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LATEST UPDATE: 

The president did not secure hybrid bargaining language and now the members will be impacted if the City decides to mandate all employees to return to work 5 days a week.  

The president will not be able to bargain language surrounding hybrid work until the next bargaining year in 4 years (2029). She did not prioritize this language. The president screwed over hybrid workers.  This will impact TCHC and TSHC in this round of bargaining. The president waited too long to bargain.  

Nothing has been done for Long Term Care as they have over 500+ full-time vacancies and grievances are out of control with the unit officers not prioritizing them. 

The president and the first vice president, along with the acting Unit Officer Sherry, are violating the collective agreement with the City of Toronto by signing a memorandum of agreement to avoid Article 15 concerning full-time job postings.

They made a backdoor deal with the TESS division to avoid posting over 400+ permanent vacancies and awarded these to the full-time temporary positions.

This is a violation of our collective agreement, as ALL jobs need to be posted according to the terms of the agreement. This limits the opportunities for members in other divisions who want to apply for permanent positions, such as those in HIS, shelters, long-term care, etc.

Only this division continuously approaches the union to violate the collective agreement. It doesn’t matter if people are already in these positions; all 30000 members have the opportunity to apply and compete. The fact that this president thinks this is acceptable shows a lack of disrespect for the collective agreement as well as for the full-timers. This is another example of how she engages in backdoor deals with the employer.

UPDATE: AUGUST 2025

Since this petition has been created, we have new information that we wish to share with all members listed below:

1.      Fact – It appears the monetary value of this propose holiday was reallocated to fund Part-time rec increases. Truth & Reconciliation Day that resulted In the 3 other bargaining groups did not receive their statutory holiday.

2.      Benefit Concessions: Since it is Still unclear, and uncertain of the impacts of using biosimilar medication. The 1st VP tried to explain at a General Membership meeting (gmm) but given that he is not a medical expertise or has medical knowledge this may put members at risk. This is because the president wanted more increase for part time rec staff. This concession resulted in a decrease in our benefits and an increase to PFNR wages.

3.      Language Concession for the worst: Changes to reversions in the collective agreement: employees that apply and are successful within the Local 79 bargaining unit will only be entitled to one reversion in the calendar year. This impacts members to explore and develop other opportunities within their professional career development.

4.      Language concession for the worst: Transfers: when a member transfer to a lateral position, the member is not eligible to apply for another transfer within the calendar year. This is a concession the Local took to have an increase for part time rec workers. Previously, this was 3 months and now it’s a year. It’s a increase of 9 additional months a member has to wait to put in a transfer request.

5.      Since the ratification of the City of Toronto’s collective agreement which it’s been 5 months, no collective agreement or memorandums have been posted on the membership portal. Fred Shilson and Keith Fiering have collected per diems to complete the 2020 collective agreement book which was never printed or posted on the union website. Hundreds of dollars wasted in per diems.

6.      After this petition was created and pressure that was demonstrated from the members at the gmm, the Local submitted a budget in 2025 with of deficit close to 2 million the largest deficit budget known in Local 79 history of 80 plus years.

7.      Bookoffs – the president continues to book off members by not upholding the CUPE Local 79 bylaws and by the membership. July and August there has been an increase in Organizers not approved by the membership. This is adding to our deficit.

8.      In addition, the president has hired 3 more consultants paying them over $100K each. Totaling over $300K in salaries.

9.      The executive team still has not allowed members to attend the Local. The doors are still locked even though the president has campaigned on opening the doors and making the office accessible to all members. Staff are not required by any mandate to be in the office. This leaves less support for members in need or don’t have access to computers and phones.

10. The president appointed the VP of Equity Brigett Coleman as the executive liaison to the WSIB unit, whom has no experience, training or certification which is impacting our members accommodation and return to work. This has impacted some members financially.

11. After the completion of the COT bargaining, there has been no movement with bargaining with the following employers: TCHC, TSHC, Bridge Point Hospital and has secured to no dates for bargaining.

12. The president has increased multiple unit officers in different units (i.e., PTB, PTLTC, FT,) has not resulted in any decrease of grievance wait times. No increase productivity regarding labour management meetings or otherwise. This has only increased the Locals operational budget. Most of the book-offs are the presidents’ friends or personal connections to her that ran on her campaign.

13. The president has shifted the unit officers’ portfolios in a form of reprisal stating, “operational needs.” Without truly understanding the impact it has on our members. She has not investigated the complaints and concerns that have been brought forward by members of the elected and appointed unit officers resulting in even more complaints.

14. The Duty Desk: the president appointed Jeremey Jabber to oversee who is an elected unit officer. His approached is hostile and combative as it is impacting our members representation. Members are reporting no callbacks, no response to email inquires, providing inadequate information. The president has increased the amount of duty officers which has not resulted in any positive customer service to our members.

15. Lloyd Joel Mehki Sherry of reoccurring unit officer that multiple complaints have gone into the president around service response accuracy note taking and proper representation. Nothing has been done by the president in fear of losing the next election. Once again, this is a clear case in which elected officials disregard the membership, leaving them to fend for themselves, unprotected against management, all so the president can hold onto those that vote for her.

We encourage all members to email Mark Hancock at mhancock@cupe.ca and demand the resignation of our president Nastaran Yadollahi of bad faith bargaining and of financial mishandling. She is not what the members need. Transparency was not demonstrated under her leadership. The members have lost more than they have gained in all the years of bargaining.

 

We, the undersigned members of CUPE Local 79, are deeply concerned about the conduct, transparency, and decisions made by our president, Nas Yadollahi, throughout and following the most recent round of bargaining.

