In 2022, we awarded 35 scholarships worth a total of $55,000.  To date, we’ve awarded $1,105,000 in scholarships to 577 students.

Thank you to our members and corporate sponsors. Congratulations to all our laureates.

Founders’ scholarships

$1,500 scholarship sponsored by the Information Technology Group

• Tharun Ganeshram, Ottawa, ON (Vahini Ganeshram, AFS-CS), U of Waterloo

$1,500 scholarship

• Lucie Yang, Edmonton, AB (May Zhou, AFS-LS), U of T

$1,000 scholarships

• Heidi Elder, Ottawa, ON (Amy Elder, SP), U of Ottawa
• Beatrice Mowat, Coquitlam, BC (Suzanne L’Heureux, SP), U of Victoria

Sponsors’ series scholarships

$5,000 scholarship

• Morgan Shusterman, Ottawa, ON (Allan Shusterman, OSFI-retired), Cape Breton U.

$1,500 scholarships

• Shariq Ahmed, Calgary, AB (Shah Ahmed, NEB), U of Calgary
• Serena Chen, Ottawa, ON (Sharon Deng, IT), U of Western Ontario
• Stephen Dunbar, Longview, AB (Rob Dunbar, AFS), U of Ottawa
• Sophie Feng, Port Moody, BC (Marie Wu, CP), Carnegie Mellon
• Dacian Filipescu, Victoria, BC (Dr. Cosmin Filipescu, RE), Camosun College
• Félix Lafortune, Candiac, QC (Yves Lafortune, RE-retired), Cégep de l'Outaouais
• Cameron MacDonald, Surrey, BC (Robert MacDonald, SP), Dartmouth College
• Brook Motty, Corner Brook, NL (David Motty, IT), Queen's 
• Stella Murphy, Halifax, NS (Charles Murphy, IT), Queen's 
• Veronika Podobed, Ottawa, ON (Dr. Serguei Podobed, NUREG), U of T
• Anjali Singh, Saint Andrews, NB (Dr. Rabindra Singh, SP), U of New Brunswick
• Austin Wang, Ottawa, ON (Huili Li, IT), U of Western Ontario
• Kelly Wang, Toronto, ON (Xihong Wang, SP), U of Waterloo
• Sherilyn Wen, Ottawa, ON (Mrs. Rui Mao, IT), Queen's
• Debbie Zhao, Ottawa, ON (Yong Guang, IT), U of Western Ontario

Boys and Girls Clubs scholarships

$1,500 scholarships

• Kayley Baker (Mississauga, ON), U of T, Business
• Stephen Brown (Halifax, NS), Dalhousie University, Engineering
• Alyssa Cook (St. John’s, NL), Memorial University of Newfoundland, B.A.
• Gavin D’Souza (Lethbridge, AB), University of Lethbridge – Sciences
• Samuel Foster (Victoria, BC) University of Victoria, Health Sciences
• Vincent Garneau (Laval, QC), Dawson College, Accounting
• Manal Hamid (Ottawa, ON) Algonquin College, Health Sciences
• Isaac Howe (Fredericton, NB) University of New Brunswick, Sciences
• Patrick Kemp (Toronto, ON), York University, Life Sciences
• Blerta Kurti (Winnipeg, MB) University of Manitoba, Sciences   
• Anita Lee (London, ON), University of Western Ontario, Business
• Trevor Poirier (Orleans), Université de Québec en Outaouais, Sciences
• Teresa Talbot (Vancouver, BC) Simon Fraser – Psychology
• Danait Tekle (Orleans, ON) Carleton University, Computer Science
• Justin Thériault (Montréal, QC) University of Calgary, Child Health

Our scholarships are funded by the generous contributions of individual members, constituent bodies, and by corporate sponsors.

You can help us support a new generation of young professionals and make a difference in their lives.

DONATE

OTTAWA, September 23, 2022 – From September 26 to 29, 2022, the President of the Professional Institute of the Public Service of Canada (PIPSC), Jennifer Carr, will undertake official visits to nursing stations located in remote First Nations northern communities.

