The 105th annual general meeting will take place Friday, November 8 and Saturday, November 9, 2024 at the Sheraton Centre Hotel, Toronto, Ontario.
More information on the AGM and delegate selection process to come.
Published on 29 May 2024
Paul Pilon passed away peacefully on January 14, 2024, at Perley Health Center, Ottawa, at the age of 74. He was the son of the late Edouard Pilon and the late Bibianne Pilon.
He was a member of the Computer Systems (CS) and AFS groups. For many years, Paul served as a Steward and CS (IT) executive member at the Canada Revenue Agency (CRA). He was also an active member of the Ottawa South branch. His favourite leisure pastimes were ocean cruises and practicing at the RA Gun Club.
Paul leaves behind his wife Bonnie Pilon, his two children: Dan (Karen) and Chantal (Brandon), his grandchildren: Asher (Kenzy), Dylan, Jacob, and Declan, his niece Sarah (Andrew), his cousins and many friends.
He was predeceased by his brother Joseph Pilon. The family would like to thank Perley Health Center for the excellent care provided. A Celebration of life is to be held at a later date.
In memory of Paul, donations to the Perley Health Foundation would be appreciated.
Published on 17 May 2024
During the last round of negotiations in the federal public service, PIPSC Groups* secured a $2,500 lump sum payment applicable to all members of the AFS, IT, SP, RE, and NR bargaining units** employed when their agreement was signed. The lump sum was pensionable for members in the AFS, NR and IT Groups, whereas for members in the SP, and RE Groups, the lump sum was non-pensionable.
Several of the PIPSC agency Groups, like the NEB, NRC-RO/RCO, NRC-IS, NRC-LS, NRC-TR, OSFI, and NUREG also negotiated a lump sum payment.
It has come to our attention that this payment has been clawed back for some members who were receiving Employment Insurance benefits when they received the lump sum. This most notably applied to employees who were on parental or maternity leave. It may also apply to members who were on leave without pay due to illness or injury and who were receiving EI sickness benefits.
Misinterpretation of the payment
This clawback occurred for some members because Employment and Social Development Canada interpreted the lump sum payment as additional income when these members were receiving EI benefits. Specifically, the issue lies with the Commission’s categorization of the lump sum payment as a “signing bonus” rather than as a payment for the performance of regular duties and responsibilities for periods when the employee was actively employed, not on leave.
PIPSC maintains that this interpretation is not in line with what was intended or negotiated at its various tables. Indeed, the $2,500 lump sum payment was replicated from across the federal public sector, specifically from the Public Service Alliance of Canada (PSAC) and the Canadian Association of Professional Employees (CAPE), where the language explicitly specifies that recipients are entitled to the lump sum for the performance of regular duties and responsibilities for the period when they were actively working, not while in receipt of EI benefits.
Recently, a member of CAPE successfully challenged the interpretation of the EI Commission to the Social Security Tribunal of Canada. Unfortunately, the Commission has appealed this decision.
The appealed decision of the Social Security Tribunal of Canada found that “the true nature of the employer’s payment… was for services performed before she began maternity leave and claimed Employment Insurance.” It also ruled that “the Canada Employment Insurance Commission incorrectly identified this money as a signing bonus and allocated it to a week during the [member’s] EI claim.”
What to do if you’ve already been impacted by this
If you have been affected by this issue, submitting a Request for Reconsideration of an Employment Insurance (EUI) decision is crucial. In Section 3 of the form, “Reason for Request for Reconsideration,” please use the following information:
The $2,500 one-time lump-sum allowance was not a ratification signing bonus. The $2,500 lump-sum allowance was received by all federal public service employees as part of a global compensation package for the performance of duties, not signing of the collective agreement. Indeed, the payment was for performance of duties before I went on leave and started collecting EI benefits. When money is paid for performance of services, the money should be allocated under s. 36(4) of the EI Regulations to the period before my leave began.
There is a time limit of 30 days to request a reconsideration. However, EI allows extensions under certain circumstances. If it’s already been 30 days since you received this decision, you can request an extension by saying you were gathering information about what the payment was for from your union. If you receive a denial on the reconsideration, you have 30 days to appeal to the Tribunal.
Note for members who have received EI benefits
Some members may not have been notified of this situation yet. If you were receiving EI benefits at the time your collective agreement was ratified or in the months before the lump sum payment was issued, you may still be contacted in the future for repayment.
Review your EI statements, monitor your account, and follow the steps above if you receive the request for repayment.
* The Health Services (SH) Group and Commerce and Purchasing (CP) Group have not reached tentative agreements; bargaining is ongoing.
