Presented to the PIPSC 105th Annual General Meeting
Please note:
The Resolutions Sub-Committee committee is responsible for reviewing all submitted resolutions, categorizing them, and prioritizing their order for discussion at the AGM (By-Law 17.2.3.2). The Resolutions Sub-Committee reviews all submitted resolutions to ensure they are in proper form and within the scope of the AGM. The committee works with the AGM Task Force to propose the order in which resolutions will be presented at the AGM as part of the AGM agenda. Delegates at the AGM may have the opportunity to amend the order, though this is generally subject to rules and voting procedures. This process helps ensure that the most important and relevant resolutions are addressed in an efficient manner. More information regarding the Rules of Procedure for the AGM can be found here.
For the 2024 AGM, the order of priority of resolutions will be as follows: Board of Directors and Advisory Council resolutions first starting with financial resolutions, then bylaw amendments, then policy resolutions. The same order will be repeated for Group and Region resolutions which will be next. Then the same order will be repeated again for individual resolutions. Only once all resolutions submitted within the timelines are disposed then late resolutions will be debated in the same order (finance, bylaws, policy).
L-01 - Election Transparency Improvement Across all Groups and Regions (E) -
Whereas the resolution for 2023 PIPSC AGM P-12 - Election Transparency Improvement (E) Sponsored by Steve Anderson proposed a motion requiring a policy change that all constituent bodies divulge their full election results (total ballots cast, the vote tally of each candidate)
Be it resolved that PIPSC recommends that all Union Regions and all Groups update their policies to ensure that full election results (total ballots cast, the vote tally of each candidate) are made known for all held elections.
RSC: No Comment
L-02 - Support for Members Right to Informed Consent, Bodily Autonomy and Confidentiality of Their Health Care Information (E) -
Be it resolved that PIPSC will NOT recommend against grievances that stem from members rights to informed consent, bodily autonomy and confidentiality of their health care information, and will challenge from the onset any further actions of the employer that infringe those rights.
Be it further resolved that PIPSC will recommend all groups to include adding the members’ right to informed consent, bodily autonomy and confidentiality of their health care information to their collective bargaining discussions.
RSC: No Comment
Legal Commment: Out of Order
While PIPSC is correct that it already has obligations to respect human rights legislation, the proposed resolution appears to go beyond general non-discrimination principles to specify particular actions. PIPSC already has existing practices and commitments, that show that it already takes its obligations under the Ontario Human Rights Code seriously and has integrated these principles into its operations.
L-03 - Meetings of Committees of the Board (E) -
Whereas committees of the board meetings were reduced from six (6) to four (4) in person meetings.
Whereas there was no immediate budget impact to each committee.
Whereas the budget impact of a minimum audio visual cost of $4,300 - $6,200 per virtual meeting was not factored.
Whereas committee members span time zones from the Atlantic to British Columbia
Be it resolved that the Policy on Committees of the Board of Directors be amended as follows:
6. Meetings of Committees of the Board
The number, timing, and location of Committee meetings will be as per the budget approved by the AGM. Committee budgets will be calculated on the basis of six (6) in person meetings. A meeting will only be held if there is sufficient business to conduct. Committees can meet 4 times in person and have as many virtual meetings as their yearly budget allows. will meet a maximum of six (6) times during the year. Whenever feasible, Committee meetings should be held in Institute facilities.
In person Mmeetings will normally be 1 day and held on any of Fridays, Saturdays or Mondays and are normally held in the most cost-effective location. Virtual meetings can be held on any day of the week. To facilitate a balance between union activities and family life, the availability of the members of the Committee will be taken into consideration in addition to the Board’s schedule when scheduling Committee meetings. When and where feasible, Committees are encouraged to use electronic means (such as e-mail, teleconferences, and video-conferences) to conduct the business of the committee in order to reduce the burden of travel on Committee members, and to minimize cost.
RSC: No Comment
L-04 - Transparency and Scrutiny Related to Non-Elected Union Positions (E) -
Whereas statements and actions of our Union that affect all members are issued by both elected Union Executives and non-elected Union staff. and
Whereas there may be pressures exerted by non-elected Union staff on elected Union Executives, such as from the General Counsel, Chief Operations Officer, etc.
Be it resolved that in order to increase transparency and scrutiny in the selection and oversight of non-elected Union staff, the following measures be implemented:
a) A committee of non Board members shall be established to oversee the selection of non-elected Union staff, particularly for those positions with a total salary and compensation exceeding $140,000 per year. This committee will review the qualifications and backgrounds of candidates and provide recommendations to the Union. Biographies and resumes for all candidates of these positions shall be made available to the scrutinizing committee for recommendations.
b) Individuals who have worked for or campaigned in support of any political parties or lobbying organizations shall be ineligible for non-elected Union positions. However, those already employed in such positions may be grandfathered into their existing roles.
c) All communications issued by the Union, including private and confidential ones, must be signed by identifying the names and titles of all individuals who contributed to or approved the communication.
