The Professional Institute of the Public Service of Canada
The Professional Institute of the Public Service of Canada
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You are making Canadians proud. And it is not going unnoticed.

You are providing critical IT, healthcare, procurement, working on the front line to deliver more supplies and services, developing a vaccine, approving medical devices, ensuring the food chain stays up and volunteering to do other critical tasks!

"In this time of crisis, Canadians are witnessing the extraordinary value of our public servants, many of whom are PIPSC members. You’ve not only reassured Canadians, you’ve given us confidence and hope that together we can overcome the pandemic. While working from home or from virtually abandoned offices, you’ve not only kept the services going, you’ve volunteered to help repatriate Canadians, built an income relief program from scratch, and financially secured Canadians who saw their incomes disappear in a matter of days. Canada has, bar none, the best public service in the world. Thank you for your outstanding efforts."

Greg Fergus, MP Hull-Aylmer

This week we specifically celebrate our members involved in the Canada Emergency Relief Benefit (CERB).

Members at CRA and SSC have been working around the clock to build the system and update their processes to handle the Canada Emergency Response Benefit (CERB).

Thousands of our members volunteered as call center agents to assist CERB applicants without hesitation. They all came together and delivered what Canadians needed when they needed it. In one day alone, 788,510 people successfully applied for the CERB, processing an estimated 1,000 applications per second. The rapid delivery of the CERB was a complete in-house operation – public servants stepping up to take care of everyone in Canada.

Our AFS members completed a project that was estimated to take 9 months in 2 weeks – tested and implemented!

As we know, the government needs in-house experts. Not higher cost, lower quality outsourced services.

Your contributions have been recognized by the Canadian Government, the Canadian Labour Congress and the Canadian people, who are truly grateful and deeply impressed. Thank you to all of our dedicated and hardworking members who continue to deliver critical government services. 

Published on 9 April 2020

Every day, PIPSC members like you work to protect Canadians, keep them safe and perform critical services.

During these unprecedented times, we rely on our public service professionals more than ever. From nurses to agricultural workers, IT professionals to scientists, we thank you for the work you do.

Recognize a fellow PIPSC member or share your own story about how we are working hard for Canadians during the COVID-19 crisis.

We will collect these stories to share on social media. Let’s celebrate the amazing work you do.

If you are a PIPSC member with a story to share about your work or the work of another PIPSC member, please let us know by submitting the form below.

Published on 9 April 2020

Below is the decision from the PIPSC Board of Directors regarding postponed, cancelled or virtual activities.

Category Event Status
National    
  Board of Directors/Executive Committee To be held virtually
  Board committees To be held virtually
  Advisory Council To be held virtually
  Working Group on consultation To be held virtually
  Separate Employers Group To be held virtually
  Strategic Bargaining To be held virtually
  Bargaining To be held virtually

 

 Events funded by Better Together Cancelled
Regional    
  Regional Executive Meeting To be held virtually
  Training committee / other regional committee meetings To be held virtually
  Regional Councils 2020 Cancelled
  Basic Steward Training May be held virtually
  Labour School Cancelled
  Branch Executive Meetings To be held virtually
  Branch AGM Rescheduled
  Lunch & Learns Cancelled
Group    
  Group Executive Meetings To be held virtually
  Group AGM May be held virtually
  Sub-Group Executive Meetings To be held virtually
  Sub-Group AGM Rescheduled
  Member events/meetings Cancelled
Consultation Teams    
  Labour Management Consultation Meetings To be held virtually
  Consultation Team Meetings To be held virtually
  Member Events/Meetings Cancelled
  Consultation Symposium Cancelled

 

Published on 7 April 2020

Working on the front lines in Ontario’s hospitals during the COVID-19 pandemic response? Understand your rights and responsibilities in situations that may arise. Ontario’s Occupational Health & Safety Act (OHSA) requires employers to:

  • keep a safe and well-maintained workplace
  • take all reasonable precautions to protect workers from illness and/or injury
  • provide information about the hazards in the workplace, proper safety equipment, training, and competent supervision

As workers, you have a corresponding duty to work safely and not take risks, report hazards, and use equipment and protective devices properly where required.

Can the hospital reassign me to other duties?

Yes, the hospital can temporarily reassign staff to temporary duties to achieve the purposes of the hospital’s redeployment plan, provided you are adequately trained or educated as needed to perform the reassignment duties.

