We proudly stand with our brothers and sisters in the Canadian Union of Postal Workers who are fighting not just for their own futures, but for the future of public services across Canada. Their struggle is our struggle - a fight to protect good jobs and quality services for all Canadians.

Right now, Canada Post faces mounting pressure to compete with unregulated delivery services that exploit gig workers and cherry-pick profitable urban routes. But Canada Post's mission is different: it serves every Canadian community, from downtown Toronto to remote Arctic villages, regardless of cost. This universal service is a vital thread in our national fabric - one we cannot afford to lose to private companies that put profits before people.

We're witnessing a dangerous trend toward the 'gigification' of work, where stable, full-time jobs are being replaced by precarious, part-time positions. This isn't just about postal workers - it's about protecting the dignity of work itself. When crown corporations are forced to degrade working conditions to compete with under-regulated private companies, we all lose.

CUPW's vision goes beyond defending what we have - they're fighting to expand and enhance our public services. Their struggle today will shape how Canada responds to the challenge of the gig economy tomorrow. We can either race to the bottom with precarious work, or we can build a future with strong public services and good jobs for all.

We demand the federal government take immediate action: resolve this dispute fairly and close the regulatory gaps that allow the exploitation of workers through precarious employment. Quality public services require protected, respected workers.

The time for solidarity is now. Join us at the picket line on Tuesday, December 10, from 7:30 to 9:00 AM ET at 1424 Sandford Fleming Ave to stand with CUPW workers. Bring your PIPSC flags and your fighting spirit. When we stand together, we win together. Your presence on the picket line matters - see you there!

Pay Equity is more than just a legal requirement; it's a call to action to eliminate unjust wage discrimination between men and women. Your PIPSC staff and stewards have been working hard to apply these laws at 18 different pay equity tables for our members.

Watch pay equity leaders and activists for a webinar and question period about how the pay equity analysis might affect your salary and pay. 

Watch the webinar

PIPSC firmly stands with the Indigenous Federal Employees’ Network (IFEN) in advocating for fair treatment of Indigenous public sector workers. Many federal Indigenous employees, including PIPSC members, have raised serious concerns about the implementation of the federal government’s Return-to-office (RTO) mandate. These concerns centre around the denial of exemptions for Indigenous employees living within 125 km of their formal work location.

The federal government’s RTO mandate includes a key standalone exemption allowing Indigenous employees to work from their communities no matter their proximity to the office. This exemption is critical for both cultural identity and personal safety. However, many Indigenous workers have faced repeated denials of this exception.

Denying this exemption directly contradicts the federal government’s obligations under the United Nations Declaration on the Rights of Indigenous Peoples and the Truth and Reconciliation Commission’s Calls to Action. The arbitrary restriction is especially harmful to Indigenous women, whose safety concerns—amid the ongoing crisis of Missing and Murdered Indigenous Women and Girls (MMIWG)—make remote work a vital option. 

The denial of exemptions undermine the well-being of Indigenous employees and Canada’s commitment to reconciliation. Treasury Board President, Anita Anand, needs to step in.

PIPSC, alongside other unions, is calling for immediate action from Anand to clarify the standalone exemption for Indigenous people to all Deputy Ministers, their equivalents, and any relevant senior civil service staff in all federal departments and agencies covered by the mandate before November 28, 2024.

Indigenous employees have the right to work in a way that respects cultural needs, personal safety, and well-being. PIPSC will always advocate to ensure these rights are respected and protected in the workplace.

Read our joint letter to Treasury Board President, Anita Anand.

The Standing Committee on Access to Information, Privacy and Ethics recently tabled their report from their study: “Federal Government's Use of Technological Tools Capable of Extracting Personal Data from Mobile Devices and Computers.”

PIPSC takes our members’ privacy extremely seriously, which is why we’re pleased to see that our insights and concerns influenced the committee’s report and that several of our key recommendations were adopted. Notably, the report emphasized our position on the greater obligation to conduct privacy impact assessments (PIAs) and the need to consult with the Privacy Commissioner before using new or substantially updated technological tools.

“Technology is moving at a fast pace, and our practices need to reflect that reality.” PIPSC President Jennifer Carr (pp. 44). 

Among other issues, the report highlights our concerns around:

• Employee consent, especially given that current privacy policies were formulated before the advent of cloud-based services (pp. 39)
• The significant variation in consent practices across different institutions.
• Conducting PIAs (pp. 37, pp. 41) and the need for real consequences when senior bureaucrats fail to conduct these assessments appropriately.
• The necessity of Treasury Board to establish clearer guidelines on when new and modified programs require new PIAs. 

Read the full report.

