The Federal Black Employee Caucus (FBEC) seeks to address public servants' concerns of anti-Black racism and lack of career progression. PIPSC has participated in these events and joined advocacy efforts to identify and remove barriers that prevent any public servant from fully participating in the workplace and fulfilling their goals.

FBEC is launching a survey to better understand the experiences of Black federal public service employees. The results will be used to inform the FBEC’s diversity and inclusion work pertaining to career progression within the federal workplace. Norma Domey, B.Sc., M.Sc., DTM, PIPSC National Vice President, represents our members in her work with the FBEC Union Advisory Committee.

This is the first time a survey will focus on Black and African diaspora employees within the Canadian federal public service.

If you are Black or from the African diaspora and a federal public service employee, we encourage you to support this work by completing the survey.

TAKE THE SURVEY

The deadline to complete the survey is June 30, 2020.

Responses are anonymous and all information gathered will be strictly confidential.

Please contact members@fbec-cefn.ca if you have any questions.

We are surprised and disappointed by the Ford government’s decision last week to not expand pandemic pay beyond those already deemed eligible. This completely contradicts Health Minister Christine Elliott’s statement on May 14, 2020, when she told Ontarians the Ministry was working on a consolidated list to ensure that, “everyone who should receive pandemic pay will receive it.”

We are extremely proud of our radiation therapists working on the front lines during this pandemic. Just like other healthcare workers deemed eligible for pandemic pay, you are subject to the same provisions of the Ontario state of emergency. You are essential workers who cannot refuse to treat patients who are suspected to have contracted COVID-19. You are taking all precautions possible, screening patients and using personal protective equipment (PPE). And just like other healthcare workers, radiation therapists have been exposed to COVID-19 in your workplaces. 

Following the announcement of the pandemic pay, a letter was sent by PIPSC President Debi Daviau to Premier Ford, Health Minister Elliott and President of the Treasury Board, Bethlenfalvy. Calls were also placed to their offices and key staff within the government. 

We also reached out to other unions and groups representing hospital workers in Ontario who were not identified as included for pandemic pay, including OPSEU and the Ontario Association of Medical Radiation Sciences (OAMRS). 

On May 6, 2020, PIPSC launched an Email the Premier campaign. Members were asked to send a personal email to the Premier and key ministers, to demonstrate their concern over being excluded from pandemic pay. Thank you to all of our members who wrote to the Premier in support of this campaign.

Many hospital presidents, CEOs and employer organizations also supported the inclusion of radiation therapists and other hospital workers for pandemic pay:

• Thunder Bay Regional Health Sciences Centre President & CEO, Mr. Jean Bartkowiak, wrote to the Premier asking that all hospital employees, except CEO's, be included in the pandemic pay.
• Windsor Regional Hospital President & CEO, Mr. David Musyj, wrote the Premier and spoke publicly in support of expanding pandemic pay for hospital employees.
• The eight CEOs of the Hamilton Niagara Haldimand Brant Burlington Hospitals issued a public letter asking that pandemic pay be examined on how it "could apply to all hospital employees to provide equitable recognition.”

The Ontario Hospital Association and multiple other health organizations submitted a public letter to the Ontario Premier, copied to the Minister of Health, Treasury Board President and key staff, urging the province to accelerate and expand the implementation of pandemic pay of all non-management frontline staff, “to recognize the critical services provided and the team effort required in fighting COVID-19.”

Despite all of the support for expanding pandemic pay, the pleas to the Ford government have gone unanswered. 

This is beyond disappointing and upsetting for our members who have continued your important work in Ontario’s cancer centres throughout this crisis. You deserve the same recognition as the other professionals in the hospital who have been granted the pay. We plan to pursue this further in the collective bargaining process.

Since mid-March, the PIPSC team has been working hard to advocate on behalf of all members in light of the rapid changes caused by COVID-19. 

In this video, Debi Daviau, PIPSC President, provides an update for members in the federal public service on our advocacy to date. 

She also outlines how PIPSC has adapted to serve members remotely, and provides a brief update about union activities. 

We want to thank our incredible members for the work they’ve been doing on behalf of Canadians under these extraordinary circumstances.

This week, we have witnessed the devastating impact of anti-Black racism.

Too many people and communities in Canada continue to experience racism and injustice. Our Human Rights and Diversity Committee (HRDC) is working to address issues surrounding the Black community within the public service.

PIPSC should be a safe place and a place of inclusion. This can only happen when we individually and collectively take action to disrupt and dismantle the systems that perpetuate racism and oppression.

PIPSC and the Human Rights and Diversity Committee commit to this work and to actively engage in the listening, learning and collaboration necessary to build a better way forward together.