This is a temporary authority specific to the pandemic, as announced in the Ministry of Health’s “Extraordinary Steps to Ensure Health Care Resources are Available to Contain COVID-19.”

This temporary order provides hospitals with the ability to cancel and postpone services to free up space and valuable staff, identify staffing priorities, and develop, modify and implement redeployment plans.

In addition to redeployment and reassignment, hospitals may also change the scheduling of work or shift assignments, defer or cancel vacations, absences or other leaves, and employ extra part-time or temporary staff or contractors, or use volunteers, including for the purpose of performing bargaining unit work. When utilized by hospitals during this temporary period, these redeployment plans temporarily supersede the provisions of a collective agreement, including grievance, notice and layoff rights.

Can I refuse the redeployment or reassignment?

No. If you have concerns about the nature of the reassignment, such as your training or education to perform the required work, you should immediately express these concerns to your manager.

If you feel your health and safety or that of a colleague or patient is jeopardized by a task or assignment that you are being asked to perform, please contact your steward immediately.

For questions about your rights and responsibilities in the workplace, please fill out the COVID-19 help form to reach our Labour Relations team.

Can I refuse unsafe work, such as being asked to work in close proximity to a patient without being provided personal protective equipment?

Workers in Ontario have the right to refuse unsafe work when the worker has reason to believe the condition of the workplace is likely to endanger the worker or another worker. As hospital employees, the right to refuse unsafe work does not apply if:

  • the circumstance is inherent in the worker’s work or is a normal condition of the worker’s employment
  • the worker’s refusal to work would directly endanger the life, health or safety of another person

For example, an experienced Radiation Technologist could not, in the course of regular work, refuse to treat a patient using a well-functioning machine or device to which you have been assigned and are qualified and trained to use. However, the technologist could refuse to treat a patient with the machine where proper protective clothing and safety equipment are not available. Dealing with radiation is “inherent in the technician’s work” in a healthcare facility, but doing so without proper protective clothing or equipment, where such exists, is not “inherent.”  

During SARS, an Ontario Nurses’ Association member exercised her right to refuse unsafe work when the employer requested she care for a SARS patient without being fitted with the required N95 respirator. The Ministry of Labour upheld her work refusal and ordered that this worker not be required to care for a SARS patient until she was properly fit tested with an N95 respirator. The Ministry of Labour ordered the employer to develop a plan to immediately fit-test all its workers.  

Can I choose not to wear personal protective equipment that has been issued to me?

No, not if the personal protective equipment is required to work safely without risk of injury or illness. A worker who refuses to work safely may be subject to discipline and/or sent home. Refusal to wear personal protective equipment may also be a determining factor in a claim for WSIB benefits (see below).

We encourage all members to work safely, report risks and hazards, and wear required personal protective equipment to protect yourself, your co-workers and your loved ones.

If I am exposed to COVID-19 at work, what should I do?

Any hospital employee who believes they have been exposed to COVID-19 while at work should immediately report the exposure to their supervisor or manager, and take immediate steps to contain the risk to prevent others from being exposed.

Any worker who contracts COVID-19 arising out of and in the course of your employment should file a workplace injury report. If you are unsure how to proceed in this case, please contact us.

Am I entitled to be paid for scheduled shifts if I am sent home due to a workplace exposure?

You should not lose wages or benefits as a result of being required to self-isolate due to a possible workplace exposure. Arrangements are being made with employers to ensure that pay is continued in such circumstances. If you are unsure how to proceed in this case, please contact us.

Am I entitled to WSIB Benefits if I contract COVID-19 due to a workplace exposure?

A worker is entitled to WSIB benefits for COVID-19 arising out of and in the course of the worker’s employment.  

In assessing a claim for WSIB benefits, the WSIB will consider a number of factors to establish that the worker’s employment duties or requirements were a significant contributing factor in the worker contracting COVID-19. WSIB will consider information gathered during the assessment, including information about the work environment, work processes, job tasks, and use of personal protective equipment.

For guidance on how to proceed with a claim, please contact us.

WSIB coverage is not provided for workers who are symptom-free even when quarantined or sent home on a precautionary basis. However, should a symptom-free worker develop symptoms or illness while in quarantine, they may be eligible for WSIB benefits.

