Everybody knows that huge corporations and the ultra-rich don’t pay their fair share.

PIPSC members have been calling for change for years, and Canadians agree. According to a 2021 survey, 70% of Canadians think that large corporations and the ultra-wealthy don’t pay enough taxes. 92% support changes to make it harder for corporations to use tax loopholes.

We assembled an expert, non-partisan panel to brief Parliamentarians on this key issue on March 4, 2022, including:

• Jennifer Carr, PIPSC President
• John Anderson, PIPSC Senior Research Officer
• Denise Byrnes, Director General of Oxfam Québec
• David Coletto, CEO of Abacus Data

Watch the video below to learn more about tax fairness issues and the solutions we’re advocating for. If you want to learn more about the issue, contact the Office of the President.

Did you miss PIPSC’s Black History Month webinar?

Historically, Black Canadians faced systemic barriers to integrating into many professional disciplines and sports. Our event screened the short film, “Ice Breakers,”  that told the story of Josh Crooks, a leader who was the sole Black hockey player on his team in Atlantic Canada.

Our panelists, Eric Pierre-Louis (police sergeant and former NCAA football player) and Marie Clarke Walker (consultant and former secretary-treasurer of the Canadian Labour Congress) discussed the many accomplishments Black Canadians can be proud. They provided their unique perspectives on how Black Candians have broken barriers to representation throughout society. As a union, we can learn from these experiences.

Tune in now to watch the video. If you want to learn more or get involved with the PIPSC Black caucus, contact the caucus now.

On February 28, 2022, Treasury Board President Mona Fortier announced updates to occupational health guidance for the federal public service, paving the way for our members’ gradual return to the workplace (RTW). No formal timelines have been introduced to date.

The Minister had previously indicated that the future of the public service will be based on a hybrid model (part telework and part office).

Our ongoing discussions with the Employer are an excellent opportunity to promote innovative and flexible work solutions for our members.

Many have expressed a preference for working from home at least part of the time, because it provides them with a better work-life balance with no loss of productivity or effectiveness.

With new technologies, public servants no longer need to be “tied to their desks.” Our members have amply demonstrated their ability to continue providing the services and programs that Canadians depend on despite the professional and personal impacts of COVID.

Hybrid and telework arrangements that accommodate member preferences and respect the right to disconnect are the way of the future for the public service. We continue to push for  creative and ground-breaking workplace solutions for our members that will help define the “new normal” going forward.

If you’re affected by the ongoing convoy protest in downtown Ottawa, your safety is the utmost priority.

If your worksite is in the protest zone, try and arrange safe work arrangements with your manager. If you are required to enter the downtown Ottawa protest zone, but you are still unable to safely access your office, your manager can consider using “Other Leave with Pay” (Code 699), for paid leave during this exceptional time.

If needed, you can retroactively use Code 699.

These instructions were sent to managers following discussions between PIPSC and the Treasury Board. If you’re unsure if you need to use Code 699 due your worksite being inaccessible, contact a steward in your workplace.

CHALK RIVER, February 21, 2022 – Members of the Chalk River Professional Employees Group (CRPEG), represented by the Professional Institute of the Public Service of Canada (PIPSC) are considering their options as conciliation with Canadian Nuclear Laboratories (CNL) failed to resolve a year-long impasse over fair pay, job outsourcing, and working conditions.

The bargaining team entered into conciliation with the intent of reaching a negotiated agreement that recognizes the professional work of CRPEG’s nuclear scientists and engineers. The bargaining team is disappointed with the company’s last offer.

CRPEG President Jonathan Fitzpatrick said that “We kept Canadian Nuclear Laboratories (CNL) strong during the pandemic, and according to the company, exceeded their expectations. In return, when the increase in the cost of living is well over 5%, what the company is offering is effectively a rollback in wages.”

“Now more than ever, we stand united and we will continue to fight to get fair pay, improve working conditions, and prevent outsourcing of our professional work. The employer must do better,” Mr. Fitzpatrick continued.

CRPEG workers will be in a legal strike position at 12:01 AM on March 14, 2022. While the Group remains focused on reaching a fair deal without a work stoppage, the option of job action remains on the table.