“Black PIPSC members have reached out to me sharing their experiences of racism both at work and in our union. They’ve reacted in shock as I’ve shared my own many years of confronting this same anti-black racism. We have to support each other and know that we are not responsible for this injustice,” said PIPSC Human Rights and Diversity Committee Chair, Jennie Esnard. “We are a caring community and we must remember to reach out and support each other; we must acknowledge that what is happening is not okay; and we must remain committed to speaking out against racism in all its forms.”

We have a strong commitment to equity and inclusion. We acknowledge that we have work to do within our system. We are committed to challenging ourselves to examine privilege and question how we can make changes to eliminate racism from within our system. We are committed to creating a place where everyone has an opportunity to learn and work in spaces of respect and belonging. 

Your union is 100 years old! While it is not the 100th anniversary we imagined, we are seizing the moment to make an impact in local communities.

As soon as it is safe and the pandemic has passed, the Board of Directors will work with constituent bodies to determine where and when at least 100 trees will be planted across Canada to commemorate 100 years of progress.

In order to maximize our impact, you are invited to donate to Nature Conservancy of Canada or Tree Canada, two charities that are leading important initiatives to plant new trees and to protect our biodiversity. Donations to either of these charities can be eligible for a tax receipt.

DONATE TO NATURE CONSERVANCY OF CANADA

The Nature Conservancy of Canada works to protect our country’s most precious natural places. Proudly Canadian, they empower people to safeguard the lands and waters that sustain life.

DONATE TO TREE CANADA

Tree Canada is proudly dedicated to planting and nurturing trees. For 25 years, they’ve engaged communities, governments, corporations and individuals in the pursuit of a greener and healthier living environment for Canadians.

Donate now to make a difference! We’re proud that for our 100th anniversary, we can give back to promote environmental stewardship, which is more important than ever as we attempt to address the climate crisis by reducing our carbon footprint.

The Public Service Health Care Plan (PSHCP) is a voluntary health care plan for federal public service employees and their families. Every five years, this plan is reviewed by the Treasury Board.  Benefits for public service workers are not negotiable under the law, so PIPSC plays an active advisory role during this review bringing forward your suggestions and concerns.

Along with other public service unions, we conducted a member survey in 2018 and held consultations to identify your priorities.

You asked for a plan that:

• promotes health & wellness through evidence-based medical care and plan design
• provides comprehensive coverage to care for members in difficult life situations
• innovates with digital tools, industry partnerships, new technologies and preventative care
• adopts a long term vision of sustainable, efficient, and affordable health care that delivers top value to current members, retired members and the Canadian public.

Our Pension & Benefits Team analyzed your feedback, developments in other big plans as well as trends in the industry. Along with other public service unions, we have identified coverage enhancements like enhanced vision care, access to social workers and psychotherapists and the implementation of direct billing. 

We are presenting our proposal to the employer in the coming months and will keep you informed. 

The PIPSC Board of Directors met on May 14 to discuss and plan for important PIPSC events and activities in light of restrictions on large in-person gatherings due to COVID-19. 

The following decisions have been made regarding in-person events in 2020. 

2020 Annual General Meeting: 

• PIPSC staff are exploring options for a virtual AGM. There will be no reduction in the number of delegates.
• The virtual AGM will be held on December 5. This is one month later than previously scheduled to allow for organizing and later registration of delegates.
• Registration will be open from September 1 to October 16. 
• The first order of business, following the President's speech, will be to deal with legal requirements such as the approval of audited financial statements and the appointment of auditors. 
• Resolutions will be limited to those sponsored by the Board of Directors, the Group Executives, Regional Executives and Retired Members’ Guild. 
• Presentations, other than the President's speech, will be provided electronically in advance of the AGM.

Regional and Steward Councils:

• Regional Councils and Steward Councils have been cancelled in 2020. Regions will implement online steward and member activities, where possible, to replace some elements of Councils. 

Other in-person meetings including Group Annual General Meetings:

• All in-person meetings are suspended until August 31, 2020. 
• In-person meetings with more than 50 people in attendance are suspended until December 31, 2020. Constituency body executives are encouraged to replace these meetings with online equivalents such as Zoom. 
• The Board will meet prior to August 31 to evaluate conditions for hosting in-person meetings and events with fewer than 50 participants for the remainder of 2020. No bookings for such meetings can be made until the Board has issued its instructions. 

We have also discussed the appropriateness of purchasing PIPSC-branded personal protective equipment (PPE) such as masks, hand sanitizer or other COVID-19 paraphernalia as visibility items for members. The President has determined that members wishing to use PIPSC funds to purchase such visibility items will need to submit a business case to the Office of the President (president@pipsc.ca) identifying how such purchases comply with PIPSC policies, how the material would be distributed without putting members or representatives at greater risk for exposure, and how the purchase and distribution of such items will meet the objective of raising PIPSC visibility in the workplace. 

Provincial governments are in the early stages of re-opening businesses and public institutions. 

