PIPSC commends Canada’s new corporate transparency requirements to combat tax evasion, money laundering, and other financial crimes. 

The federal government passed landmark legislation last year requiring Canadian corporations to disclose their beneficial owner·s. A beneficial owner is the individual, or individuals, who control a significant share of a company. 

Criminals can use shell companies to launder money, evade taxes, and finance illicit activities. Without beneficial ownership information, it’s difficult to trace and prosecute these crimes. 

As of January 22, 2024, Canadian companies must start filing their beneficial owner information, which will be centralized in a publicly accessible registry. This brings Canada in line with more than 130 countries that have committed to open corporate ownership registries. 

PIPSC has long advocated for stronger beneficial ownership transparency to address tax dodging, fraud, and money laundering. 

A 2018 survey of our members who were auditors at the Canada Revenue Agency found:

• 61% believed Canada is too secretive about beneficial ownership information
• 75% said federal and provincial governments should require corporations to publicly identify beneficial ownership relationships

We’re pleased policymakers considered our recommendations and the expertise of our members. 

Accessible beneficial ownership information is long overdue in Canada, where more than $40 billion is laundered through the economy each year. 

Canada’s corporate beneficial ownership registry will be a critical tool to help federal and provincial governments deter crime and ensure everyone pays their fair share.

Black History Month is an annual celebration of the achievements and contributions of Black People in our communities and in our history. Did you know that in its early days, Black History Month also served as a political strategy? The goal was for Black People to be seen and treated as equal to other citizens. With equality achieved, Black History Month would no longer be necessary. Today, it's clear that there’s a lot more work to be done in order to achieve that goal.

As a public sector union representing a diverse set of members, we need to uplift, support, and celebrate our Black peers. We also must reflect on how racism continues to show up and influence how Black People are treated in the workplace. The fact is that racism is still rampant, and we shouldn’t pretend that it isn’t. The fight against discrimination and unfair treatment in the workplace continues. 

For Black History Month, we’re highlighting the work of the dedicated activists of the Black Class Action Secretariat (BCAS). They’re doing incredible work to address and rectify the issues of systematic discrimination against Black People in the federal public service. We’re witnessing Black history in the making.

Black Class Action Secretariat

The Black Class Action Secretariat (BCAS) is a non-profit organization committed to combating anti-Black racism and discrimination in Canada. The organization originated from the Black Class Action Lawsuit filed in 2020 against the federal public service on behalf of 45,000 Black federal public service professionals. This lawsuit came from decades of Black workers having to navigate the systemic challenges of breaking into public sector jobs and getting the promotions they deserve. 

The BCAS has become a beacon of hope – not only in reshaping the standard of equity in the federal government but also in getting justice for public servants who have suffered racism in the federal workplace. With exceptional leaders, such as Executive Director of the BCAS, Nicholas Marcus Thompson, the organization is leading the way to the changes that we need to see in the federal public service. The lawsuit is still ongoing, and we have already seen the fruits of its labour. Here are some of the significant changes brought to the federal public service as a direct result of the Black Class Action Lawsuit: 

• We saw a modernization of the language used in the Employment Equity Act. Black People are now recognized as their own equity group, separate from visible minorities. This is a huge win for Black public service professionals because it acknowledges the unique challenges that Black People face in the workplace. 
• We also saw the BCAS shed a bright, international light on the issue of systemic anti-Black racism and discrimination in the federal public service. They submitted an official complaint to the UN on the human rights violations of Black federal public service professionals in Canada. This action helped to hold the Government of Canada accountable and increased the pressure on them to settle this lawsuit. 
• In the fall of 2023, we saw the government announce a new panel to develop a Restorative Engagement Program. The goal of this panel is to foster a diverse and inclusive public service that is free of workplace discrimination and harassment. This includes acknowledging and addressing the experiences of current and former employees.

The work of the BCAS is not easy or nearly close to being done. The federal government has spent nearly 8 million dollars in legal fees to dismiss the Black Class Action Lawsuit. Investing in the denial of justice for their Black employees is disheartening. We need to see the federal government put their money where their mouth is and rectify the decades of anti-Black discrimination perpetrated in their workplaces.

Join the PIPSC Black Caucus

Unions and their memberships have a role to play in setting the standard for the progress and inclusion of all federal public service workers. One of the best ways to foster an inclusive workplace for federal public servants is to hear from and work with our members. 

Our Human Rights and Diversity Committee (HRDC) invites our Black members to join our Black Caucus. No matter your level of experience in the public service, we welcome all walks of life. All feedback and experiences are valuable to hear to help modernize your workplaces. The Black Caucus is a space for us to work collaboratively to achieve equity. 