President Carr wants to see firsthand how the nursing stations are meeting the health-care needs of the communities while facing crisis-level staffing shortages. She hopes to learn from the nurses, represented by PIPSC, about the challenges they face in their practice.

“Nurses working in remote and isolated First Nations communities are some of the most resourceful, devoted and resilient health care professionals across Canada. They are unsung heroes,” says Jennifer Carr, President of the Professional Institute of the Public Service of Canada. “In many First Nations remote and isolated communities, nursing shortages and the effect of the COVID-19 pandemic are having exacerbated impacts on the health care delivery. I want to hear what we can do to improve the situation, to ensure First Nations communities and nurses have the support they need and the better health care.”

PIPSC represents approximately 4,300 health care workers across Canada in many professions that provide care in diverse settings, including close to 500 nurses at Indigenous Services Canada who serve remote Indigenous communities throughout the country.

Nursing stations provide a broad range of health care services to First Nation communities. Services provided at the nursing clinic include wound care, medication management, emergency services, and disease management.

What: Northern Nursing Stations Tour 

When: From September 26 to 29, 2022

Who: Jennifer Carr, PIPSC President

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For more information: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca
Note for media – Photos and broadcast quality video of the visit will be available and can be provided to the media upon request via jfillion@pipsc.ca.

PIPSC celebrated Public Service Pride in many ways this year!

Our regional directors worked with local volunteers to participate in local pride events throughout Canada.

And during public service pride week, President Jenn Carr welcomed members to a virtual event about how to be an ally to the 2SLGBTQIA+ community in and out of the workplace.

Being open to diversity of sexual orientation and gender identity has gone from a moral issue to a human rights imperative. We can't tell someone's sexual orientation or gender identity by looking at them — which makes the language we use to describe our identities important and somewhat complex. This webinar will give you insight on how to create a workplace that welcomes diversity of sexual orientation and gender identity, and some first steps on how to address inequalities in the workplace.

Watch the webinar today!

It is with sadness we announce the passing of Nancy Barr on September 3, 2022.  Nancy died as she lived, with grace and courage. She enjoyed a happy childhood in East Providence, Rhode Island, biking and playing tennis, when she didn't have her head in a book. She credits her mother for a lifelong love of style, colour and beauty.

Nancy moved to Montreal in 1973 for a one-year job and ended up spending the rest of her life in the city she embraced, immersing herself in Québécois culture. 

From 2005 to 2009, Nancy served as the National Film Board Group President. During this time, she fiercely represented PIPSC members.

The year 2021 was ushered in with cancer, which Nancy faced with dignity, stoic humour and a chic wig.

The family appreciates the support of the palliative healthcare team at CLSC Métro and Nova as well as Hospice St. Raphael.

PIPSC extends its condolences to Nancy’s family and to the many friends who were privileged to know her.

Condolences and memories can be expressed online.

A celebration of Nancy's life will be held at a later date.

Our lawsuit against the Ford government’s Bill 124 has officially begun, with court hearings starting on September 12, 2022.

Bill 124 is a direct attack on the rights of workers in Ontario. It allows the provincial government to impose salary caps of 1% per year on public sector workers, disrespecting them and the work that they do every day to keep this province running. 

For the past 3 years, as workers in health care and education burned out on the front lines of the COVID-19 pandemic, Bill 124 froze their wages, and interfered with their Charter-protected rights to collectively bargain them. Now, as inflation skyrockets, workers are essentially experiencing a massive pay cut.

With court hearings finally underway, we want to maximize pressure on the government to repeal Bill 124 by flooding their inboxes with messages from workers across the province.

Our friends at the Ontario Federation of Labour (OFL) created a simple tool for you to use to send your message. If you believe in fair collective bargaining, decent work, and quality public services – will you take a moment to send a message now?

SEND YOUR MESSAGE

In 2019, the OFL along with a coalition of unions including PIPSC, filed lawsuits against the Ford government’s Bill 124 – because no government should be able to pass legislation that restricts workers’ rights to free and fair collective bargaining. 