Mr. Fitzpatrick stated, “We have been without a collective agreement since January 2021 and our nuclear scientists and engineers are running out of patience. They have given us the strongest mandate for job action – including a strike –  in the history of the Chalk River Professional Employees Group. Our members deserve fair pay and we are prepared to walk off the job site if that’s what it takes.”

Jennifer Carr, the President of the Professional Institute of the Public Service of Canada (PIPSC) stated that the union's 60 000 professionals across Canada’s public sector, fully support the 700 engineers and scientists at Canadian Nuclear Laboratories’ Chalk River campus.

CRPEG members ensure the safe operation of nuclear reactors, and support safe radioactive waste management as well as environmental remediation projects across Canada. CRPEG members contribute to the health of Canadians through research on nuclear medicine.

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For more information: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca

In 2020 the Women in Science (WiS) team conducted a survey to learn about real-world experiences of parental and family leave in the federal public sector. The team surveyed members from the Applied Science and Patent Examination (SP) Group, the Audit, Commerce and Purchasing (AV) Group, the Architecture, Engineering and Land Survey (NR) Group, the Health Services (SH) Group, and the Research (RE) Group.

What they found is a broken system – one that runs on ad hoc managerial decisions, forces employees into making impossible decisions, and disproportionately penalizes women and gender diverse people. 

The findings underscore the need, and the work ahead, to build a culture that values care: a culture that fosters inclusive and friendly workplaces for all people with care work responsibilities. They also reinforce the strength of our position and continued advocacy for better, clearer, and more accessible sick leave, parental leave, and Code 699 leave guidelines.

We know that many of the issues that the survey surfaced aren’t exclusive to the public service, or the groups that participated. We encourage everyone – all of our members, as well as employers, other unions, and decision-makers at every level – to read the full report. 

Here’s a snapshot of the results:

"I have chosen not to have children as I don’t feel that I would be able to meet my position requirements if I had a child."

• 48% of the respondents expressed concern over the impact of family care responsibilities on their career
• 34% have considered delaying having a child because they believe it will negatively impact their career

“I acted in a manager role for 4 years. I declined to take the position permanently because of the lack of flexibility to balance family responsibilities with work during COVID-19.”

• 41% said they believe that maternity and parental leave can negatively affect career trajectory
• 22% of the researchers we surveyed said that their funding was impacted by their maternity or parental leave

“I feel like there is no one to call to ask for help. I am not sure where to start, besides talking to my manager. I have received very little information from my employer.”

• Only 2% of the respondents who needed support said they had childcare provisions at work
• Only 45% believe that the parental leave entitlements in their group’s collective agreement provide adequate support for families and new parents

Next steps

Care leave is a top priority for PIPSC members, which is why we’re building a multi-pronged campaign to address the issues highlighted in the survey, and to advance the recommendations made in the final report. We’re starting with education and awareness. Webinars will continue to be offered to members on leave options, how to access them, and what to do if denied. 

We’re also building evidence for collective bargaining. Beginning with the work from the WiS team, PIPSC will expand its research to the whole membership, and then work with negotiators and bargaining teams to build the evidence-based proposals we need to effectively support and advocate for these issues at the bargaining table. 

READ THE FULL REPORT

As the convoy holding downtown Ottawa hostage enters in the second week, it’s time for all levels of government to step in and protect the public’s safety.  

PIPSC firmly believes in Canadians’ Charter-protected right to peaceful protest, but as has been proven over the past week, this convoy has had a detrimental impact on local residents, businesses and downtown workers. 

Convoy demonstrators have been flouting public health guidelines, threatening workers, and members of the community – specifically racialized folks, 2SLGBTQ+ people, and women. PIPSC deplores the images of swastikas, confederate flags, and other symbols of hate brandished throughout the convoy’s presence in the capital.

Many small businesses in the downtown core, already struggling as a result of the pandemic, have been forced to close due to concerns for employee safety. Reports of hate crimes have skyrocketed. Some residents are trapped in their homes out of fear of leaving. We are hearing from our members that sleeping, let alone working from home, is a struggle with the constant blaring of horns. Residential areas are being overrun by noise, the smell of fuel smells and an influx of convoy participants.  

