With TIFF in full swing, workers at Roy Thomson Hall are once again experiencing late, unclear communication—even when security risks are involved.

One usher shared frustration about receiving same-day notice for enhanced security tied to a politically sensitive film:

“I would have liked this information earlier… we tend to get these kinds of security emails later the day before the shift when it seems the upper people have known these details for a long time.”

If the employer has time to coordinate with Toronto Police Services, Public Safety Response Units, and TIFF organizers, then they have time to notify workers in advance—especially when security protocols impact how staff prepare for their shifts.

Workers deserve to know what they’re walking into—and to be consulted when it affects them.

A Raise is Welcome—But Respect Still Matters

Doug McKendrick, who’s stepped into a senior leadership role following Grant Troop’s departure, announced a 4% wage increase for FOH workers effective September 1.

While a raise is always welcome, workers have voiced what’s missing:

“I’d still much rather have respect, resources, and responses from my direct managers and HR in addition to a raise.”

• Raises are important—but they don’t solve:
• Being ignored when giving feedback
• Not receiving adequate training
• Being told about high-risk shifts at the last minute
• Seeing one department’s rules enforced while another’s are ignored
  
  

A Strong Turnout—And a Clear Strategy to Win

At our last union meeting, the energy was undeniable. Dozens of workers came out to meet with Unifor organizers, share their stories, and help set a strategy to build majority support and get vote-ready.

It was a clear reminder that you're not alone—workers across departments want the same things: fairness, respect, and a voice at work.

Save the date: Our next meeting is September 28th — all are welcome!

Location details to follow.

Why a Union Matters in Arts, Entertainment & Hospitality

In venues like ours, workers bring incredible talent, care, and commitment to every performance and event. Yet too often, we’re treated as disposable, replaceable, or voiceless.

That’s where a Unifor collective agreement makes all the difference. It gives you:

• A legally protected say in scheduling, pay, and health & safety
• Real due process when issues arise
• A way to negotiate improvements—and protect what you already have
• Predictability and transparency, even during leadership transitions or external corporate shifts

Whether you're front of house, backstage, or at the bar—you should have a say in your workplace.

Let’s keep the momentum going.

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If you have any questions or concerns, please do not hesitate to reach out to your Unifor representatives.

In solidarity,

Billy O’Neill
Unifor National Representative Organizing
416.605.1443
[email protected]