** RCMP Civilian Members (CM) who are pay-matched to PIPSC bargaining units at IT, SP, RE, or NR have also received a lump sum payment and may be impacted.
Published on 14 May 2024
Update as of 3:30 PM ET on May, 1, 2024: The Treasury Board just released its new Direction on prescribed presence in the workplace, and the rumours are true. It requires employees of the core public administration to work on-site at least 3 days per week by September 9, 2024.
PIPSC will continue to push back against this one-size-fits-all policy that has no evidence to support it, and advocate for what was promised: a hybrid-by-design model that reflects true operational needs and considers employees’ unique circumstances and job requirements.
We will be in touch with members in the coming days to offer specifics about the new policy and how we plan to support those impacted.
Recent rumors have surfaced in the media suggesting that the federal government will increase the mandate to three days in the office per week for federal public service workers.
This comes as a complete surprise as there has been no consultation with PIPSC on this critical issue, nor with other unions, based on media reports. For a government that professes a commitment to collaboration, this move is not only disappointing but deeply concerning.
While there is no official confirmation from the Treasury Board regarding changes to the common hybrid model as outlined in the Direction on Prescribed Presence in the Workplace policy, this would significantly diverge from the government’s stated direction on reducing office footprint and selling 50% of federal buildings.
Moreover, this abrupt shift goes against the "presence with purpose" approach that PIPSC has long been advocating for — where being in the office should be justified by specific operational needs, not blanket mandates.
Our members continue to report challenges they are facing in the enforcement of the current mandate requiring 40% office presence. The government’s own studies from 2020 highlight the poor and inadequate conditions of federal buildings, many of which are still not conducive to productive work.
Many members have expressed concerns about inadequate office space, which often leads to spending office days on virtual calls, negating the purported benefits of physical presence. Forcing more employees back into these environments does not align with operational needs or common sense.
Moreover, this abrupt shift disrupts the lives of our members, many of whom have had to make significant adjustments to their personal and professional lives to comply with previous management directives on presence in the workplace. These decisions not only waste time and resources but also cause unnecessary stress and disruption, diverting attention from the essential services our members provide to Canadians.
In our ongoing efforts, we are actively working to implement the telework agreement achieved in the last round of bargaining. We are establishing joint panels within each department to individually review denied telework requests to ensure these matters are addressed both effectively and fairly.
We urge the government to halt its push towards arbitrary and one-size fits all policy changes and to engage meaningfully with us to develop a rational and flexible telework policy.
We have requested a meeting with Treasury Board President Anita Anand to discuss these critical issues urgently. Public service workers deserve a fair, well-defined approach to hybrid work that considers health, safety, and operational efficiency while delivering the services Canadians rely on.
We stand committed to advocating for a work environment that respects the needs and contributions of all public service professionals.
We appreciate your continued support and engagement as we navigate these challenges together.
Published on 1 May 2024
PIPSC is pleased to announce that a settlement has been reached in a class action involving employees who were required to pay higher transfer amounts because of a change in actuarial assumptions when they transferred from the Ontario Public Service to the Canada Revenue Agency as part of the Ontario Sales Tax Administration Reform Process.
A notice approved by the Court, describing the next steps in the process, is available below. If you are affected by this class action, you should be contacted individually by the Pension Centre with the materials linked below. If you do not receive materials from the Pension Centre by May 15, 2024, and believe that you are a member of this class, please contact pensiontransferclassaction@ravenlaw.com.
Published on 11 April 2024
We have some exciting news that is going to revolutionize the way we run PIPSC elections. In spring 2024, we will be launching a new election platform!
The new platform will modernize the user experience, meaning members will no longer need a ballot key to vote, and election results will be easy to access. We will be testing the platform for a group election this spring, and the entire membership will get the opportunity to use the platform to vote in the upcoming National Election.
Simply by logging in on this new platform, members will be able to see elections they are eligible to vote in, as well as past elections and election results. The platform is also highly secure, requiring 2-factor authentication to protect the integrity of PIPSC elections. And thanks to the platform being cloud-based, members will be able to vote from anywhere in the world.
Another benefit of the new election platform is that members will automatically receive an email through the platform when an election is called. They will also receive reminders when voting is opened or closed, and when election results are available.
To ensure that all members are set up on the new platform before the National Elections in November 2024, we will be onboarding members in waves starting this spring. Members should keep an eye out for an email from the election platform prompting them to log in to the platform, create a password, and set up 2-factor authentication. Then, all they need to do is wait for an email letting them know that voting is open.