RSC: No Comment
L-05 Term Limits for FULL TIME Board of Directors and Groups Executives (E) -
Whereas the full time Board of Directors and group executive plays a crucial role in the governance and decision-making of PIPSC; and
Whereas it is essential to ensure the Full time Board and Group Executive remains dynamic, diverse, and responsive to the evolving needs and challenges facing Professional Institute of the Public Service of Canada; and
Whereas instituting term limits for Full Time Board members and Group Executives can promote fresh perspectives, foster leadership development, and enhance accountability within the Board; and
Whereas best governance practices often recommend implementing term limits for Board members as a means to prevent stagnation and promote the infusion of new talent and ideas; and
Whereas the current absence of term limits for Board members has the potential to hinder the achievement of these objectives;
Whereas this resolution was proposed last year for the discussion at the National AGM 2023 but was never discussed, and the issue remained;
Therefore, be it resolved: that the Full Time Board of Directors and Group Executives of PIPSC hereby approves the adoption of term limits for its Board members effective immediately;
Be it further resolved that the term limits shall be as follows:
● Each Full Time Board member and Group Executive shall serve a maximum of two (2) consecutive terms;
● Following the completion of two consecutive terms of service, a full time board member may be eligible for reappointment to the Board after a break in service of at least one (1) term;
● Current Board members who have already served beyond the specified term limits shall be eligible to complete their current term but shall not be eligible for reappointment beyond that term; and
Be it further resolved that the Board of Directors and Group Executives shall establish a transition plan to implement these term limits, including a schedule for the phased introduction of these limits to ensure continuity and an orderly transition;
Be it further resolved that the Advisory Committee shall be responsible for overseeing the implementation of term limits and shall be tasked with developing and maintaining a transparent process for Full Time Board members’ appointments and reappointments in compliance with these limits;
Be it further resolved that this resolution shall be communicated to all of the membership and incorporated into the Bylaws of the Professional Institute of the Public Service of Canada as soon as practicable;
Be it further resolved that this resolution shall be reviewed periodically to assess its effectiveness and may be amended or repealed by a majority vote of the AGM;
Be it finally resolved that this resolution shall take effect immediately upon its passage.
RSC: No Comment
L-06 Election Transparency Improvement (E) -
Whereas some PIPSC constituent bodies do not divulge the results of their Executive elections, beyond naming those who were successfully elected;
Whereas PIPSC holds democracy and transparency as ideals to be strived towards;
Whereas an ever-increasing number of elections held within PIPSC are done so electronically;
Whereas it is increasingly easy to tabulate election results, such as how many ballots were cast in total, how many votes each candidate received, etc.;
Whereas some constituent bodies have decided that they won’t give out full election results because it may be embarrassing for the candidates who did not win, and it might discourage members from putting their names forward as candidates in the future;
Whereas this arguably paternalistic action can have the opposite effect when the same Executive members get elected repeatedly, year after year, and other candidates are left to wonder how relatively well they did in the election and how many more votes they needed to win a position;
Whereas some select PIPSC members somehow find out the approximate and relative vote totals of all or some of the candidates over time – but at least some of the candidates themselves can be left in the dark;
Whereas informal distribution of election results unnecessarily opens the door to doubt and mistrust in PIPSC elections;
Whereas the suggested remedy recommended by at least one constituent body is for a member to attempt to pass a motion to change the practice of announcing winners only, at that respective constituent body’s AGM the following year;
Whereas it will simplify and increase consistency and fairness across the Institute if the PIPSC AGM passes a motion requiring a policy change that all constituent bodies divulge their full election results (total ballots cast, the vote tally of each candidate) to all those present immediately after the election outcome is known;
Whereas this resolution was proposed last year for the discussion at the National AGM 2023 but was never discussed, and the issue remained;
Therefore, be it resolved that under the “PIPSC Policy on Structure and Function of Constituent Bodies”, Appendex A “Guidelines on Constituent Body Elections”, Point 3 “Procedures”, the sixth bullet be changed,
- From -
“The Elections Committee shall be responsible for the tabulation of all ballots (including verification) and will release results per the wishes of the relevant Constituent Body.”
- To -
“The Elections Committee shall be responsible for the tabulation of all ballots (including verification), and will announce, to all those present in the meeting, the number of ballots cast and the number of votes each candidate received.”
