The government is planning legislation to ensure greater diversity and inclusion in the federal public service, including at the highest administrative levels.

Racism, discrimination and lack of action are nothing new to many federal public service employees. A long-standing history of alienation among BIPOC (Black, Indigenous, People of Colour) public servants needs to be recognized and addressed.

The Public Service Commission of Canada (PSC) has just published its audit report on employment equity representation in recruitment. The report reviewed the representation of employment equity groups at 5 key stages of the recruitment process: job application, automated screening, organizational screening, assessment and appointment. 

Its key findings are:

• The representation rate of Indigenous candidates decreased at the assessment stage

• The representation rate of persons with disabilities decreased at the assessment and appointment stages

• The representation rate of visible minority groups declined at the organizational screening and assessment stages

• Of the visible minority sub-groups examined in the audit, Black candidates experienced a greater drop in representation than members of other visible minority groups, both at the organizational screening stage and at the assessment stage

The audit provides 3 recommendations: 

• Deputy Heads should review their staffing framework and practices to ensure barrier-free appointment processes for all employment equity groups, including visible minority sub-groups

• The PSC should work with other central agencies and employment equity groups to identify specific factors that impact the success of employment equity groups and visible minority sub-groups within the hiring process, and to implement solutions

• The PSC should increase its efforts in developing and promoting systems, tools and guidance that support inclusive external recruitment processes, with a focus on the development of barrier-free assessment approaches

We have written to Clerk of the Privy Council Ian Shugart – the Head of Canada’s public service – on how to advance Diversity and Inclusion in the federal public service. He had recently sent an important memo to senior public service leaders directing them to take action on this issue.

While we welcome this long-overdue initiative, this is not the first time senior public service leaders have introduced similar projects. These have had little or no impact on public service demographics, which still do not reflect those of Canada.

Past initiatives such as the Task Force on Diversity and Inclusion, spearheaded by the Treasury Board, have included significant contributions from PIPSC and other union representatives. Unfortunately, these have made only limited progress since they were first introduced.

Going forward, we would like to ensure the timely introduction and implementation of Diversity and Inclusion recommendations, including the allocation of sufficient resources.

It is critical to institutionalize such work and ensure its continuation after the individuals involved have moved on. We welcome the opportunity to work with the Treasury Board and individual government departments to develop a framework that will once and for all address the structural problems that contribute to D & I problems in the recruitment and overall staffing of Canada’s public service.

Bill C-224 aims to create a single tax return administered by Revenu Québec. We oppose and are actively working to stop this bill.

Many Audit, Financial and Scientific (AFS) Group members are understandably concerned about the impact it could have on their careers and positions.

Quebec residents are the only taxpayers in Canada that must file two separate tax returns, one federal and one provincial. Other provinces have agreements that allow the Canada Revenue Agency (CRA) to administer both federal and provincial taxes.

Sponsored by Bloc Québecois Member of Parliament Gabriel Ste-Marie, Bill C-224 was introduced last year but was not examined by Parliament because of other governmental priorities linked to the COVID-19 pandemic. It has just resurfaced and is expected to be reviewed in committee some time in 2021.

While there is no indication at this point that it will be adopted, we are not taking any chances. We are about to begin the lobbying campaign we would have conducted last year had there been no pandemic.

As a first step, President Daviau recently sent a letter to several influential MPs outlining our principal concerns with the bill:

• There is no clear evidence that decentralization of Canadian tax administration to a province would result in greater savings, efficiency, compliance or accountability.
• A shift from the CRA to Revenu Québec would require a significant expansion of the latter’s capacity, as well as an expansion of its administration budget. The CRA is already in a position to centralize Québec’s tax administration.
• International agreements aimed at fighting tax evasion are signed between central governments, and Quebec would not be in a position to perform the federal government’s work in this area.
• The proposed transfer would have a significant impact on 2 Quebec regions, Shawinigan and Jonquière, at a time of ongoing economic and social upheavals linked to the COVID-19 pandemic.

We are urging these influential MPs to oppose Bill C-224 and have asked for virtual meetings with them as soon as possible. We will do our utmost to defeat this potential legislation and protect our CRA members’ jobs.

