Billy S Chung
Metrolinx/Payments Strategy Manager / Gestionnaire, Stratégie de Paiements
2025 Salary
$155,587Total compensation $156,283, including $696 in taxable benefits.
Source: Ontario’s Public Sector Salary Disclosure — names paid $100,000 or more that year. How we build this · Report an error on this page
At a Glance
2025
Employer Rank
#1,176Metrolinx
Years on List
42022–2025
Peak Salary
$155,5872025
Full 2025 roster at Metrolinx →·See where $155,587 ranks →
Total Compensation History
Full History
2022–2025
$125,407 in 2022 is worth about $136,190 in 2025 dollars.
| Year | Position | Salary |
|---|---|---|
| 2025 | Payments Strategy Manager / Gestionnaire, Stratégie de PaiementsMetrolinx | $155,587Benefits $696Total $156,283 |
| 2024 | Payments Strategy Manager / Gestionnaire, Stratégie de PaiementsMetrolinx | $150,993Benefits $981Total $151,974 |
| 2023 | Product Owner, Central System / Responsable de produit principal, Système centralMetrolinx / Metrolinx | $131,902Benefits $168Total $132,070 |
| 2022 | Product Owner, Central System / Responsable de produit principal, Système centralMetrolinx | $125,407Benefits $165Total $125,572 |
Take-Home Pay
(After Tax) · 2025 estimate
Of the $155,587 Billy S Chung earned in 2025, roughly $106,960 would remain after income tax, CPP and EI, an all-in deduction rate of about 31.3%. Compared with 2024, when the figure was $150,993, that is a rise of about 3%. Records under this name have appeared on the Sunshine List 4 years in all, first in 2022. After pension contributions (probably PSPP or OPTrust in this sector), take-home is usually a further 7–10% lower.
- Estimated net pay
- ~$106,960
- Effective income-tax rate (excl. CPP/EI)
- ~27.7%
- CPP + EI contributions
- ~$5,507
- All-in deduction rate (incl. CPP/EI)
- ~31.3%
Where does $155,587 rank on the Sunshine List? →
Estimate only: 2025 federal and Ontario rates, basic personal amounts, Canada employment amount and CPP/EI credits; single, employment income only, salary treated as full-year income. Ignores pension contributions (OMERS, HOOPP, OTPP, OPTrust and similar plans lower actual take-home), union dues, RRSPs and benefits.