Join the PIPSC Black Caucus

The fight against anti-Black racism and equity in the workplace isn’t just a February action for Black History Month. It’s a year-round effort to enact a strategy against anti-Black racism and achieve employment equity. We must listen to each other and work together to address systemic racism in our workplaces. You can make a difference. Email Blackcaucus@pipsc.ca to learn more about the Black Caucus. 

The Canadian Labour Movement has done it again! Amidst the cost-of-living crisis and economic uncertainties, kudos to Unions like PIPSC and the CLC for championing positive changes to the Canadian Pension Plan.

Thanks to their tireless advocacy, the Canada Pension Plan (CPP / QPP in Quebec) initiated a series of enhancements in 2019 to ensure that today’s workforce can look forward to a more financially secure retirement. These changes will require working Canadians and their employers to set aside larger portions of their earnings in exchange for a much-improved retirement benefit and reduce the number of seniors living in poverty.

Starting in 2024, a new, secondary CPP contribution (CPP2) will apply for workers who earn higher wages. This additional contribution, coupled with the existing CPP and first additional CPP contribution, is a significant step towards securing a brighter retirement for Canadians.

It’s important to note that there are now two salary ceilings determining individual contributions. The first is the standard CPP contributions, known as the year’s maximum pensionable earnings (YMPE), set at $68,500 in 2024.

The second, called the year’s additional maximum pensionable earnings (YAMPE), kicks in at $73,200 in 2024, with its cost being around 7% more than the first ceiling in the same year, increasing to 14% in 2025 and remaining thereon. 

Great news for PIPSC members with a defined benefit pension plan, including the Public Service Pension Plan -- the enhanced CPP benefits will be ‘stacked’ on top of your workplace pension. That means you’ll enjoy the full value of this improvement to CPP/QPP.

For more detailed insights into how these changes may affect your contributions, do check out The Canada Revenue Agency website. Your future self will thank you!

Ottawa, January 29, 2024 – The Government of Canada is improving the way it recruits, develops, and deploys digital talent across the public service so it can better deliver modern, effective digital services to Canadians.

Today, at the 2024 Digital Government Leaders Summit, the Honourable Anita Anand, President of the Treasury Board, announced the launch of the Government of Canada (GC) Digital Talent Platform—an online recruitment site for digital and IT professionals.

The Platform simplifies the application process for individuals who specialize in digital and IT who are looking to apply for jobs within the government. As well, it will provide federal institutions with lists of pre-qualified individuals that match their digital talent needs.

The Platform is a key component of the Directive on Digital Talent, which supports the development and growth of the digital community through data collection and analysis for planning, talent sourcing, talent management and guidance across the government. The directive was developed with engagement and input from the Professional Institute of the Public Service of Canada (PIPSC).

The Directive on Digital Talent and the GC Digital Talent Platform, work together to provide the government with the access to the talent and resources it needs to deliver modern, effective digital services to Canadians.

Quotes

"Canada's public service is one of the best in the world — and we must improve the way we attract and retain new talent, especially for digital and IT. The GC Digital Talent Platform will improve the way we recruit digital and IT professionals as we work to better deliver services to Canadians in this digital age."

- The Honourable Anita Anand, President of the Treasury Board

"We are pleased to see the launch of the Government of Canada's Digital Talent Platform, developed in consultation with PIPSC. We favour any effort to leverage the skill sets of government employees and streamline the hiring process – ideally reducing the need to hire contractors while full-time permanent jobs sit vacant. This initiative has the potential to deliver on both efficiency and financial prudence, benefiting the government and Canadians alike. This aligns well with our union's goal of consistent and cost-effective delivery of services."

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

Quick Facts

• The Government of Canada's Digital Ambition outlines the approach the government is taking to support the delivery of digital government services and talent is one of the key enablers to deliver on this Ambition.
• The Directive on Digital Talent, issued in April 2023, is designed to deliver improvements in data collection, interdepartmental collaboration, planning, talent sourcing and talent management for the GC digital community.
• The GC Digital Talent Platform will improve the application process for individuals who specialize in digital and IT, and who are looking to join the government.

Associated Links

• The Government of Canada's Digital Ambition
• Directive on Digital Talent
• GC Digital Talent Platform

More than 500 Civilian Military workers went on strike on Monday, January 15 to fight for what they deserve – fair wages, a national pay grid, and secure jobs. These workers are the staff of the Non-Public Funds (NPF) and members of the Public Service Alliance and the Union of National Defence Employees (PSAC-UNDE).

PIPSC stands in solidarity with our civilian military peers striking in the National Capital Region, Ontario, and Quebec. 

