Bill C-65 was introduced by Minister of Employment, Workforce Development and Labour Patty Hajdu last November and after second reading, was referred to the HUMA Committee, which is seeking comments from Canadians on the Bill.

The Institute is pleased that the government is taking legislative steps to prevent harassment and violence, including sexual harassment and sexual violence, in federally-regulated workplaces. These steps are much-needed and long-overdue.

However, the Institute is concerned about what Bill C-65 does not include. In particular, many important and key details regarding how the legislation will operate have been left to the regulations. These include the definition of harassment, the exceptions to the employer’s duty to investigate and report harassment, and the process to be followed when complaints are investigated, including what procedural fairness guarantees will be put in place, the remedies available to victims of harassment and the potential repercussions for harassers. As well, proper staffing and resources need to be allocated to these processes to ensure timely and fair investigations and effective redress for victims. In addition, consideration needs to be given to how the legislation will interact with existing processes in place, including collective agreement rights, and should explicitly address the rights of unionized employees to union representation throughout.

Read our complete brief.

March 8, 2018 marks the 107th anniversary of International Women’s Day, which was first held to commemorate the 1857 strike that led to the formation of the International Ladies Garment Workers Union.

That rally is a reminder that the advancement of women and the achievement of equality regardless of gender is a matter of human rights and a condition for social justice and should not be seen in isolation as a women’s issue.

As members of PIPSC, we can be proud that our union has a strong track record of supporting gender parity.

As early as 1979, 12 years after becoming a bargaining agent, PIPSC filed pay equity complaints against the employer with the Canadian Human Rights Commission.

In 1995, the Treasury Board and PIPSC settled complaints affecting 1,700 members in three bargaining units. The employees’ pay equity adjustments totaled close to $72 million.

PIPSC supported a landmark eight-year pay-equity battle that, on July 3, 2012, resulted in approximately 1,000 health professionals being awarded a milestone $150-million settlement.

In 2016, President Daviau appeared as a witness before the Parliamentary Special Committee on Pay Equity.

The Institute was pleased to see our recommendations on pay equity included in the special Parliamentary Committee on Pay Equity’s subsequent report to Parliament.

The 2018 Federal Budget’s commitments to pay equity and improved parental leave are steps forward for gender equality in Canada.

This year the government will introduce pay equity for workers in federally regulated sectors. The Institute is ready to work with the government to end pay discrimination and bring Canada in line with human rights legislation as well as international commitments made under the ILO Convention 100.

This week, the Institute released a report, Women in Public Sector Science: From Analysis to Action to focus attention on challenges faced by women in science careers in the federal public service.

This initiative is part of the Institute’s efforts to strengthen diversity and inclusion in our union and in the broader public service.

Furthermore, the Institute has achieved a Memorandum of Agreement with Treasury Board for a joint working group on workplace support for members affected by domestic violence. Our working group is now preparing recommendations to the Employee Wellness Support Plan Committee.  This initiative has the potential to effect change in the Canada Labour Code.

Gender equality is enshrined in the Canadian Charter of Rights and Freedoms. 

And yet, despite the slow but steady progress made towards gender equality, the World Economic Forum reported in 2017 the gap between men and women across health, education, politics and economics widened for the first time since records began in 2006.

We need to pay attention to the gender gap not only because such inequality is inherently unfair, but also because research shows gender parity is fundamental to determining whether and how economies and societies thrive.

Ensuring the full development and participation of half of our total talent pool has a vast bearing on the growth, competitiveness and future-readiness of our economy and our society.

It is our moral responsibility as individuals who care about human rights to advance the lives of women and girls everywhere, and to reverse the widening gap.

Across Canada, events and celebrations are taking place for International Women’s Day, and we invite you to participate.

Click here to find an event in your area.

We have achieved a great deal over the years – fairer salaries and benefits, rights and respect both inside the workplace and outside of it.

But we can do better together.

Ottawa, March 7, 2018 – In advance of International Women’s Day, the Professional Institute of the Public Service of Canada (PIPSC) has released a new report that examines the under-representation of women in public sector science and focuses on challenges faced by women pursuing science careers in the federal public service.

The report, titled  Women in Public Sector Science: From Analysis to Action, reveals concerns about gender bias, equality,  dependent care responsibilities, mentorship and leadership, and a diminishing concern for women’s rights.  The report is  based on findings from a 2017 survey of federal scientists and engineers who are PIPSC members.

“While more women than ever are pursuing careers in science, much work is left to be done to mitigate gender bias and break down the barriers women face in advancing their careers,” said PIPSC President Debi Daviau.

The survey found that:

• More women than men believe dependent care responsibilities are a barrier to their career progression;
• 42% of women believe that gender biases are a barrier to their career progression;
• 27% of women believe that men are favoured in opportunities for leadership roles;
• One in four women respondents said that lack of access to mentors was a major barrier to their career progression.