While the bargaining process has concluded, the membership still lacks clarity on critical decisions made behind closed doors. Despite early promises of transparency and open bargaining, there is mounting evidence that decisions were made without proper consultation or communication with the broader membership.

Concerns About Conflict of Interest on the Bargaining Team: 

Before bargaining began, the president hired several individuals as part of an organizing team to mobilize members. Concerns were raised by team members about the appointment of one individual from the Parks and Recreation division who was later placed in a significant role on the bargaining team. The individual also received financial compensation (e.g., per diems) during this time. Given their close relationship with the president, questions have been raised about the selection process and whether it was conducted fairly and transparently. This situation has contributed to a perceived conflict of interest that undermines trust in the integrity of the bargaining process.  

Key Concerns:

Unequal Bargaining Gains:
A significant portion of the bargaining gains disproportionately benefited the Parks, Forestry & Recreation (PFR) Division. While wage increases for part-time PFR workers rose dramatically (from 3.9% to over 20%, per bargaining updates), full-time members across wage grades saw only modest or unequal increases. This suggests a prioritization of one division over others, which does not reflect equal representation for all 30,000 members.

Here are the top issues that affected the full-time collective agreement:

1. Loss of Truth and Reconciliation Day:
It appears the monetary value of this proposed holiday was reallocated to fund part-time wage increases, according to statements in bargaining updates. This decision was made without broader membership consultation and represents a significant concession, especially considering the day’s national importance.

2. Medication Concessions:
The agreement to shift to biosimilar medications represents a step back from our existing generic drug coverage. Members were not consulted or educated about this change, raising concerns about due diligence and informed decision-making. In addition, we have in the new collective reasonable and customary benefits which means the maximum amount an insurer will reimburse for a specific health service or item, based on the average cost of that service in a particular geographic area. It's a limit designed to prevent excessive billing and ensure that benefits are used efficiently. We've never had this cut to our benefits before. Nas did this so she can have the difference of what the employer could be saving allocated to PFNR so that division can receive more money.

3. Limiting Reversion Rights:
A new restriction allowing only one job reversion per year was accepted—an erosion of worker mobility that could negatively affect those exploring new roles within the City.

4. Sick Bank Concession:
The change requiring four weeks of work (rather than two) for sick bank replenishment post-January 2 is a significant concession. Members dealing with long-term illness could be seriously impacted.

5. Lack of Financial Transparency:
The local allocated $1 million to support bargaining efforts. However, there has been no detailed report provided to members regarding how these funds were spent—including costs for hotels, per diems, consultants, and book-offs.

6. Failure to Present the 2025 Budget:
The annual budget, typically due in November, has yet to be shared with members. Meanwhile, the Local has tripled its internal staff, which will likely increase costs and potentially deplete reserves. Without a transparent budget, members cannot understand how their dues are being spent or what the long-term financial outlook is. For example, 5 extra unit officers result in $500K addition. Additional duty Officers have been added which has not led to improvement of service and the individuals lack a better understanding of the collective agreement. The additional 3 duty officers to the current 3 duty officers results in $240K which is an addition to the budget. Lastly, the multiple organizers receive a nominal amount that could equal within a year an additional $1M that is not covered by CUPE National as a cost share.

Why is Nas hiring more people to do less work for the members?

7. Continued Use of Bargaining Staff:
Despite bargaining concluding, all bargaining team members have reportedly been retained as “member organizers.” It is unclear how this continued employment is being funded and justified.

8. Inequity and Favoritism:
There is widespread concern that the president prioritized PFR at the expense of other divisions, creating division among the membership. Equal representation is a core value of union leadership, and when one group is elevated at the expense of others, that trust is broken.

9.  Lack of Communication and Accountability:
Members have made repeated attempts to raise concerns via email and other communication channels—most of which have gone unanswered. This lack of engagement is unacceptable.

10. Nas neglected to represent EVERY division equally including Public Health nurses. TPH deserve to get a wage market adjustment but didn't because Nas wanted the bigger piece of the pie to go to PFNR.

We, the undersigned, are deeply concerned by what appears to be the misuse of union dues by President Nas Yadollahi and the executive team. There has been no budget disclosure for 2024/2025, despite repeated calls for transparency. Meanwhile, reports of excessive spending continue to mount — without any formal financial accountability to the membership.

It is unacceptable for elected leaders to use dues-paying members' contributions without providing a detailed and audited account of where that money is going. Union dues are not a blank cheque — they are a collective investment in our future, our rights, and our working conditions.

If there is nothing to hide, then the 2024/2025 budget, all bargaining-related expenditures, and current staffing costs should be disclosed immediately.

Our leadership must be held accountable. If they are unwilling to uphold their fiduciary duties and represent all members fairly and transparently, then they must step aside.

UPDATE: 

Our Demands

We can no longer place our trust in leadership that does not respond to members, is not transparent in its financial dealings, and appears to serve the interests of a select group rather than the collective whole. We are calling for the immediate resignation of President Nas Yadollahi immediately! Nas does not care about us. It's all about her and the division she has worked - PFNR!

Furthermore, we are urging CUPE National President Mark Hancock to intervene and investigate the concerns raised in this petition, including potential financial mismanagement and inequitable bargaining practices.

To our fellow members:
If you believe in fair and transparent union leadership, we ask you to sign this petition and email Mark Hancock at mhancock@cupe.ca to express your concerns directly.

Together, we can restore accountability and ensure that CUPE Local 79 represents all members equally.

In solidarity,
The Undersigned Members of the Rank and file