If this bill is allowed to go ahead, it sets a dangerous precedent for all of us.

The 1% cap on wages affects women-dominated sectors including health care and education, while excluding others, like the police.

It also disproportionately impacts racialized women who are among the lowest paid and most precariously employed – and is one of the biggest drivers of the deepening staffing crisis that’s threatening to cripple Ontario’s health care system.

So much is on the line, but together we can win this fight. 

Send your message now.

August 16, 2022 — Ottawa, Ontario, Traditional unceded Algonquin Territory — Indigenous Services Canada 

Nursing shortages are impacting health care delivery across the country, with frontline workers taking on tremendous workloads and burdens as the effects of the COVID-19 pandemic on the workforce continue. In many Indigenous remote and isolated communities, these impacts are exacerbated, posing challenges not only for staffing but for community health and safety as well. 

Nurses working in remote and isolated communities are some of the most resourceful and resilient health care professionals across Canada. In acknowledgement of their efforts and the current challenges in staffing, the Government of Canada and the Professional Institute of the Public Service of Canada have reached an agreement to increase the existing recruitment and retention allowances for Indigenous Services Canada (ISC) nurses working in these locations.

This increase will take effect starting September 1, 2022, and continue through to March 31, 2025, or when a new collective agreement is reached—whichever comes first. It will be provided to both full- and part-time ISC nurses delivering critical services in remote and isolated First Nations communities in accordance with the terms of the agreement. 

Moving forward, the agreement provides the following:

• Triple the initial recruitment allowance, from $2,250 to $6,750
• Triple the allowance provided after twelve months of employment, from $3,250 to $9,750
• Triple the annual retention allowance, from $5,500 to $16,500

This agreement applies to the 50 remote and isolated communities where ISC nurses are located: Ontario (24), Manitoba (21), Alberta (4), and Quebec (1). 

It is essential now more than ever to ensure nurses are available and accessible to Indigenous Peoples living in remote and isolated locations. We recognize the effects that staffing challenges at health centres and nursing stations in remote and isolated communities can have on First Nations communities. As such, ISC continues to work closely with Indigenous partners, communities and leaders to pursue timely solutions to raise staffing levels and maintain the health and well-being of Indigenous Peoples.

For more information on applications for nursing positions in communities, please visit Indigenous Services Canada's website at Apply for nursing jobs in First Nations communities. 

Quotes

"All of us rely on the care of nurses and frontline health care workers. Over these past two years, they have worked so hard to get us through the COVID-19 pandemic. Across the country, health care workers are tired, and the health sector is struggling. The impact of the health care worker shortage can often be greater in remote and isolated First Nations, impacting not only health care delivery, but overall community health and well-being. We need to recruit and retain these amazing workers who serve so many Indigenous communities. The Government of Canada is providing a significant increase to compensation for Indigenous Services Canada nurses in remote and isolated communities through to 2025. This is an important step forward as we work to make sure we have a robust health care workforce for rural and remote nursing in Indigenous communities." 

The Honourable Patty Hajdu
Minister of Indigenous Services

"Nurses work relentlessly to keep remote communities healthy under the most challenging of circumstances. We applaud this step forward to recognize and fairly compensate them for their dedication, and continue to advocate for improved working conditions and pay for all frontline workers."

Jennifer Carr
President of the Professional Institute of the Public Service of Canada (PIPSC)

"We are pleased to have worked collaboratively with the Professional Institute of the Public Service of Canada to help address challenges with the recruitment and retention of Indigenous Services Canada nurses. This will improve critical services in remote and isolated First Nations communities as well as encourage recruitment of nurses who wish to make a positive impact in First Nations health care."

The Honourable Mona Fortier
President of the Treasury Board

"As the Deputy Chief Nursing Officer for Indigenous Services Canada and a registered nurse for 32 years, I know that nursing holds a unique place in our country's health care systems. After years of witnessing the impact nurses have had on the safety and well-being of First Nations communities, I am more than pleased to announce these increases to our recruitment and retention allowances. These increases provide an additional tool to encourage nurses to join our incredible team in one of the most challenging and rewarding nursing roles in Canada."