We understand that people are tired and frustrated. It is now time to focus on delivering strong public services and provide workers with access to care leave, fair wages and a safe workplace. 

For now, the horns must stop – it’s time for the convoy to leave.

There’s so much to learn about and explore in Canadian Black History.

Once again, PIPSC is joining the Canadian labour movement in celebrating Black History Month. Black history deserves fair representation in media, arts and literature. We salute initiatives that bring Black history to light and work to correct historical imbalances.

Join our screening of “Ice Breakers”

As the sole Black hockey player on his team in the Maritimes, Josh Crooks is a trailblazer. If it weren’t for the support he received after racist incidents, he could have quit his favourite sport altogether.

He didn’t find his place on the team by a stroke of luck.

For a long time, Blacks were forbidden from playing hockey with white athletes. The Maritime Coloured Hockey League was formed in 1895 to bring change and to make the sport more accessible.

Today, Josh’s story is an important reminder of how we need to support Black trailblazers in the workplace, on sports teams, or in civil society.

We’ve invited guest speakers to address these topics and more in our free webinar for PIPSC members called “Increasing representation for Black Canadians: from sports teams to the workplace.”

Event: Increasing representation for Black Canadians: from sports teams to the workplace

Date: Tuesday, February 15, 2022

Time: 12:00 PM to 1:30 PM ET

Format: Webinar with short film screening, followed by panel discussion

Guest speakers: 

Eric Pierre-Louis, former NCAA football player

Marie Clarke Walker, former secretary-treasurer of the Canadian Labour Congress

Micaëlla Riché, athletic talent acquisition specialist and former professional basketball player

RSVP now

What’s at stake this year?

We know that Black workers need unions to take action and address systemic racism. You can count on your union to always work hard on this priority.

Our support is still strong for the federal Black class-action lawsuit.

We’re also supportive of the Federal Black Employee Caucus. Worker representation is important and we’re thrilled that Black workers have a platform to identify priorities and address issues faced in the federal public service.

PIPSC Black Caucus

We’ve launched a Black Caucus that is a strong voice for representation within our union. Working under the auspices of the Human Rights and Diversity Committee, the caucus is leading the way to build a labour movement that supports Black families and fights anti-Black racism. The PIPSC Black Caucus is seeking volunteers. Email the caucus to learn more about the opportunities.

Breaking barriers

Representation matters. 

When Black youth see Black scientists, actors and athletes thriving, they know they belong in those disciplines.

Black Canadians had to break barriers to enter careers where they’ve been historically underrepresented. Unions work tirelessly to increase representation through different means to ensure different viewpoints are considered in bargaining, decision-making and workplace representation.

Just like in academia and workplaces, systemic barriers are present in the world of sport. In the Maritimes, those barriers pushed Maritimers to create the Black Hockey league. This year, we’re taking a closer look at the impacts of systemic barriers to participation in sport and academia, and the parallels those barriers have with the world of work.

More Black History Month resources

• Watch the National Film Board’s video series
• Check out the Canadian Labour Congress’ campaign
• Sign the House of Commons petition against racial profiling
• BIPOC health and healing resources from McMaster University
• Anti-Racism Learning Series from the Canada School of Public Service
• Learn about the Anti-Racist Ambassadors Network

Retiring means it’s time to start living the life you’ve been saving up for – but not all of us know how to plan for it or what to expect.

That’s why we launched a brand new webinar on everything you need to know about getting ready for retirement. We discuss when and how you should start planning, how to work with the public service pension centre, and what to expect in the first few months.

Have you ever asked yourself: When do I tell my manager that I’m retiring? When should my first pension cheque arrive? Do I still get benefits? What happens to my unused sick days?

If the answer is yes, then this webinar is for you! Whether you’re retiring in 5 days, 5 months, or 5 years, anyone who’s interested in learning more about the process is welcome to watch.

We encourage you to watch the video, even if you already attended a pensions webinar in the past. This webinar covers new and more detailed material alongside the experts on the PIPSC Compensation Team.

If you have any questions please email, bettertogether@pipsc.ca.

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