The Professional Institute is looking to influence change for women in science by:

• Conducting advocacy and activism campaigns aimed at new or better workplace legislation;
• Collective bargaining for new and better workplace rights;
• Developing and conducting awareness and education campaigns for PIPSC members; and
• Supporting consultation team presidents at union-management consultation for new and improved human resources policies.

Invitations to participate in the online survey, hosted by Environics Research, were sent to 16,377 federal scientists, engineers and researchers engaged in scientific work in over 40 federal departments and agencies. Of these, 3,025 (18%) responded between May 29 and June 27, 2017.  Read the full report.

Follow us on Facebook and on Twitter (@pipsc_ipfpc).

For further information:

Johanne Fillion

613-228-6310, ext 4953 or 613-883-4900 (cell)
jfillion@pipsc.ca

February is Black History Month in Canada, and worldwide. The UN General Assembly proclaimed 2015-2024 as the International Decade for People of African Descent citing the need to strengthen national, regional and international cooperation in relation to the full enjoyment of economic, social, cultural, civil and political rights by people of African descent, and their full and equal participation in all aspects of society.

PIPSC is proud to salute and celebrate the legacy, the courage and the contribution of the Black community.

Call on federal government to create a national strategy on anti-Black racism

To mark Black History Month, the Canadian Labour Congress (CLC), representing 3.3 million workers, including PIPSC members, is renewing its call on the federal government to commit to an anti-Black racism strategy.

“Black people in Canada are systematically disadvantaged in workplaces, criminalized and victimized by the judicial system, and discriminated against in public services and housing,” said CLC President Hassan Yussuff.

This strategy would require the government to commit to analyzing race-based statistics on how various institutional policies impact Canada’s Black communities. The key objective would be to eradicate institutionalized racism that disproportionately harms this specific segment of Canadian society.

We encourage PIPSC members to visit the CLC website to learn more about this initiative.

Diversity and Inclusion in the Public Service

On December 11, 2017, the federal government released “Building a Diverse and Inclusive Public Service,” the final report of the Joint Union/Management Task Force on Diversity and Inclusion.

The Task Force was launched in November 2016, with a one-year mandate to define, establish the case, and make recommendations towards a framework and action plan for diversity and inclusion in Canada’s public service.

It was made up of a Steering Committee, comprising two co-chairs, that guided the work of a Technical Committee of 14 members, co-chaired by employer and bargaining agent representatives. There was equal representation of the employer and of bargaining agents on each committee. PIPSC’s own Waheed Khan was Co-Chair of the Technical Committee.

Diversity in the public service is an important issue because Canada’s demographic landscape is changing and the public service must keep pace with this evolution to provide better services and be a model for other employers. Greater diversity and inclusion create better results and performance for organizations.

Treasury Board President Scott Brison with Technical Committee Co-Chairs Waheed Khan and Louise Mignault

“We need to identify and address systemic barriers that keep certain groups of talented Canadians from joining the federal public service and advancing to positions and levels where they can make optimal contributions to the health of public service institutions and serve all Canadians with excellence,” says PIPSC President Debi Daviau. “We need to develop leadership that is capable of and committed to changing the culture of the public service to become more representative and inclusive; a public service that rewards talent, professionalism and dedication, and where the background, culture, religion and any other identities are valued and respected.”

The Task Force identified the following four areas for action and recommendations:

• People management;
• Leadership and accountability;
• Education and awareness; and
• A Diversity and Inclusion Lens.

Section 8 of the report provides a comprehensive view of its 44 recommendations. 

The Task Force believes that the implementation of the recommendations in the final report will facilitate a fundamental culture shift in Canada’s public service toward a more diverse, inclusive and innovative workforce and workplace.

The following changes will not apply to Québec residents

Recently changes were made to the Employment Insurance Act (E.I.) to introduce new leaves and extend the duration of the parental leave. While these changes will affect all our members, the effect will vary according to the current language of your collective agreement and jurisdiction under which you work. The proposed changes provide greater flexibility in leave, without increasing overall EI parental benefits.

Those changes are not impacting on the maternity leave benefits. Currently the E.I. benefits are 55% of the weekly income to a maximum of $543 a week. With the changes, those who elect to extend the benefit over 61 weeks will receive 33% of the average weekly earnings capped at a maximum.

Individuals need to select an option for EI parental benefits (standard or extended).This election will be done when applying for parental EI benefits. Once done, the choice will be final.

PIPSC –Treasury Board collective agreements

Duration

PIPSC –Treasury Board collective agreements currently provide for a total of 35 weeks of parental leave. As of December 4, 2017, the E.I. allows parents to elect to extend receipt of the parental benefits for up to 61 weeks by spreading the benefit out over the 61 weeks.

Supplemental Unemployment Benefit (SUB) know as top up

The collective agreements provide for a top up at 93% of the weekly rate of pay, including “terminable allowances”, less any other money earned during this period that decreases the parental benefits. The top up is paid for a maximum period of 35 weeks.