Leila Gillis
Deputy Chief Nursing Office, Indigenous Services Canada 

Quick facts

• This increase will take effect starting September 1, 2022, and continue through to March 31, 2025, or when a new collective agreement is reached. 

• Communities impacted by the agreement are located in Ontario, Manitoba, Alberta, and Quebec.

• On a daily basis, approximately 223 nurses are required to meet established operational levels. The majority of ISC nurses in remote and isolated locations work on a part-time rotational basis.

• As of June 30, ISC directly employed 839 nurses working in frontline community positions in our two hospitals and in management and practice support roles across the country.

• ISC has a Nursing Health Human Resources Framework aimed to comprehensively bolster recruitment and retention through implementing plans established under five specific commitments:

  1. Talent Acquisition and Management
  2. Modernize the Practice Environment
  3. Ensure the Well-being of the Workforce
  4. Become a Labour Workforce Influencer
  5. Maintain a Nimble and Agile Surge Response

Associated links

• Apply for nursing jobs in First Nations communities

Contacts

For more information, media may contact:

Alison Murphy
Press Secretary
Office of the Honourable Patty Hajdu
Minister of Indigenous Services
Alison.Murphy@sac-isc.gc.ca

Media Relations
Indigenous Services Canada
819-953-1160
media@sac-isc.gc.ca 

Treasury Board of Canada Secretariat
Telephone: 613-369-9400
Toll-free: 1-855-TBS-9-SCT (1-855-827-9728)
Teletypewriter (TTY): 613-369-9371
media@tbs-sct.gc.ca

Elizabeth Berman
Media Relations
Professional Institute of the Public Service of Canada (PIPSC)
613-400-1633
eberman@pipsc.ca

Stay connected

Join the conversation about Indigenous Peoples in Canada:

Twitter: @GCIndigenous
Facebook: @GCIndigenous
Instagram: @gcindigenous
Facebook: @GCIndigenousHealth

As a seventh wave of COVID with highly transmissible variants is confirmed by public health officials, the Professional Institute of the Public Service of Canada (PIPSC) is calling on the Treasury Board to prioritize the health and safety of its workers.

Despite the increase in COVID cases and other indicators, many federal departments and agencies are continuing with return to workplace plans, with the bulk of them coming into effect immediately after Labour Day.

“Despite the seventh wave, return to workplace policies are still being rolled out,” said Jennifer Carr, PIPSC President. “We know our members are concerned about how their health and safety will be prioritized during this transition, and it’s the employer’s responsibility to ensure that it is.”

In June, PIPSC hosted three telephone town halls with members to discuss top issues, including a return to the workplace. During these town halls, many members expressed concerns about safety and a strong desire to continue working from home.

“Sixty percent of PIPSC members want to continue working remotely, and another 25% want to ensure their hybrid work arrangement is flexible. Our members have proven throughout the past two-and-a-half years that they can and will continue to be productive and engaged while working safely from home,” said Carr. “Given the state of the pandemic, we are urging the Treasury Board to prioritize their health and safety, and reconsider ongoing return to workplace plans.”

PIPSC is continuing to advocate for safe, flexible return to workplace policies for all members. Members that are required to return to the workplace and have concerns should visit our website for more information on the options available to them.

The Treasury Board is seeking special permission to divide the Core Public Administration (CPA) into several pay equity plans, which may undermine the ability to achieve pay equity.

Despite written submissions opposing the move from unions representing the majority of workers in the CPA, the Treasury Board is seeking the permission of the Pay Equity Commissioner to divide workers among multiple pay equity plans.

In preliminary discussions with the Treasury Board, we explained our strong desire to move forward with a single plan. While multiple plans are allowed under the Pay Equity Act, guidance is clear that this is not the preferred or default approach. Indeed, multiple plans divide workers, making it very hard or impossible to achieve pay equity within the CPA.  