On January 26, 2021, Shared Services Canada (SSC)’s Shereen Miller (ADM Next Generation HR and Pay - NextGen) and Office of the Chief Human Resources Officer (OCHRO)’s Stephanie Poliquin (ADM, People Mgt Systems and Processes) updated the PIPSC Board of Directors and Advisory Council on the project’s progress.

The detailed presentation and Q & A session demonstrated how far NextGen has come over the past year thanks to the hard work and dedication of union and employer representatives. PIPSC is a key player on NextGen’s Joint Union Management Committee and has been actively involved in the project since the government first announced it in mid-2018.

SSC’s intention for the next 3 years is to work on a rigorous, open and transparent process designed to find a way forward on a new solution. Lessons learned over this period will form the basis of eventual decisions on the replacement of the legacy HR and Phoenix pay systems currently in place throughout the core public service.

If the inaugural pilot, currently underway at Canadian Heritage, is successful, it will lead to recommendations for the system’s eventual adoption and implementation. If not, problems will have occurred within a controlled environment and will provide a better understanding of how to move forward. The pilot and subsequent tests are being run in parallel with existing systems and will not impact our members’ pay.

A later stage will seek to prove that the proposed architecture, solution, processes and approach resolve the challenges encountered on the way, as well as demonstrate their scalability and flexibility. This will involve employees represented by approximately 40% of the federal government’s collective agreements. The final stage will see the proposed solution scaled and deployed to additional departments.

We are committed to turning the page on Phoenix and to continue working in close collaboration with ADMs Miller and Poliquin and their respective teams towards the successful implementation of NextGen.

Mahammadu has studied and worked in veterinary medicine all over the world, from Ghana to Australia. Today, he is a PIPSC member and veterinarian working in Berwick, Nova Scotia.

After a successful career working as a laboratory technician, university teacher and veterinarian abroad, Mahammadu now works for the federal public service. As part of his job, Mahammadu ensures the humane treatment of animals and the safe exportation of meat products all over Canada and the world.

For him, it’s important that this work is done by the public sector so that producers follow the highest health and animal rights standards.

Mahammadu embodies these ideas in the work he does everyday, and started fighting for the rights of workers early in his career. When he started working in Ontario, immigrant veterinarians were hired at lower wages than workers educated in Canada.

“Here in Canada, what happened when I was hired is I was put at the lowest salary. Canadian trained graduates were put right at the top of the scale,” he says.

Mahammadu and his colleagues aren’t the first ones to experience this pay disparity in the workplace. He got in touch with his PIPSC representative and together we fought to ensure all veterinarians received the same fair wage. As a union, we work together to protect our fair pay scales and to ensure safe working conditions.

“I didn’t know much about unions; those days we didn’t have stewards but Employee Relations Officers,” he says. “Today as a steward, I get confidence in myself that I can stand up for my colleagues. I have seen the safeguarding of promotional standards and members know that there are always people around like me to stand up and help them.”

For Mahammadu, his work as a veterinarian and his work in the union are both important. Being in a union is important to him because collective advocacy promotes equality within Canada, starting at the community level.

“The union has been actively involved in advocating for our leave, pay structure, the Phoenix issue, and our work standards,” he said. “They guide us, get answers to our problems, and are strong advocates for our rights and equality.”

Mahammadu has been a trusted leader and change-maker in his workplace ever since he started advocating with the union for fair wages. From small-town Nova Scotia to the broader regions of Canada, our community veterinarians like Mahammadu make a big impact on our world.

“We as members form the union, and the union ensures that the values we stand for are maintained and preserved,” he says. “The union is there to support, advise, and stand up for our rights.”

Mahammadu has been an essential part of his group’s bargaining team, he works as a steward to help his colleagues resolve conflicts and issues at work, and he also contributes as an active member of the PIPSC Human Rights and Diversity Committee.

“A better Canada needs mechanisms in place that will promote equality and eliminate the barriers to equality; set standards for poverty reduction, provide proper education, good healthcare and the safeguarding of our pensions,” he says.