Published on 3 April 2020

On March 27, Premier Jason Kenney suggested that federal public servants were refusing to go to work after a case of COVID-19 was linked to a meat processing facility in Drumheller, Alberta.

Premier Kenney was quoted saying:

“We’re seeing a huge increase in demand for those products and we can’t have the CFIA essentially impairing our entire livestock industry by people refusing to go on the job... For heaven’s sake, we have millions of Canadians who are losing their jobs right now who need government benefits,” he said. “I would ask folks across the broader public sector to realize in a way they’re fortunate that they continue to get a paycheque when many in the private sector are being laid off by the millions right now.”

President Debi Daviau sent a letter to Premier Kenney making it clear that we support our members at the CFIA and our members in Alberta. They are working through extremely difficult circumstances to make sure that people in Canada can access the public services they rely on. Our members have and always will put the safety of Canadians first.

In reality, in the case in question, workers were prevented from entering the Harmony Beef facility by CFIA managers – unionized workers did not unilaterally decide to walk off the job, as was suggested.

In the letter, President Daviau further underlined that our members, and those of our CFIA colleagues represented by the Agriculture Union, will remain at their posts and continue to perform their critical work despite the threat posed by COVID-19. She reminded the Premier that it is paramount that their work environment is deemed safe by public health authorities.

President Daviau called on the Premier to "cease from making offensive and inaccurate statements. Our members and all employees at the CFIA are first-line defenders of our citizens’ health and well-being. They are needed by all Canadians and they are committed to getting the job done."

We are currently facing a tragic global pandemic, this is not the time for petty attacks on public servants. PIPSC is committed to working with all employers to get through this crisis effectively and expects the same in return.

Read President Debi Daviau's letter to Premier Kenney.

Published on 31 March 2020

The PIPSC Board of Directors met on March 27, 2020, to review and further assess how we can do our part to adhere to government and health agencies’ COVID-19 recommendations and restrictions. 

PIPSC in-person union activities are postponed until June 30, 2020. The Board of Directors will re-assess this decision no later than June 12, 2020. 

Some activities will be moved online. Unfortunately, some trainings have been cancelled. Any travel arrangements that have been made by PIPSC will be cancelled directly by our team. 

In these unprecedented circumstances, the Board of Directors has suspended all associated by-law due dates or requirements of constituent bodies that may be impacted by the postponement of events. Further details will be shared directly with constituent body executives in the coming days.

During this stressful time, we want to thank PIPSC members for their cooperation. Our team will work with constituent bodies to make alternative arrangements.

Published on 27 March 2020

As front-line professionals delivering critical health care in our province, we want to recognize the demanding and stressful time that our members, their colleagues, families and loved ones face.

PIPSC President Debi Daviau, on behalf of all PIPSC members, joins all Canadians in expressing appreciation to our members in health services for their dedication and commitment in responding to this crisis.

We are working hard to respond to the concerns identified by the following ON Groups:

  • Sunnybrook Mechanical and Electronic Technologists (SUN-MET)
  • Sunnybrook Radiation Therapists (SUN-RT)
  • Radiation Therapists - Juravinski Cancer Centre (JCC)
  • Radiation Therapist - Thunder Bay Regional (TBH-RT)
  • Windsor Radiation Therapists (WRH-RT)

On March 21, 2020, the Ontario Ministry of Health announced it was implementing “Extraordinary Steps to Ensure Health Care Resources are Available to Contain COVID-19.” This temporary order provides hospitals with the ability to cancel and postpone services to free-up space and valuable staff, identify staffing priorities, and develop, modify and implement redeployment plans.

Under this temporary order, hospitals including Hamilton Health Sciences, Niagara Health, Sunnybrook Health Sciences, Thunder Bay Regional Health Sciences Centre, Windsor Regional Hospital, will be able to respond to, prevent and alleviate an outbreak of COVID-19 by carrying out measures such as:

  1. Redeploying staff within different locations in (or between) facilities of the hospital;
  2. Redeploying staff to work in COVID-19 assessment centres;
  3. Changing the assignment of work, including assigning non-bargaining unit employees or contractors to perform bargaining unit work;
  4. Changing the scheduling of work or shift assignments;
  5. Deferring or cancelling vacations, absences or other leaves, regardless of whether such vacations, absences or leaves are established by statute, regulation, agreement or otherwise;
  6. Employing extra part-time or temporary staff or contractors, including for the purpose of performing bargaining unit work;
  7. Using volunteers to perform work, including to perform bargaining work;
  8. And providing appropriate training or education as needed to staff and volunteers to achieve the purposes of a redeployment plan.