Unions, including PIPSC, have expressed serious concerns that such an approach will fail to identify and address gender-based systemic discrimination in compensation. Unlike a single, CPA-wide plan that will require the Pay Equity Committee to compare all job classes (group plus level), multiple plans means that job classes will only be compared to other job classes within the plan.

For example, the Treasury Board may wish to create a plan for white-collar workers, another for blue-collar, and another for everyone else. This approach may be administratively easier and allow for a more targeted job evaluation tool (the system to determine the value of a job). Unfortunately, because job classes are only compared to job classes within each plan, it also means pay equity is only achieved within the given plan.

Leaving out critical comparators makes achieving real pay equity nearly impossible, and may be seen as a cost-savings measure for the employer.

PIPSC and many of our colleagues from other unions representing workers within the CPA are collaborating on a joint submission to the Pay Equity Commissioner to express our concerns with this approach and our support for a single plan.  We look forward to sharing further information as it becomes available.

The federal Pay Equity Act went into effect in the autumn of 2021. It requires the creation of a Pay Equity Committee to design and implement a Pay Equity Plan to compare jobs at a given employer. Given the complexity of creating such a plan for the CPA, the Treasury Board has not yet established the committee; however preliminary work has begun.

Pay equity experts from the PIPSC classification team continue to work in collaboration with members and elected representatives to advocate for our members at these preliminary stages. We will sit on the committee once formed.

On August 3, the Partners Committee of the Public Service Health Care Plan (PSHCP) issued a joint recommendation to accept a proposed overhaul to the plan’s benefits and coverage. This marks the completion of nearly 4 years of consultations with the Treasury Board on updates to the plan. 

Plan changes will be implemented July 1, 2023.

This updated plan sees money directed away from inflated drug costs and excessive pharmacy fees, and directed towards the things that make a difference to you and your health. 

New limits on dispensing fees, filling frequency, and certain high-cost drugs have allowed the plan to greatly expand the coverage you requested. By being smart in where and how you choose to fill your medication, you can save significantly on your co-pay and avoid exceeding plan limits.

Additional information will be made available by PIPSC and the Administrative Authority of the PSHCP as it becomes available.

Watch the webinar

Plan change highlights

For informational purposes only. Please refer to final updates as listed on the plan website when they become available before making a purchase. Plan changes effective July 1, 2023.

Promotes health and wellness through evidence-based medical care and plan design

• Mental healthcare services when provided by an accredited psychologist, social worker, psychotherapist, or counsellor at to $5000 per year (from $2000). No prescription required. Covered professionals vary by province.
• Glasses/contact lens benefit at $400 every 2 years (from $275)
• Laser eye surgery at $2000 per lifetime (from $1000)
• Increase of the massage, podiatrist/chiropodist benefit to $500 (from $300)
• Smoking cessation coverage at $2000 (from $1000) per lifetime
• New coverage for dieticians, occupational therapists, and lactation consultants at $300 per year

Provides comprehensive coverage to care for members in difficult life situations

• A prior authorization program for a limited number of high-cost drugs to ensure treatment plan is appropriate and cost-effective (new). Grandfathering provisions for members currently on affected high-cost drugs.
• Gender affirmation coverage at $75,000 per lifetime (new) and automatic coverage for electrolysis
• Electrolysis at $1200 per year (previously capped per session)
• Wigs at $1500 (from $1000) and coverage for new conditions
• Injectable joint lubricant coverage at $600 (new)
• Naturopath and osteopath coverage at $500 (from $300)
• Footcare performed by a community nurse covered under the podiatrist benefit (new)
• Nursing coverage at $20,000 (from $15,000)
• Speech language at $750 (from $500) and audiologist coverage under this benefit (new)
• CPAP supplies at $500 (from $300)
• Orthopaedic shoes at $250 (from $150)
• Wheelchair coverage within 5 years of last claim when medical condition changes so that a new type of chair is required (new exception)  
• New coverage for medically necessary monitors including oxygen saturation meter, pulse oximeter, saturometer, and blood pressure monitor, once every 60 months each
• Coverage and contribution rates extended for parental and caregiving leave (previously limited)