With members like Mahammadu at the forefront of advocacy, together as a union we are building more inclusive workplaces, and a more inclusive Canada.

Black History Month is a time to celebrate the historical achievements of Black Canadians while acknowledging the many inequalities they face.

As labour leaders, we must take action to combat anti-Black racism. We must foster environments where Black Canadian workers can thrive in their workplaces and in everyday life.

This Black History Month, join PIPSC for a look into the realities faced by Black Canadians.

Watch the Black Canadians in leadership roles: challenges, opportunities and successes webinar that aired February 18.

We, the public service unions and the National Association of Federal Retirees of the Public Service Health Care Plan (PSHCP), demand that the Treasury Board come to the table ready to discuss changes to the plan.  

The PSHCP covers most workers and retirees of the federal public service and has not been meaningfully reviewed since 2006. In 2018, a memorandum of understanding (MoU) was signed committing the Treasury Board to complete a review of the plan by March 31, 2019. The Treasury Board has not begun discussions with us.

Public service unions and the National Association of Federal Retirees believe that changes are needed to reflect recent medical advances, the increase in cost of living, and emerging technology. Together, we surveyed our members in 2018 and we are prepared to advocate for the changes you need in your health care plan. We have done the work to understand what our members need and how the PSHCP can respond to them. Continued delays are a serious neglect of the Treasury Board’s duties under the Financial Administration Act and its commitment to collaborate with public service unions and the National Association of Federal Retirees.

Along with our colleagues from other National Joint Council unions, we have cosigned a letter to the Treasury Board. We are prepared to commence legal proceedings to bring the Treasury Board to the table.  The National Association of Federal Retirees has submitted a separate letter of support.

Read the cosigned letter

Learn more about your group’s current extended health care plan: https://pipsc.ca/labour-relations/health-plan

The federal Pay Equity Act was passed nearly two years ago, yet it has not been implemented.

This act is meant to proactively guarantee that workers in woman-dominated jobs receive equal pay for equal work, when compared to man-dominated jobs. The creation of this legislation in 2018 was a historic moment in the fight against systemic gender-based discrimination and pay disparity between men and women.

While the implementation acts were being passed, we developed recommendations to improve the Pay Equity Act and ensure the timely implementation of this important legislation. We want to see improved transparency, clarity of application requirements, and improved salary adjustment calculations, among other recommendations.

On January 13, 2021, PIPSC President Debi Daviau submitted our position to the Consultation on Pay Equity Regulations.

Read our submission

Our recommendations are based on our knowledge of the specific challenges that provincial pay equity regimes face, as well as our strong desire to ensure the successful implementation of pay equity at the federal level. Those recommendations were shared and improved through discussion with the other unions under the leadership of Canadian Labour Congress.

In solidarity, we have also raised our concern about the ability of non-unionized women workers in small organizations to access pay equity protections. Many of these workers are in precarious and part-time jobs and are known to face discrimination in terms of pay equity and benefits. The current regulations on pay equity do not include any specific provision to protect these workers or guarantee them equal pay for work of equal value.

Make a claim for out-of-pocket expenses

If you were underpaid by Phoenix and were unable to pay bills on time, and subsequently incurred costs such as interest charges or administrative fees, these are out-of-pocket expenses that may be eligible for a reimbursement.

The full list of out-of-pocket expenses eligible for reimbursement is available on the employer’s website.

Keep all relevant financial documents and receipts that may show:

• interest charges related to late or missed payments from credit cards, lines of credit, loans, car loans, etc.
• non-sufficient funds (NSF) charges and other financial penalty charges from utilities, late mortgage or rent payments, or other financial commitments
• interest charges from credit you needed to take out due to a pay issue
• administrative fees for early withdrawal of investments

How to make a claim for out-of-pocket expenses

1. Download the employer’s fillable PDF form.

Download out-of-pocket claim form 

2. After filling out the PDF, submit your claim to your departmental claims officer.

Find your claims officer 

3. Your claims officer will be able to update you on the status of your claim. 

Unfortunately, PIPSC is unable to see the status of your claim. If your claim is rejected, fill out our Phoenix help form and include a copy of your claim as well as a copy of the denial letter, along with any other relevant supporting documentation.