This week, some students across parts of Quebec are allowed to return to school under new guidelines and restrictions. Our members are understandably worried about sending their children back to these facilities. Many have indicated they will not do so at this time out of concern for the safety for their family and loved ones. They are not alone in their hesitation; when asked if he would send his kids back to school if they were re-opened, Prime Minister Justin Trudeau said he doesn’t know if he would. 

Many members, concerned with the return to school, plan to use authorized leave (Code 699) to continue caring for their children until they are assured that it is safe to let them return to school or daycare.

According to new guidelines, rushed through by the Treasury Board, Code 699 is to be used when medical reasons prevent a child from returning to school or daycare or where school and/or daycare acces is not available. When there is no identifiable risk to the child, it then falls under the uncertain and unfair "manager’s discretion" 

This is unacceptable. 

"Management discretion" is not an appropriate determining factor when the health of Canadians is at stake. Our members should not be forced to make an anxiety-provoking choice between their jobs and their children’s wellbeing simply because their supervisors do not believe there is a health risk in their area. 

President Daviau has written to Nancy Chahwan, the government’s Chief Human Resources Officer, calling on the Treasury Board and separate employers to consult with unions to find a suitable solution that will allow Code 699 to be used by our members until a safe and reasonable path forward is established. 

Our consultation teams are focused on ensuring any denials of Code 699 that put our members or their families at risk are flagged immediately. We are also preparing recommendations on how the employer can continue to use Code 699 for childcare as situations evolve.

As the re-opening of Canada continues, we will share details of the Treasury Board’s return to work plan. Our priority is to ensure the health and safety of our members and their families and loved ones. You should be able to return from work with confidence and avoid undue stress and hardship in making these decisions.

If you are a parent needing support accessing Code 699 our team can support you. Please fill out our COVID-19 help form.

In November 2019, before the terrifying realities of COVID-19 were known, Oxford economist Kate Raworth gave an interview where she explained her model of sustainable and equitable development called “doughnut economics.” Over the course of the interview the conversation briefly shifted to board games to accentuate a point. She remarked “don’t play Monopoly, play Pandemic.” What she meant was, don’t play a game of winners and losers driven by greed that characterizes our current economic system. Instead, play a cooperative game where everyone comes together to solve a dynamic problem for the common good. As governments begin to ease restrictions and Canada tiptoes into the economic recovery phase, we would be wise to heed this advice.

Raworth’s doughnut theory is critical of traditional economic models that use GDP growth as the primary measurement of success. She rejects the notion that growth can go on forever without exceeding earth’s capacity to sustain it. She also asserts that modern societies tolerate unacceptable levels of inequality where too many people fall through the cracks or, to use her imagery, fall into the doughnut hole.

In response, she provides an alternative model that gives more prominence to different indicators. Ones that constrain growth based on the earth’s ecological limits (the outer ring of the doughnut) while also doing a better job of caring for people (keeping them out of the doughnut hole).

Raworth’s model is impressive and credible while remaining accessible. That being said, she’s not the first person to identify these flaws. The harder part is finding the political courage required to implement policies that subordinate growth to different priorities. The status quo is a mighty force with powerful vested interests.

In April, the municipality of Amsterdam officially embraced the doughnut model. The experiment is in its infancy but, for now, Raworth’s theory has been elevated to a higher level of legitimacy. The fact that a cosmopolitan world capital adopted this set of policies is a powerful symbol of how conventional wisdom about responsible public administration is changing. When confronted with a complicated web of problems, now more than ever, citizens want a nuanced and forward-looking response.

Canada, like Amsterdam and every government everywhere, is coping with a unique and unprecedented convergence of problems. On top of COVID-19, its economic fallout and an impending climate crisis, the price of oil has bottomed out and our public infrastructure is crumbling. The scale of response required is comparable to the mobilization efforts of World War II and the Marshall Plan that followed.

In spite of the magnitude of today’s problems, there is also space for optimism. After the war, the large-scale investment, coordination and international cooperation vaulted the global economy from the great depression into an era of shared prosperity. Today, low interest rates and low levels of federal debt mean Canada has the capacity to spend without a practical limit when considering solutions. Looking forward, there is hope but success is not guaranteed. Powerful forces will seek a return to business as usual.

The economic recovery phase is slowly beginning. All levels of government are starting to ease restrictions and chart paths to normalcy. We know governments are going to spend a lot but we don’t know what it will look like. As soon as the public purse strings loosened, a factious and gritty battle of ideas commenced. On one extreme, we have the Monopoly-playing industrialists. They are guided by self-interest and a narrow definition of wellbeing. On the other, a much broader coalition with an ambitious vision for a better world. 

We are living through an unprecedented moment. The impact of public policy decisions made in the next few years will be felt for generations. Let’s not screw it up. Success means protecting people while also acknowledging ecological limitations and accelerating the transition to a sustainable future. There is no single right path but the odds of success improve if the right framework is in place from the beginning. Canada has a lot to learn from doughnut economics.  

Originally posted on National Newswatch on May 6, 2020.