PIPSC will continue to defend the rights of our members and advocate that the government accept our recommendations to prioritize your privacy in evolving workplaces.

PIPSC is raising serious concerns about the Canada Revenue Agency's announcement to terminate approximately 580 term positions by mid-December. These cuts can be seen as an indication of broader workforce adjustments across the public service.

"How can Canadians expect the same level of service quality with fewer hands?" says PIPSC President Jennifer Carr. "These aren't just numbers on a spreadsheet – these are skilled professionals who play vital roles in our tax system."

One of the key roles played by CRA workers is protecting revenue sources by going after wealthy tax cheats and off-shore tax havens. Ensuring those groups pay what they owe could eliminate any need for these devastating cuts. 

"The CRA plays a vital role in tracking offshore tax havens and ensuring billionaires pay their fair share,” said PIPSC President Jennifer Carr.  “It’s time to strengthen this capacity, not weaken it." 

Also of concern is term positions traditionally serve as a crucial entry point for new talent into the public service. With the CRA facing a wave of retirements in the coming years, it is a troubling signal for the future of our workforce. 

"Harper’s cuts in 2012 started with term positions – before expanding to eliminate 1,200 jobs," explains Carr. "If this happens again, it could create another lost generation of public servants just when we need them most."

It's time for the government to pause these cuts and engage in meaningful consultation with unions. It's time to build a sustainable workforce strategy that safeguards the quality of public services and secures the future of our public service.

Following a disappointing meeting with Treasury Board Secretariat (TBS) on November 7 2024, PIPSC is voicing concerns over the government’s approach to public service cuts. The union is disappointed by both the lack of consultation, and by TBS’s apparent lack of preparation, despite the fact that these cuts were first introduced in the 2024 budget. 

“We expect genuine engagement with our members and consultation at the departmental level,” said PIPSC President Jennifer Carr. “Without this, we risk seeing the same type of blanket cuts we saw during the Harper era—which had a detrimental impact on the programs and services Canadians rely on.”

While it’s encouraging to see TBS advising departments to cut back on consultants and contractors, only time will tell if departments will follow through. Without firm measures and oversight, this shift could become an empty promise, and our members will bear the brunt.

The government’s reassurance that cuts “will not affect services to Canadians” rings hollow when we consider the reality of attrition. 

“Every position left unfilled represents real work not being done and real services not being delivered to Canadians,” said Carr. “Every vacant position means fewer people doing the same amount of work—or more. Burnout among our members is an inevitable outcome of this approach.”

We are particularly concerned by ongoing cuts to training—as well as temporary, casual, term, and student positions. These roles often represent a first step for young workers into the public service, and cutting them is short-sighted. With a wave of retirements on the horizon, we should be investing in the next generation of public servants, not pushing them away. 

“These cuts threaten to create a lost generation in the public service at a time when we need new talent and fresh perspectives more than ever,” said Carr. 

It’s time for the government to reconsider its approach, ensure departments adhere to TBS guidance, and protect the essential services Canadians rely on.

OTTAWA, October 23, 2024 – The Professional Institute of the Public Service of Canada (PIPSC) joins the Canadian Association of Public Employees (CAPE) in urging the Standing Committee on Government Operations and Estimates (OGGO) to conduct a thorough investigation into the federal government's return-to-office (RTO) mandate. 

This call arises from growing concerns regarding the lack of evidence-based decision-making that led to the current mandate, the impact on employee productivity and morale, and serious health and safety concerns that have been raised by members of the public service. 

PIPSC is alarmed by the government's approach to returning employees to the office. This is particularly true in the wake of significant changes in work patterns brought on by the COVID-19 pandemic, the known productivity gains of flexible telework, and the government’s own acknowledgement of its benefits. The union emphasizes that many public servants have adapted to flexible work models that enhance productivity and support work-life balance, which are at risk with the mandatory “one-size-fits-all” approach. 

“Our members are being forced to return to grossly inadequate offices without justification or consideration of the varying circumstances in which they operate,” said PIPSC President Jennifer Carr. “The lack of sound, evidence-based decision-making seriously impacts employees and wholly disregards the benefits of flexible working arrangements to all Canadians – from productivity gains to better equity, diversity, and inclusion, and opening up good public sector jobs across Canada.”

“Modern, flexible work models enhance public service delivery,” continued Carr. “Canadians should be concerned that the government chose an approach that erodes trust, morale, productivity and ultimately, the strength of public services Canadians rely on. We want answers – and a better path forward, which is why we’re demanding an investigation.”

See the letter to OGGO.

The Professional Institute of the Public Service of Canada represents over 75,000 public service professionals across Canada, including federal scientists and researchers, engineers, and health care workers. Follow us on Facebook, on X, and  Instagram.                                                      

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