plan allows members to buy back service for strike or lockout periods after they return to work. The cost and payment options may be influenced by the terms of any back-to-work agreement.
The CAAT Pension Plan typically takes a proactive approach by providing buyback cost quotes to affected members once the strike concludes. Updates and detailed information would be posted on the CAAT Pension Plan website at https://www.caatpension.ca/home once a strike or lockout ends and members have returned to work.
Q38. Will a strike or lockout affect my early retirement dates?
Your early retirement date may be delayed if you don’t buy back the pension credits you lost during a strike or lockout. Consult with the CAAT Pension Plan to see the exact impact the strike has on your earliest retirement date.
Q39. Can I retire during a strike or lockout?
Yes, but you have to make the arrangements directly with the CAAT Pension Plan. You can contact them at [email protected] or call at 416.673. 9000 (Toll-Free 1.866. 350.2228)
Please note that the employer must confirm the date you retire. Therefore, the payment of your pension may be delayed if the employer didn’t notify CAAT Pension Plan before the strike that you were retiring.
If you intend to retire within the next couple of months during the potential strike, please notify your employer of your upcoming retirement date as soon as possible. CAAT Pension Plan will work with you to collect all required retirement forms and process your pension.
Q40. During a strike or lockout, can I apply to buy back pension credits for service prior to the strike, so as to be within time limits?
Yes. Contact the CAAT Pension Plan directly to arrange a buyback.
Q41. Will a strike or lockout have an impact on my best 60 consecutive months’ salary for pension calculations?
No. These calculations are based on your salary rate, whether or not you’re at work. Pay lost during a strike or lockout will not affect it.
Q42. How would a strike or lockout affect me if I am currently buying back eligible pension service?
If your buyback is being paid by payroll deduction, it will stop during a strike or lockout. You will need to have the deductions recalculated after a strike or lockout to make up any missed payments so that you complete the buyback within the time limits. Once the strike or lockout concludes, contact the CAAT Pension Plan to have the recalculation completed.
Q43. If I die during a strike or lockout, will my survivors get their benefits under the pension plan?
Yes.
Employment Insurance (EI)
Q44. Can I get regular EI if I’m not working because of a strike or lockout?
No. Generally, if you’re unable to work because of a strike or lockout, you can’t get regular EI benefits. However, you may be eligible for EI maternity, parental (including adoption), sickness, or authorized training benefits.
Pregnancy/Parental/Adoption Leave
Q45. What happens if I’m on maternity, parental, or adoption leave, and a strike or lockout starts? Will my EI benefits continue?
Yes, your EI benefits will continue for the duration of your leave.
Q46. Will I receive EI maternity, parental, or adoption leave benefits if my leave starts during a strike or lockout?
Yes, if you can show you were arranging the leave before the strike or lockout. Write to the employer, stating your intent. Be sure to keep a copy for yourself.
Q47. If I participate in the strike or lockout prior to the start of my prearranged maternity, parental, or adoption leave, will I still receive my EI benefits?
Yes, if you can show you were arranging the leave before the strike or lockout. Write to the employer, stating your intent. Be sure to keep a copy for yourself at home.
Q48. Can I participate in a strike or lockout while I’m on maternity, parental, or adoption leave, and still receive my EI benefits?
Yes, However, keep in mind that EI pays these benefits on the assumption that you need the time off to care for your child. Strike pay is not considered to be earnings for EI purposes, so it won’t be deducted from your EI benefit.
Q49. Will the amount of my EI benefits be affected by a strike or lockout?
Possibly. The amount you receive is based on your best 14 to 22 weeks of earnings in the prior 52 weeks. The number of weeks used (14-22) is based on the rate of unemployment in your region. This is determined by EI. If you only worked 14 to 22 weeks in the past year, then the strike could affect the amount you receive from EI. But if you worked for more than 22 weeks in the last year, it’s unlikely to have any effect on the amount you receive.
Q50. To apply for EI maternity, parental, or adoption leave benefits I need my record of employment (ROE) from the employer. If my leave starts during a strike or lockout, can I get my ROE?
Your employer should give you your ROE. If you can’t get it, or if there’s a delay, bring proof that you were working, such as pay stubs, to the EI office when you apply for benefits. Apply as soon as you can. Don’t wait for your ROE. A temporary claim can be set up for you.
Q51. Under the collective agreement, the employer tops up my wages with a per cent of my pay for the first two weeks of my maternity, parental, or adoption leave. Will I get this during a strike or lockout?
No. The employer does not have to pay this for any part of the two-week period that falls during a strike or lockout.
Q52. Under the collective agreement, the employer tops up my EI maternity, parental, or adoption leave benefits with a per cent of my pay for a number of weeks. If I am on leave and getting EI benefits before a strike or lockout, or go on leave during a strike or lockout, will I get the top-up from the employer?