Retiree changes

• Premium waiver for low-income retirees extended to those who retired after 2015 (previously excluded)
• Retirees with 6 years of service are eligible for retiree benefits regardless of if this service is pensionable or not (can accumulate PSHCP eligible service after retirement/age 71)
• Post-retirement re-employment will no longer negatively impact subsequent retiree coverages

Diabetic coverage

• Insulin jet injectors at $1000 every 3 years (from $760)
• Coverage for diabetic monitors without use of insulin pump up to $700 per 5 years
• New coverage for continuous glucose monitor supplies (type I diabetics) at $3000
• New coverage for other diabetic testing supplies (type II diabetics) such as flash glucose supplies and testing strips up to $3000

Innovates with digital tools, industry partnerships, new technologies, and preventative care

• Allow nurse practitioners to provide prescriptions for nursing coverage or medical supplies, provided it is in their scope of practice (previously excluded)
• Removal of the physiotherapy corridor and introduction of a $1500 maximum (new cap)
• New coverage for needles when prescribed at $200
• Spousal definition amendment to remove the requirement that the relationship is publicly known
• Acupuncture coverage at $500 when performed by an accredited acupuncturist (doctor requirement removed)
• $200 annual hearing aid repair allowance (new), battery allowance ($200) and $1500 max every 5 years (from $1000)
• Permanence of coverage for certain medical procedures not covered in all provinces and territories (previously excluded)

Adopts a long term vision of sustainable, efficient, and affordable health care that delivers top value to current members, retired members, and the Canadian public

• Mandatory Generic Substitution/biosimilar substitution with a rigorous exception process (new criteria for exceptions)
• Dispensing fee cap at $8 per medication except for certain special medications (new)
• Maintenance drug frequency filling maximum at 5 times per year when appropriate and when co-pay is less than $100 for a 3-month period (new)
• Compound drugs only covered when one active ingredient would otherwise be covered under the drug benefit (new)
• Catastrophic drug-coverage maximum raised to $3500 (from $3000)
• Members can avoid increased out-of-pocket drug costs or even lower them by filling medications for 3-month periods (when allowed) and choosing a low-cost pharmacy such as a mail order or membership club pharmacy. These options are available to all plan members without a membership or extra fees.

The PSHCP is an employer-sponsored health care plan for current and retired federal public service employees and their families working or retired from the Core Public Administration and most agency employers. It covers many healthcare expenses not insured by your provincial healthcare plan.

While benefits are non-negotiable under federal public service labour legislation, the Treasury Board has adopted a consultative forum to review the plan on a cyclical basis. Plan updates are based on member feedback, including by way of a 2017 member survey, and benchmarking with comparable private and public sector plans.

In the fall of 2021, the recovery process for Phoenix overpayments was launched for employees who the Public Service Pay Centre believed were overpaid by the Phoenix pay system in 2016 and onwards.

Employees were sent overpayment letters and were given 4 weeks to respond by accepting or challenging the amount or the validity of the overpayment. Failure to respond would result in the recovery of the stated overpayment.

While some members have received an overpayment letter accurately representing an overpayment amount, many have faced numerous issues with the process. PIPSC has filed policy grievances due to the employer’s approach to recovering overpayments. The policy grievances challenge the coercive manner in which the recovery of overpayments is being done. Examples of this include the employer’s failure to provide employees with accurate information or repayment options for the alleged incurred overpayments.

Some members may have received an overpayment letter for recovery of payments more than 6 years ago. Overpayments made more than 6 years ago are past the statutory limitation period for recovery. If this applies to you, please contact our Phoenix Help Team by filling out our Phoenix Pay Help Form. Our team will provide you with next steps including instructions on how to file a grievance.

If you have mistakenly received an overpayment letter or received an inaccurate overpayment letter, please review our FAQs. You can find instructions on how to respond to an overpayment letter and guidance on next steps. 

In the case that a compensation advisor fails to provide you with any details helping you understand your overpayment or reasonable repayment options, we will assist you with the next steps, including filing a grievance. PIPSC remains available to support all members in resolving their Phoenix pay issues.