When utilized by hospitals, these redeployment plans temporarily supersede the provisions of a collective agreement. This could include lay-offs, seniority/service or bumping provisions, allowing for the redeployment of staff to address the containment of COVID-19 without restriction or delay.

This time-limited order is valid for 14 days unless revoked or renewed in accordance with the Emergency Management and Civil Protection Act.

These exceptional and unprecedented measures are concerning for our members.

President Daviau has written to the Presidents of Hamilton Health Sciences, Niagara Health, Sunnybrook Health Sciences, Thunder Bay Regional Health Sciences Centre and Windsor Regional Hospital to express our commitment to collaborate and ensure the response to the crisis is effective and all risks for patients and staff are minimized to the greatest extent possible.

In return, we asked for the hospital’s commitment to consult and collaborate with our representatives to draw upon their experience and knowledge to ensure the most effective, sustainable and safe response.

The success of this crisis response ultimately relies upon the capacity of the workforce to maintain services under stressful circumstances for an extended period.

The health and safety of hospital employees must be maintained. This includes:

  1. Where redeployment is considered necessary, ensuring employees are adequately equipped, trained and qualified to perform the required work;
  2. Should reassignment or rescheduling be considered necessary, ensuring adequate notice to allow employees to manage family responsibilities, including childcare, elder care and sufficient rest periods;
  3. Ensuring that work from home arrangements for employees not required on-site are utilized and supported to the fullest extent possible;
  4. Providing paid leave to employees forced to stay home due to sickness, quarantine or family care in those situations where alternate care cannot be arranged; and
  5. Ensure Personal Protective Equipment is deployed when appropriate, without exception.

PIPSC staff are taking immediate steps to address these items further with the hospital and your group representatives.

If you feel your health and safety or that of a patient or colleague is jeopardized by a task or assignment that you are being asked to perform, please contact your steward immediately.

For questions about your rights and responsibilities in the workplace, please fill out the COVID-19 Help Form to reach our Labour Relations team.

PIPSC stands behind our members in ensuring they have the support to fulfill their professional responsibilities.

Published on 26 March 2020

The Treasury Board has responded to our request for a clear definition of “critical work”. 

“A critical service is one that, if disrupted, would result in a high or very high degree of injury to the health, safety, security or economic well-being of Canadians, or to the effective functioning of the Government of Canada.”

All departments are required by the Treasury Board to identify their respective critical services and related supporting resources. If a department’s current list of critical services is not up to date, the Treasury Board has requested that it be revised to identify redundancy for the highest demand jobs, to account for possible absences or to prevent burnout of staff should the situation persist.

“Essential service” refers to the positions that must continue to provide service during strike activity. This does not relate to our current crises.

At this time, all non-critical public servants should be working from home as an urgent action to slow the spread of COVID-19. The Treasury Board will reassess this directive on April 10, 2020.

In cases where working remotely is not at all possible, non-critical employees will be eligible for “other leave with pay” (code 699).

If you are being required to work from your workplace and you do not believe your work is officially deemed critical please contact us now.

For more information on COVID-19 for PIPSC members visit our FAQs.

Published on 23 March 2020

General COVID-19 FAQs

What are the employer's responsibilities and my rights in the workplace?

It is the duty of the employer to take all the necessary precautions to make the workplace a safe environment. The employer must provide employees with the necessary information, training, and supervision to perform their job safely.

All employees in Canada have the right to

  • know about health and safety matters
  • participate in decisions that could affect their health and safety
  • refuse work that could affect their health and safety and that of others

For more information, visit the Canadian Centre for Occupational Health & Safety website.

If I am a worker exposed to COVID-19 at work, what should I do?

Our members maintaining critical services are making great efforts to protect Canadians. We are proud of them. Any critical worker who contracts COVID-19 in the workplace should contact their health and safety committee to file a workplace injury report. If you are unsure how to proceed in this case please contact us.

Have there been changes to my health plan?

Many health insurance plans are making temporary changes to their policies to allow for greater flexibility during the COVID-19 pandemic. Note that these temporary changes are in effect until further notice.

