Sorry for getting this one out a little late. As always, if there’s information you want shared with the membership at large or want to see something specific covered don’t hesitate to reach out to me.
Download the pdf version.
Executive Updates
The group executives met April 10th and 11th. This comprised our annual strategic planning meeting as well as a regularly scheduled executive meeting. We worked on refining the strategic plan and the pillars that comprise it. The highest priority, as always, is increasing engagement. Other topics that were discussed quite heavily, including contracting out as well as the use of AI in the workplace. Contracting out is something that as a union we’re constantly battling, but AI is a relatively new issue. If you’re reading this newsletter, I’d love to hear your thoughts on AI and its use in the workplace. Are you using it? How are you using it? Are there concerns you have relating to its use? Which steps do you think the union can take to support its utilization in the workplace?
I’d also like to highlight the creation of our newest subgroup in St. John’s Newfoundland. Thanks to Alex Gibbons, Bruce Downer, and Jean McGrath for taking the initiative to provide a group for the members of St. John’s to coordinate and organize.
Bargaining Survey
The bargaining survey has now closed. Thank you to everyone who took the time to respond.
The Bargaining Committee is now reviewing the detailed results before more specific information can be shared. Future updates will provide high-level themes where possible, while ensuring we do not compromise our bargaining strategy.
Early Retirement Initiative (ERI)
On March 26th, 2026, the budget received Royal Assent and thus the Early Retirement Initiative came into effect. I’m sure the majority of you have already heard of this initiative, but I encourage you to check the resources that PIPSC has put together and reach out if you have any questions.
New Stewards
Since our previous newsletter, we’ve had a new member decide to undertake the responsibility of becoming stewards within our union.
- Anandavimalan Sothinathan
Stewards play an important role in the functioning of the union. Their role is multifaceted and supports many of the union’s activities. They are the first contact with the union for members and in large part that first interaction shapes members’ opinion of the union. If ever you’re interested in becoming more involved in your union, becoming a steward is one of the best places to start. Becoming a Steward
Meet Your Bargaining Team
Our second feature has us joined by Mike Pauley, NR Group Vice President and member of the bargaining team.
What made you want to join the bargaining team?
I applied to join the NR bargaining team because I wanted to be a part of “moving the needle” in improving the life of the NR members. I also saw this as an opportunity to get improved language into our Collective Agreement that some other PIPSC Groups enjoy. I liked the direction the NR Group was moving towards, on bargaining and wanted to be a part of it.
What unique insight or skill do you hope to bring to the table?
I have three rounds of bargaining experience during my time (28.5 years) with the NBEN (New Brunswick Engineers, Architects and Lands Surveyor Group). The NBEN is a PIPSC Separate Employer Group. I was an executive member of that Group for many years (11 years as President) and have, what I believe to be, a different perspective that I believe can be positively used for the betterment of the NR Group. I am also a networker. As a very active Steward, I interact with many members on a daily basis and receive their thoughts on many matters of concern to the NR group.
How best do you think the membership can support bargaining?
Be engaged and informed. The NR bargaining team is only as strong as the support they get from the members. If bargaining update meetings are called, please attend. A large turnout lets the bargaining team know that we are moving in the right direction for them and that we have their support. Members can also get more involved with their respective Sub-Groups and, when the time comes, wear or display promotional items in the workplace identifying that they support the bargaining team.
Signing Off
Thanks for taking the time to read through the newsletter. I’ll leave you this time with a comment from one of your fellow members sharing their thoughts on RTO4.
I have told my boss that I think two days is reasonable for getting direct interaction with the team in, I grumble about three, and four is where I am going to ask what I’m getting out of it…While the employees at the food court are not responsible for TB decrees, it is not actually my job to keep them employed. I’ll spend my money at the local farmers’ market instead—and the fuel pump, of course…We find it ironic that the department that the government wants to expand is probably going to see a lot of resignations and retirements over RTO4, given the relatively large proportion of DND employees who are CAF pensioners…I plan to be in the office five days a week over the summer, but only because my daughter is lined up for a summer job that is on my way to the office and the commute would take her two hours each way if she were to use a park & ride. Saving her three hours a day is a valid reason to go in. Giving someone at Treasury Board an ego boost is not.
In Solidarity,
Nathaniel Cziranka-Crooks
nczicro@gmail.com