Published on 3 April 2024
Following the recent unnecessary loss of life of Gazans trying to access life-saving food aid, PIPSC’s Human Rights and Diversity Committee is reiterating our call for an immediate and permanent ceasefire in Israel and Palestine.
The International Court of Justice recently ordered Israel to prevent genocide. In light of this, PIPSC’s Human Rights and Diversity Committee urges Canada to take a firm stance against arms exports to Israel, to demand the immediate withdrawal of Israeli troops from Rafah City – which was meant to be a safe refuge for civilians – the immediate and unconditional release of all hostages, and full respect of international humanitarian law.
The committee welcomes the announcement that Canada will restore funding to the United Nations Relief and Works Agency for Palestine (UNRWA), but urges Canada to do more.
The committee also wants to acknowledge Canada's recent support of the amended NDP motion on Palestinian statehood. This vote signifies a significant step toward advancing peace and justice in the Middle East.
As we mark this milestone, let us renew our commitment to supporting efforts for a just and sustainable peace, working collaboratively with international partners to forge a brighter future for all affected by this enduring conflict.
Finally, the Committee recognizes the distress that Jewish and Muslim members in particular could be facing in the midst of discussions around this topic. We also encourage affected members to contact their Employee and Family Assistance Program. We are continuing to assess the best ways to support the elimination of anti-Semitism and Islamophobia in the workplace.
Published on 28 March 2024
PIPSC has teamed up with Akendi, a leading User Experience (UX) research and design firm, to gain deeper insights into how our members interact with the PIPSC Website.
As an integral part of the PIPSC community, your opinion matters to us. That’s why we would like you to participate in an important survey that will help shape the design of our new website. Your experiences, challenges, and successes in navigating and using the website are vital to us. This survey aims to ensure that we continue to offer the best possible support to all members, stewards, and visitors of the PIPSC Website.
The survey will take 10-15 minutes of your time to complete, and is accessible through the following link:
Click here to complete the survey
Rest assured that your responses will be confidential and used solely to enhance our services and support. Please complete the survey by April 11 so we can move forward with improving the website as soon as possible.
Your dedication to PIPSC is highly valued, and your prompt response to this survey will play a pivotal role in shaping the future of our organization. If you have any questions or require further assistance, please contact us.
Thank you for your continued commitment to PIPSC!
Published on 6 March 2024
On this International Women’s Day, we’re making space for an honest discussion about women’s mentorship and empowerment.
Join PIPSC President Jennifer Carr, NDP Vice-President Laurie Antonin, and others as we talk about the barriers women face in the workplace and how we can empower each other to overcome them together.
When: Friday, March 8 at 12:00 PM ET
Where: Zoom
Women — especially diverse women — are under-represented at all levels of leadership and in certain sectors of employment. What are unions doing to address this issue, and how successful have our strategies been? Join the discussion as we come together to celebrate the gains we’ve made and our vision for the future of women in the workplace.
If you have any questions, please email us at bettertogether@pipsc.ca.
We look forward to seeing you there!
Published on 27 February 2024
PIPSC condemns the arrest of PSAC Union leader Alex Silas
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Thu, 02/08/2024 - 16:13
The Professional Institute of the Public Service of Canada condemns the overreach of the Ottawa police, following the arrest of Public Service Alliance of Canada regional executive vice-president Alex Silas during a lawful picket line of striking Non-Public Funds (NFP) workers.
“The arrest of Alex Silas is not just an isolated incident; it's a stark reminder of the challenges faced by workers who demand better,” said PIPSC President Jennifer Carr. “No labour leader should face such treatment for standing up for their members' rights.'
The recent arrest of Silas underscores the urgent need for justice and fair treatment of workers. Since January 15, hundreds of NFP workers – providing critical support services to Canadian Forces members, their families, and veterans at Canadian Forces facilities – have been on strike for fair wages, equal pay, and improved job security. The disparity in wages between these workers and their counterparts in the public sector is glaring and unjust.
The workers were engaging in lawful and peaceful strike activity when the arrest occurred.
“These striking workers – mostly women – are among the most precarious and low-paid in the federal public service,” continued Carr. “We stand in solidarity with them and demand accountability from law enforcement for their actions.”
As we continue our fight for fair treatment and respect for all workers, let us remember the power of solidarity. Together, we can hold employers accountable and ensure that every worker is treated with dignity and fairness. We encourage our members to:
- Send a message to the government to table a fair offer for striking NPF workers
- Join and support NPF picket lines near them
- Call Ian Poulter, CEO of Canadian Forces Morale and Welfare Services, and demand that he table a fair offer for striking NPF workers: 613-996-3111