The maximum combined shared maternity and parental allowances payable will remain at 52 weeks, which includes 35 weeks of parental allowance.

Those who will elect to extend the period up to 61 weeks, will receive the E.I. benefit of 33% of the average weekly earnings and their top up at 93% for 52 weeks (total for the maternity and parental benefits).

At week 53, their E.I. benefit will continue at 33% but no top up will be paid by the employer for the remainder of the period.

Extended leave period

For the extended parental leave period (week 53 to 61) the employee will have to apply for a Leave without pay for the care of immediate family as per your collective agreement.

Members should review their options carefully and choose the option that best suits their need.

Your Departments will be receiving a bulletin from TBS to that effect.

Other PIPSC members under the federal jurisdiction

The Canada Labour Code was also amended to provide for parental leave for up the 63 weeks. Once implemented, those members will be entitled to the 63 weeks leave period.

As per compensation, it will be limited to the E.I. benefits and top up according to their collective agreement.

Other PIPSC members under provincial jurisdiction

For these employees, provincial employment standards acts apply and limit the duration of parental leave. As a result, they will not benefit from the E.I. changes unless their collective agreement are amended to allow for  parental leave of 61 weeks or their employments standards match the E.I. provisions.

December 6 is the National Day of Remembrance and Action on Violence against Women in Canada. Established in 1991 by the Parliament of Canada, this day marks the anniversary of the murders in 1989 of 14 young women at l'École Polytechnique de Montréal. They died because they were women.

Commemoration will take place across Canada and this year PIPSC will participate in the event to be held at the Ottawa Human Rights Monument on Elgin Street at 6pm.  PIPSC is also hosting a quiet reception after the event at the Lord Elgin Hotel for members in our community affected by the tragedy.

As well as commemorating the 14 young women whose lives ended in an act of gender-based violence that shocked the nation, December 6 represents an opportunity for Canadians and the labour movement to reflect on the phenomenon of violence against women in our society. And to make a difference. As a union, it is within our power to make the workplace safer, free of violence and supportive of our members who face domestic violence.

This year we have seen some significant progress on that front: During the last round of bargaining, the Audit, Commerce & Purchasing Group (AV Group) took the leadership on advancing a discussion to gain workplace supports for those impacted by domestic violence.

Consequently, PIPSC and the Treasury Board of Canada Secretariat (TBS) entered into a Memorandum of Agreement that seeks to study potential workplace practices to support our members affected by domestic violence.

Recommendations from this AV Group initiative will later be presented to the joint Union-Employer Committee struck to develop the Employee Wellness Support Plan on behalf of PIPSC public service members.

Discussions between PIPSC and TBS regarding workplace supports for members impacted by domestic violence will start this month.

The Professional Institute of the Public Service of Canada (PIPSC) welcomes today’s apology by the Prime Minister to members of the LGBTQ community harmed by decades of official and unofficial discrimination.

For decades, lesbian, gay, bi-sexual, transgender and queer federal employees were the subject of widespread prejudice that left them silent victims and, in many cases, unemployed. No more.

We believe today’s apology represents a significant step towards eventual reparations that will ensure past wrongs and current rights are recognized in the future.

On June 1, 2017, the Joint Union-Management Task Force on Diversity and Inclusion presented a progress update to Treasury Board President Scott Brison.

The Task Force has a one-year mandate to define what diversity and inclusion means in the public service, establish the case for diversity and inclusion, and recommend a framework and action plan.

The update summarizes their work over the past six months and identifies areas for potential action. These actions include creating tools to ensure that diversity and inclusion are considered in making decisions and policies, better engaging senior leaders and employees on diversity and inclusion, and improving education and awareness to spur change across the public service.

PIPSC is proud of the leading role we have played in the establishment of this initiative. We would particularly like to convey our sincere appreciation to its Technical Committee Co-Chair, our own Waheed Khan, for his tireless commitment to the cause of Diversity and to this critical initiative.

“We need to identify and address systemic barriers that keep certain groups of talented Canadians from joining the Federal Public Service, and advancing to positions and levels where they can make optimal contribution to the health of the public service institutions, which is essential to serving Canadians with excellence. We need to develop leadership that is capable of, and committed to changing the culture of the public service to become more representative and inclusive. A public service that rewards talent, professionalism and dedication, and where the background, culture, religion and any other identities, are respected and promoted.”
– Debi Daviau, President, The Professional Institute of the Public Service of Canada (PIPSC)

The Task Force is expected to present its action plan in the fall of 2017.

For more information:

Progress Update: Joint Union/Management Task Force on Diversity and Inclusion in the Public Service

Joint Union/Management Task Force on Diversity and Inclusion in the Public Service

PIPSC takes leading role in the Joint Union/Management Task Force on Diversity and Inclusion in the Public Service

Name-Blind Pilot Initiative, Debi Daviau Interview on CTV Power play - April 21, 2017

Demographic Snapshot of Canada’s Federal Public Service, 2016