RSC: No comment
L-07 - Employee Medical Treatment Ethical Refusal Protection Policy (E) -
Whereas recent legal precedents have highlighted the critical importance of upholding individual Charter freedoms, as demonstrated by the Alberta Court's decision to strike down public health orders that violated these cherished rights
Whereas recent events within the Canadian Armed Forces (CAF) prompted a review of the CAF's COVID-19 vaccination policy, revealing concerns about non consensual medical experimentation that impacts fundamental freedoms. These concerns center around the right to liberty and security of the person, protected under Section 7 of the Canadian Charter of Rights and Freedoms. This review resulted in the conclusion that the grievers' rights protected under section 7 were infringed and that the disputed provisions of the CAF vaccination policy are unconstitutional and therefore invalid.
Whereas the integrity of ethical medical practices is paramount, exemplified by the withdrawal of professional misconduct accusations against a nurse who courageously disclosed instances of vaccination injuries stemming from mass Covid-19 vaccination clinics, including cases necessitating multiple ambulance responses;
Whereas serious medical conditions have been associated with the COVID-19 vaccines, including blood clotting disorders, cardiac emergencies, myocarditis, Guillain-Barré Syndrome, autoimmune disease, spontaneous miscarriages, neurological system disorders and much more; (VAERS reports and Public Health Agency of Canada ATIP request available upon request)
Whereas it has been distressingly reported that at least one tragic suicide occurred due to a refusal for accommodation in the context of these mandates;
Whereas the principle of informed consent is fundamental to ethical medical practice and respects the autonomy of patients. Transparency and informed decision-making are essential to safeguard public health, underscoring concerns arising from the revelation that the CDC acknowledged their vaccine's limitations in preventing transmission, and Pfizer's omission of comprehensive testing regarding transmission cessation, leading to critical information being withheld from the public, including known adverse events.
Whereas this resolution was proposed last year for the discussion at the National AGM 2023 but was never discussed, and the issue remained;
Therefore be it resolved that an Employee Medical Treatment and Ethical Refusal Protection Policy be promptly established within the framework of this union, aimed at robustly safeguarding the rights of unionized employees concerning medical treatments.
Be it further resolved that this Policy comprehensively safeguards the rights of unionized employees and vehemently prevents any form of discriminatory or punitive actions associated with the refusal of any medical treatments.
Be it also resolved that the primary and overarching objective of this Policy is to steadfastly prevent further harm inflicted by unethical mandates, ensuring the promotion of ethical medical practices and the preservation of individual autonomy.
And be it finally resolved that this resolution shall take immediate effect upon approval and shall be disseminated throughout the union, encompassing all members and stakeholders, as a clear commitment to the well-being and ethical principles of our workforce as defined by the union Mandate and Values.
Section I: Right to Refuse Medical Treatments
Every unionized employee has the unequivocal right to refuse any form of medical treatment, including vaccines and other medical procedures, without exception. This right shall be upheld without fear of reprisal, discrimination, suspension, termination, or any negative impact on employment status.
The union shall advocate for and protect the individual's right to make decisions about medical treatments in accordance with their religious and ethical beliefs. The union shall stand firm against any attempts to coerce, pressure, or enforce medical treatments against an employee's will.
Section II: Preventing Embarrassment and Punitive Actions
The union and the employer shall collaborate to establish mechanisms that ensure unionized employees are not subjected to uncomfortable or embarrassing situations due to their religious or ethical refusals of medical treatments. This may encompass maintaining confidentiality, providing alternative work arrangements, and facilitating open channels of communication.
The union shall actively intervene and oppose any punitive measures directed at unionized employees who choose to refuse medical treatments. The union shall engage in every effort to avert penalties, sanctions, or any adverse consequences arising from such refusals.
Section III: Communication and Education
The union and the employer shall jointly communicate and educate unionized employees about their unwavering rights to decline medical treatments, underscored by the safeguards provided under this Policy. This information shall be conveyed through accessible means and in both official languages.
The union shall undertake educational initiatives aimed at raising awareness among its members and leadership about the significance of respecting colleagues' ethical refusals. The union shall strive to nurture an inclusive and empathetic work culture that reveres diverse beliefs and values.
Section IV: Union Support for Affected Employees
In the event that an employee faces adverse consequences or retaliation due to their refusal of medical treatments, the union shall provide unwavering support and advocacy. The union commits to utilizing its resources, expertise, and collective bargaining power to ensure the affected employee's rights are upheld and their interests safeguarded.
This resolution shall take immediate effect upon approval and shall be disseminated throughout the union, encompassing all members and stakeholders. The primary aim of this Policy is to solidify the protection of religious and ethical refusals of medical treatments within the unionized workforce, promoting a harmonious and equitable workplace.
RSC: No Comment