During a strike or lockout you will not receive the top-up.
Q53. Would the top-up start up again after a strike or lockout?
Yes, as long as you are still getting EI maternity or parental (including adoption) benefits and the top-up provision still exists in the new collective agreement.
Q54. Do I have benefit coverage if I’m on maternity, parental, or adoption leave during a strike or lockout?
Your staff representative will confirm this with the employer and this answer will be updated for each bargaining unit based on whether or not your employer is continuing benefits.
Q55. What happens if my maternity, parental, or adoption leave ends, and I’m ready to return to work while a strike or lockout is still on?
You are considered on strike or locked out, and you should report for strike duties.
Q56. The collective agreement says I must serve 13 weeks to get leave without pay for maternity, parental, or adoption leave. Will a strike or lockout interrupt my eligibility for these leaves?
A strike or lockout does not interrupt the qualifying period for these leaves. To be eligible, your hire date must be at least 13 weeks before the expected date of birth or start of the parental or adoption leave.
Long-Term Income Protection (LTIP)
Q57. If I’m on LTIP before a strike or lockout, do my LTIP benefits continue?
This answer will be updated based on your Staff Representative discussion on benefits continuation and may be impacted by whether your LTIP is employee or employer, or shared cost.
Q58. If I’m on LTIP when a strike or lockout starts, will I receive other benefits?
This answer will be updated based on your Staff Representative discussion on benefits continuation and may be impacted by whether your LTIP is employee or employer, or shared cost.
Q59. If I become ill or injured while on strike or locked out, will I be eligible for LTIP benefits?
This answer will be updated based on your Staff Representative discussion on benefits continuation and may be impacted by whether your LTIP is employee or employer paid, or shared cost.
Q60. Would a strike or lockout interrupt my six-month qualifying period for LTIP?
This answer will be updated based on your Staff Representative discussion on benefits continuation and may be impacted by whether your LTIP is employee or employer, or shared cost.
Q61. If approved, will my LTIP benefits begin immediately, or will they be delayed until after a strike or lockout ends?
This answer will be updated based on your Staff Representative discussion on benefits continuation and may be impacted by whether your LTIP is employee or employer, or shared cost.
Workplace Safety and Insurance Board (WSIB) Benefits
Q62. If I’m injured while on strike duty, can I make a WSIB claim?
No, you can’t.
Q63. If I’m getting WSIB benefits, will they continue during a strike or lockout?
In many cases, yes, provided you continue to qualify medically and co-operate with WSIB-approved programs.
However, if WSIB discontinues or threatens to discontinue your benefits, contact the OPSEU/SEFPO Pensions and Benefits Department at 1-800-268-7376 and ask to speak to the WSIB benefits counsellor.
Q64. If I have an approved WSIB claim and I’m in receipt of WSIB benefits, who pays me during a strike or lockout?
WSIB will pay you directly.
Q65. Does the WSIB pay me the equivalent of my salary?
No. If the WSIB pays you directly, you will get WSIB benefits, which are 85 per cent of your net average earnings for any injury or illness that occurred after January 1, 1998, or 90 per cent for any injury or illness before that.
Q66. Would my strike pay affect the WSIB benefits that I get during a strike or lockout?
No. Strike pay is not considered earnings by the WSIB. Therefore, it’s not offset from WSIB benefits. However, you’re in receipt of WSIB benefits because you’re deemed too ill or injured to be working. If the WSIB believes you have recovered enough to be working (i.e., because you have reported for strike duty), they may not continue your WSIB benefits.
Q67. Will I have benefit coverage if I’m on WSIB during a strike or lockout?
You can keep employment benefits for one year from the date of your injury or until you return to work, whichever is sooner. You must pay your share of the premiums. Your benefit coverage remains the same as when you were at work.
Q68. What happens if I’m getting WSIB benefits and am ready to return to some type of work during a strike or lockout?
The employer will probably tell the WSIB that there is no appropriate placement for you due to the labour dispute. If this happens, inform the WSIB of your situation and your intention to continue following WSIB rules. You should continue to receive WSIB benefits as long as you co-operate with their requirements.
If WSIB discontinues your benefits, contact the OPSEU/SEFPO Pensions and Benefits Department at 1-800-268-7376 and ask to speak to the WSIB benefits counsellor.
Now is the time for every member to stay engaged, stay informed, and stand together. Make sure your contact information is updated in the Member Portal, talk to your co‑workers about the issues, attend local meetings, and participate in campaign actions.
Your voice, your solidarity, and your involvement are what give us the collective power to win a fair and just agreement. Let’s show that we are united, ready, and Worth Fighting For.