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.

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.

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.

DOWNLOAD THE CHECKLIST

The Government of Canada paused return to office plans due to the COVID-19 Omicron variant.

Now, PIPSC and 12 other federal unions are advocating for clear and consistent telework guidelines from the Chief Human Resources Officer. Any workers that can perform their duties from home right now should be working from home. These guidelines should be applied equally across regions and departments.

Essential workers also need to be prioritized for vaccine booster doses. Booster doses are recommended to increase protection against the Omicron variant. Many critical and essential workers cannot get booster doses right now because they do not meet their province or territory’s criteria. The federal government needs to step up to help them get a booster dose without delay.

We sent a letter to Treasury Board President Mona Fortier to address these concerns.

READ OUR LETTER

You can also read the President of the Treasury Board’s response.

READ THE HON. MONA FORTIER'S RESPONSE

Vacation leave cash-out changes

The following changes affect the CP (formerly AV), IT (formerly CS), NR, RE, and SP groups. 

Vacation leave cash-out rules do not apply to the SH Group because SH group members have no limit to the number of vacation leave credits they can carry over.

Your collective agreement allows you to carry over up to 262.5 hours (35 days) of vacation leave to the next fiscal year. Anything over that, is usually cashed out – you get paid for the value of those extra hours rather than taking time off. 

In recent years, the excess vacation leave cash-out was postponed due to Phoenix troubles. As a result, you may have more vacation leave banked than you can carry over.

Starting in 2022, rather than a one-time cash-out on March 31, any excess vacation leave will be cashed out over 5 years (20% per year). 

This allows you to spread out the tax impact of a one-time payment and gives you more flexibility to use your vacation leave over the next four years (2022-2026).

See our FAQs on cash-out of excess vacation and compensatory leave for full information on what to expect on your cash-out.

The exact date you’ll be paid is not known, so watch for a notice from your manager or human resources team. The remaining 80% of your excess vacation leave will be carried over to the next fiscal year, and 20% of whatever is left each fiscal year will be automatically cashed out each year until 2026. At that point, all remaining excess vacation leave credits will be cashed out.

Remember – if you have up to 262.5 hours of vacation leave banked, you’ll still be able to carry over those hours. There’s no change.

Finally, note that the normal carryover limits in your collective agreement will be enforced in upcoming years. Starting on March 31, 2022, and on each March 31 going forward, you’ll receive a 100% payment for the earned but unused portion of your vacation leave (above your allowable carryover of 262.5 hours) accumulated during the ending fiscal year.

RE and CP group members should also note: your collective agreement states that excess vacation leave banks must be reduced by 75 hours per year. This rule is suspended and replaced by the 20% cash-out of vacation leave.

Compensatory leave cash-out

The following changes affect the CP (formerly AV), IT (formerly CS), NR, RE, SH and SP groups. For most groups, compensatory leave cannot be carried over to the next fiscal year. IT (CS) group members can, however, carry over up to 37.5 hours. 

IT (CS) group members only – your collective agreement allows you to carry over up to 37.5 hours (5 days) of compensatory leave to the next fiscal year. Anything over that is usually cashed out – you get paid for the value of those extra hours rather than taking time off.

In recent years, the compensatory leave cash-out was postponed due to Phoenix troubles. As a result, you may have excess compensatory leave that cannot be carried over.

In 2022, rather than a one-time cash-out on March 31, any excess compensatory leave will be cashed out over a 5-year period (20% per year). 

This allows you to spread out the tax impact of a one-time payment, and gives you more flexibility to use your compensatory leave over the next four years (2022-2026).

Please see our FAQs on cash-out of excess vacation and compensatory leave for full information on what to expect on your cash-out.

The exact date you’ll be paid is not yet known. Watch for a notice from your manager or human resources team. The remaining 80% of your excess compensatory leave on  March 31 of each year will be carried over to the next fiscal year, and 20% of whatever is left each fiscal year will be automatically cashed out each year until 2026. At that point, all remaining excess compensatory leave credits will be cashed out.

Finally, note that the normal cash-out provisions of your collective agreement are being enforced starting in the 2021-22 fiscal year. However, since these credits are not normally cashed out on March 31 – you have a bit more time to use compensatory leave credits per the following chart:

ANNUAL (NORMAL) COMPENSATORY LEAVE CASH-OUTS

Based on the chart above, you can expect to receive a 100% payment for the earned but unused portion of your compensatory leave accumulated in 2021-22 and during each fiscal year going forward. 

For IT (CS) group members – you will receive a 100% payment for hours accumulated above your allowable carryover of 37.5 hours during the 2021-22 fiscal year.

Revised May 3, 2022.

In a respectful ceremony, PIPSC formally acknowledged the traditional unceded Algonquin Anishinaabe territory that our national office sits on.

For centuries, Indigenous peoples have been the stewards of the lands that Ottawa now sits on. 

On November 5, 2021, PIPSC Indigenous Representative to the Canadian Labour Congress, Greg “Wolf Star” Scriver, led a smudging ceremony at the PIPSC national office. Smudging is the burning of 4 sacred medicines in an open shell: cedar, sage, sweetgrass and tobacco.

Once the air was cleared, PIPSC Vice-President Steve Hindle placed a plaque in our main lobby. This plaque enshrines our honour and thanks towards the Algonquin Anishinaabe Nation.

PIPSC members are committed to reconciliation with First Nations, Inuit and Métis peoples. This is demonstrated by our partnership with Indigenous Day Live, the work of our Indigenous Caucus, and now our territorial acknowledgement in our office.

We recognize the important role of the labour movement in reconciliation. We must listen to the demands of Indigenous leaders. We can support Indigenous-owned businesses. And we can support Indigenous culture and languages through education and art.

To take action for reconciliation, contact the Human Rights and Diversity committee.

You can also write to the Prime Minister of Canada to join the Canadian Labour Congress’ call for real commitments and concrete justice for Indigenous peoples and communities.