PIPSC members should visit the website of their insurer for information on any changes to coverage.

You can find more information about your health plan on your group page.

Can I access my Employee and Family Assistance Program (EFAP) for counselling support?

Most PIPSC members with federal, provincial or private employers have access to an Employee and Family Assistance Program (EFAP). Your EFAP provides counselling, referral services and sometimes other specialized support. All services are confidential and free. 

It’s okay to not be okay. We are all facing this challenge together and the EFAP is one more tool to support you. We encourage you to use it – learn more about your specific EFAP now.

Core Public Administration

Information for Government of Canada employees: Coronavirus disease (COVID-19)

Should I be working from home?

Government of Canada employees should abide by the instructions provided by their local health authorities. 

Only in the case that you are deemed critical should you be required to report to your worksite. Federal organizations must determine what to do in cases where telework is not possible, such as:

  • critical services requiring on-site presence
  • security limitations
  • other operational imperatives where there are no alternatives

If you are being instructed to return to the worksite but are not performing a critical service please contact us.

Which federal government services are “critical”?

The Treasury Board has responded to our request for a clear definition of “critical” services. 

“A critical service is one that, if disrupted, would result in a high or very high degree of injury to the health, safety, security or economic well-being of Canadians, or to the effective functioning of the Government of Canada.”

If you are deemed critical you may be asked to go to a worksite at this time. Telework should be arranged if possible in all cases.

Learn more here.

Can I refuse to work because my workplace is unsafe?

Like all workers, you have the right to refuse dangerous work. The nature of the pandemic is different across regions and workplaces, so the risk varies and some members provide critical services. Each case must be assessed individually, please contact us now for assistance with this evaluation.

I am a critical worker in the workplace, if I develop COVID-19 can I make a workers' compensation claim?

Depending on your province you may be entitled to compensation. If you are a critical worker and you are experiencing COVID-19 symptoms or have received that diagnosis, you should immediately:

Your diagnosis can be related to your work duties, especially if you work in health care. Our employment relations officers can provide guidance on what to expect from the workers’ compensation claim process.

If I am injured while working at home, can I make a workers’ compensation claim?

Yes. Workers' compensation coverage includes anywhere you are doing your work, even your home. If you are working from home and you experience an injury due to a hazard in your environment, during the course of your workday, you should immediately advise your supervisor in writing and indicate that you have a workplace injury.

If the injury occurs outside of work hours and unrelated to your duties, it would not normally be covered. When you notify your employer, it is important to include the time of the accident, location in your home and what you were doing when the injury occurred.

Your employer has a responsibility to complete the appropriate documentation and you should complete the provincial workers' compensation injured worker form. In our experience, the federal government practice is to delegate claims management to the provincial boards. Employees of the federal government are subject to the Government Employee’s Compensation Act (GECA), unless the employer assigns the authority to administer a workers' compensation claim to the provincial board. Please contact our EROs if you have difficulties navigating this process.

After exploring alternative leave provisions, am I able to use Code 699 “Other Leave With Pay”?

According to the employer, Code 699 “Other Leave with Pay” will only be available under exceptional circumstances and for temporary usage, after the following conditions have been examined:

  • the employee would otherwise be available for work
  • options have been explored for
    • Flexible work hours
    • remote or alternate work
    • paid leave, available through collective agreements

Managers need to examine individual requests relating to Code 699 on a case-by-case basis. For more information about leave provisions available, please visit the employer’s Covid-19 information page.

If I have COVID-19 and I am too sick to work, should I use sick leave or Code 699 “Other Leave With Pay”?

If you contract COVID-19 you should use your sick leave to isolate and recover. According to the employer, Code 699 is not a replacement for sick leave.

What should I do if my manager denies my request for Code 699 “Other Leave With Pay”?

If your request for Code 699 is denied it may need to be reviewed. Please contact us and provide us with the details of your case.

If I am suffering from symptoms of “long COVID” what kind of leave can I access?

We encourage members to first speak with their managers about what accommodations or leave may be used for each individual case.

Those who are suffering from symptoms of long COVID may have difficulty meeting the current requirements for the Public Service Disability Program if they do not have proof of a positive COVID test. In many regions, both PCR and rapid tests may be hard to access.