Make a claim for financial costs and lost investment income

The claims process for severe financial cost or loss caused by Phoenix is now available.

We encourage you to look carefully at your situation to see if you are eligible to make a claim.

You should make a claim for this type of compensation as a result of Phoenix if you have experienced any of the following:

• your pay, severance or pension was delayed
• you cashed in stocks, bonds, mutual funds, interest-bearing accounts or GICs
• you withdrew money early from your RRSP

We signed a compensation agreement with the Treasury Board in June 2019. All current members paid by Phoenix have received general compensation of additional leave days and a process for former members to claim equivalent compensation has been launched.

Now the claims process is available to provide compensation for your specific financial losses. We have worked hard to ensure you are repaid every cent you are owed. 

This claims process for financial compensation as a result of Phoenix is administered directly by the Treasury Board. If you are submitting a claim for compensation, it is not necessary to file a grievance as well. If you have already filed a grievance, it is important that you also submit a claim to receive your compensation.

For further information about Phoenix compensation generally, please read our FAQs.

If you have questions or need support filing your claim, please contact:

Treasury Board of Canada Secretariat
1-877-636-0656
questions@tbs-sct.gc.ca

How to make a claim for financial costs and lost investment income 

1. Review the details of the claim process.
2. Gather all of your financial documents.
3. Ensure that your expenses meet the necessary $1500 threshold. The compensation you claim must total $1500 or more.
4. Complete the online form. 

Make a claim for financial costs and lost investment income

This claims process for financial compensation as a result of Phoenix is administered directly by the Treasury Board. If you are submitting a claim for compensation, it is not necessary to file a grievance as well. If you have already filed a grievance, it is important that you also submit a claim to receive your compensation.

For further information about Phoenix compensation generally, please read our FAQs.

If you have questions or need support filing your claim, please contact:

Treasury Board of Canada Secretariat

1-877-636-0656

questions@tbs-sct.gc.ca

Make a claim for severe hardship or leave taken

The compensation agreement that we negotiated also includes a claims process for people who experienced severe hardship or were required to take leave as a result of Phoenix. 

You may be able to submit a claim if you experienced one or more of the following situations: 

• You are a current or former employee who has a documented use of paid or unpaid leave (including sick leave) caused by illness, stemming from issues with your pay attributed to the Phoenix Pay System (the $1,500 threshold does not apply)
   
• You are a current or former employee who began maternity or parental leave or disability insurance and experienced a pay issue attributed to the Phoenix Pay System that led to the disruption in receipt of pay or associated benefit/entitlement (the $1,500 threshold does not apply)
   
• You are a current or former employee who experienced an adverse impact due to an issue with your pay stemming from the Phoenix Pay System and are alleging a discriminatory practice as defined under the Canadian Human Rights Act (the $1,500 threshold applies)
   
• You are a current or former employee who has a claim as a consequence of:
  • your loss of occupational capacity
  • your loss of required security clearance 
  • a significant credit rating impact 
  • bankruptcy which is directly attributable, in whole or in part, to the Phoenix Pay problems you experienced (the $1,500 threshold applies)
• You are a former employee who has a claim related to having resigned from the public service as a consequence of a loss of income leading to financial hardship caused by the Phoenix Pay System (the $1,500 threshold applies)
   
• You are a current or former employee who experienced mental anguish or trauma, which interfered with your ability, to a profound degree, to lead a normal life, and which went beyond the normal distress, annoyance and anxiety suffered in the circumstances, caused in whole or in part by the Phoenix Pay System (the $1,500 threshold applies)
   
• You are a current or former employee who experienced other damages which disclose comparable personal hardship or impact caused in whole or in part by the Phoenix Pay System (the $1,500 threshold applies)

How to make a claim for severe hardship

1. Review the details of the claim process
2. Gather all of your supporting documents (as per the criteria set out for your category of claim).
3. Ensure that your expenses meet the necessary $1500 threshold if the threshold applies to your claim. (Remember that you may already have met this $1500 threshold if you have previously submitted a successful claim under the process for financial costs or investment losses.)
4. Complete the online form