We know when we show up and stand up for each other, we can help our peers achieve a fair deal. So, we encourage PIPSC members to do their part and stand in solidarity with our friends striking at PSAC-UNDE. 

During your unpaid breaks and outside of your working hours, you can show support by joining one of the picket lines located in front of the bases and offices of the striking groups. 

Find a picket line to support

Although the Staff of the Non-Public Funds (NPF) provide vital programs and services to Canadian Forces members, veterans, and their families, they are some of the lowest-paid workers in the federal public service. Their pay grids are inconsistent, and to keep up with inflation and the rising cost of living, many NPF members have to take on second jobs to make ends meet. They deserve better.

Visit psacunion.ca for more information on this strike action.

The Professional Institute of the Public Service of Canada joins millions of Canadians this morning in grieving the passing of former federal politician and tireless supporter of working Canadians, Ed Broadbent.

Mr. Broadbent was a highly respected national figure whose popularity cut across geographical and political lines. A lifelong advocate for Canada’s disadvantaged both in the House of Commons and as a social activist, he was the true incarnation of the core labour values of fairness, equality, and service to others. His passing is a great loss not only for Canada’s labour movement but for all Canadians across the country.

PIPSC has been a proud supporter of the Broadbent Institute, the organization that bears his name, for many years.

On behalf of our membership, we extend our sincere condolences to Mr. Broadbent’s family and friends at this difficult time. He will be truly missed.

It is with heavy hearts that we announce the passing of Pam Kubicz (Pam Davies). Her vibrant personality and positive aura left a lasting impression on many of us, and she will be deeply missed.

Pam was known for her strong family ties and was a devoted mother. Despite her illness, she faced her challenges with remarkable bravery and inspiring positivity.

Pam became a steward in 2001 and was an active member of PIPSC. She was instrumental in her workplace subgroup, ensuring members were represented and their rights respected. Her roles were many and varied, including serving as a Member-at-Large and President of the Winnipeg Southern Manitoba branch, and as a previous Election Appeals Committee Chair. She was a part of the regional executive for many years as a member, regional training committee chair, and regional secretary.

Most recently, she was the IT Regional Representative on the AFS national executive and bargaining team. Pam developed and deepened a number of friendships during this time.  This continued during her illness as her friends kept in constant contact with her until her last days.  Pam was kind to the end.

We are profoundly grateful for her life and her many contributions. Our thoughts are with her family during this difficult time, and we will cherish the memories we shared with her. May she rest in peace.

Doug Mason,

AFS Group President

Samah Henein,

Prairie/NWT Region Director

Following over two decades with Sunlife as a service provider, the Government of Canada awarded Canada Life Assurance Company (Canada Life) the contract to administer the Public Service Health Care Plan (PSHCP). 

Following an 18-month preparatory period, this change went live on July 1, 2023. The transition has been chaotic and poorly executed – leaving public servants having to navigate major hurdles in order to access their benefits.

Our members’ concerns about this handover were on full display both at the Parliamentary Committee and the PSHCP Partners Committees this month.  

At a December 7th hearing on Parliament Hill, members of the opposition raised the failure to adequately plan and implement the updated PSHCP with senior leadership at both Canada Life and Treasury Board Secretariat. It was clear that opposition parliamentarians have been paying attention to the ongoing advocacy of federal unions and the Retirees' Association with respect to the handover. 

While improvements to customer service wait times were noted, officials could not explain why Canada Life did not take common sense measures in advance of the handover. They also could not address Canada Life's lack of understanding of the basics of healthcare practices, insurance policies, or administrative best practices.  

Treasury Board officials remained tight-lipped on the reasons why Canada Life failed to anticipate and solve the many challenges now being faced by plan members during the year-and-half before the changeover occurred. 

On December 19th – at a subsequent meeting of the PSHCP Partners Committee – PIPSC President Jennifer Carr reiterated these concerns to these same Treasury Board officials and senior leadership of Canada Life. While both parties have taken meaningful actions to improve plan member experience, PIPSC and our partners from other unions and the National Association of Federal Retirees are still waiting to see true accountability for Canada Life's egregious lack of planning. We continue to work with the Treasury Board to share with them best practices for health benefits.

PIPSC has published a comprehensive member guide on the updated plan. This guide includes information on how to navigate some of the more complex plan changes, how to challenge Canada Life decisions, and how to benefit from 90 percent drug coverage through our ServicePlus partner pharmacy, Mednow.

PIPSC, other bargaining agents, and the Retirees' Association continue to pressure the Treasury Board to demand better of Canada Life. This is not the level of service we expect or were promised. We thank our members for their ongoing patience through this frustrating transition and are taking measures to protect your interests.