We are working with the National Joint Committee to ensure that applications for disability benefits for symptoms of long COVID will be carefully assessed by the provider.

If you are suffering from long COVID and having issues accessing the Public Service Disability Program or being denied accommodations from your manager, please fill out our COVID-19 help form.

What should I do if I have COVID-19 but I have exhausted my sick leave bank for the year?

In the unfortunate event that you have exhausted your sick leave you may, at the discretion of the employer, be granted an advance on your sick leave from the following calendar year.

Have there been changes to my dental plan?

The Public Service Dental Care Plan (PSDCP) and the Pensioners’ Dental Services Plan have temporarily extended coverage for eligible dependents aging out of the plan. To lessen the impact of COVID-19 restrictions on dental care, the eligible dependents of plan members will, in most circumstances, remain covered for certain treatment one year after the day in which non-emergency dental coverage is restored. Please see this website for more information.

I had to buy some office supplies to be able to work from home, am I entitled to reimbursement for these expenses

Employees should always seek prior approval before purchasing equipment for work.

The Treasury Board has directed departments to only reimburse equipment expenses that have been pre-approved by the appropriate manager. You must also provide receipts for the expense.

Additionally, for the 2021 and 2022 tax years, employees working from home due to the COVID-19 pandemic may be able to claim up to a maximum of $500 in home office expenses.

Other Federal Agencies FAQs

How should I proceed with requesting sick leave if myself or a family member has been impacted by COVID-19? Is there special bank time I should be using?

Currently, you should make this request directly to your supervisor as you would any other request for leave. 

Please contact us if you require support to manage sick-leave provisions or absence from the workplace.

How should I make a request for work from home accommodations?

All employees should abide by the instructions provided by their local health authorities. If your local health authority is advising that people should work from home wherever possible and your work can be conducted remotely, you should make a request with your supervisor. 

Should you require support please contact us.

Union Activities FAQs

Are union activities taking place?

The wellness of our membership is paramount. PIPSC activities and meetings will continue in accordance with local health authority guidelines. 

Meeting organizers will keep you informed about updated logistics of activities and meetings.

Is PIPSC requiring proof of vaccination for union meetings?

Proof of vaccination against COVID-19 is not required for union meetings.

However, if you are attending an in-person union event, you are required to be in accordance with all local health guidelines and the event venue’s guidelines. This may include vaccination.

Is my grievance or arbitration still moving forward in light of the pandemic?

Yes, your grievance or arbitration will still move forward. We will notify you if the process is delayed. In-person meetings at the Federal Public Sector Labour Relations and Employment Board (FPSLREB) have been postponed. Those affected will be notified. 

Published on 18 March 2020

The Government of Canada has announced an official global travel advisory: avoid non-essential travel outside Canada until further notice. This impacts your travel insurance coverage.

Travel benefits may be void if you decide to leave the country after these advisories have been announced.

The federal government has recommended Canadians currently outside of Canada to return as soon as possible and requires returning travelers to self-isolate for fourteen days. Government loans are available to pay for return travel arrangements. It is your responsibility to protect the health of your community. If you are not able to safely return to Canada, the government is urging Canadians to minimize contact with other people.

Most PIPSC members are covered by the Public Service Health Care Plan (PSHCP) or another private healthcare plan. These plans generally offer emergency travel benefits including out-of-country emergency healthcare and travel assistance. For travellers currently unable to return to Canada, the travel insurance has been extended. If you are:

  • currently unable to return to Canada
  • covered by PSHCP
  • departed Canada between January 18 and March 16

Your PSHCP travel insurance is extended until further notice.  If you cannot safety return to Canada and you departed between January 18 and March 16, you will remain covered. 

Many credit card providers also offer emergency travel medical coverage, trip cancellation, and trip delay insurance when the trip is purchased with the credit card. These benefits may cover the cost of returning to Canada in the event of a travel advisory. More information on these benefits can be found by contacting your credit card provider or by checking their website. The PSHCP and most private healthcare plans do not offer this coverage.

Carriers of the virus may never have any symptoms, but may still be a danger to others. Members returning to Canada from overseas, including the United States of America, should self-quarantine for fourteen days. This is critical to preventing the spread of the virus and protecting our healthcare system.

For more information on COVID-19 for PIPSC members visit our FAQs.
 

Published on 18 March 2020