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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. Register Now:
Where: Join us via Zoom If you have any questions, please email payequity@pipsc.ca.
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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
Internal documents obtained by the Public Service Alliance of Canada (PSAC) through access to information requests revealed that the government ignored its own evidence that telework boosts productivity. The government also analyzed trends and flexible work models – before implementing the controversial telework mandate that ignores the benefits of those trends and models. And despite anticipating significant challenges and backlash, the government dismissed these concerns in favour of pushing ahead with its rigid mandate it knew would fail.
The documents confirm what the Professional Institute of the Public Service of Canada (PIPSC) and other unions have been asserting all along - the telework mandate is driven by politics, not productivity.
The government's hypocrisy is stunning. Just two years ago, they were touting telework as a key component of a modern and effective public service. One of their own key takeaways from a pilot project work was that “one size does not fit all”. Now, they have done a complete 180-degree turn – and as the access to information documents reveal – without any logic, data, or justification. It's an embarrassing refusal to adapt to the realities of today's workforce.
If the government was truly concerned about consistency and alignment, they would have consulted with stakeholders and examined the wider range of flexible work models. Instead, they took a lazy and coercive approach that benefits no one and risks eroding trust and productivity.
By forcing employees back to the office for a set number of days, regardless of their job requirements or individual circumstances, the government is making a clear power play. It's a way for management to reassert control and monitor workers, even at the expense of efficiency, morale, and retention.
If the government was genuinely committed to a high-performing, modern public service, they would embrace the proven benefits of flexible telework arrangements. Instead, they're clinging to an outdated, command-and-control mentality that prioritizes presenteeism over results. This rigid approach fails to recognize the diverse needs and constraints of different departments, risking a repeat of past mistakes.
The government's reckless rollout of the return-to-office mandate bears eerie similarities to the Phoenix pay system fiasco. In both cases, they rushed to implement massive changes without proper analysis, consultation, or consideration of the consequences for employees.
And just like with Phoenix, the government is ignoring red flags and expert advice in its single-minded pursuit of their preferred option.
The TBS documents show they anticipated significant challenges and backlash, yet dismissed these concerns - a frighteningly familiar pattern.
The Phoenix debacle taught us that forcing a one-size-fits-all approach across the entire public service is a recipe for disaster. Departments have diverse needs and constraints that can't be ignored. By rigidly mandating RTO policies, the government is repeating the mistakes of the past.
Transparency and meaningful consultation could have prevented much of the damage caused by Phoenix. Yet once again, the government is making sweeping decisions that impact thousands of workers with minimal notice and no real dialogue. Have they learned nothing from previous failures?
It's time for the government to listen to the concerns of public servants and their unions. The RTO mandate must be reconsidered, and a more flexible, evidence-based approach should be adopted. Only then can we build a truly modern and effective public service that benefits both employees and the Canadians they serve.
As the Return to Office (RTO) mandate continues to affect us all, staying informed and engaged is crucial.
On September 12, 2024, we hosted a bilingual webinar answering your questions.
This webinar covers:
Learn more about Return to Workplaces:
For more information on this webinar, please email bettertogether@pipsc.ca.
Reports shared with members on September 19th, 2024.
Members Complaint Final Report
Between the 1950s and 1990s, under the shadow of Cold War anxieties, the Canadian government undertook a systematic campaign against 2SLGBTQIA+ individuals within the federal public service and the Canadian Armed Forces.
These individuals were unjustly targeted and stigmatized as security risks, not for any genuine threat they posed, but purely because of their sexual orientation. The rationale was dangerously flawed—rooted in the prejudiced belief that 2SLGBTQIA+ individuals, by virtue of their identity, had 'character weaknesses' making them susceptible to blackmail.
The effects were devastating: careers ruined, lives shattered, and dignity stripped away. Many were fired, demoted, or forced to resign in secrecy and silence, often without any access to sensitive information.
This purge was not only a betrayal of trust but a clear violation of basic human rights, reflecting a dark period of intolerance and discrimination that was legally and socially sanctioned.
Today, we stand at a similar crossroads, witnessing a resurgence of hate and vitriol directed at the 2SLGBTQIA+ communities not just in Canada, but globally. Our members in these communities are subjected to violence, threats, and discrimination simply for being who they are.
The narrative that being part of the 2SLGBTQIA+ community makes one a lesser part of society is not just hurtful; it's dangerously regressive. It’s a narrative we've heard before, and it's one we cannot allow to take root again. The policies emerging across provinces that discriminate against 2SLGBTQIA+ individuals, coupled with the alarming rise in organized transphobia, echo the injustices of the past.
As public service professionals, we have a duty to combat these regressive attitudes and policies. We must drown out the voices of hate with messages of strength and solidarity, standing firm in our commitment to a workplace and a society that values diversity and champions equity. We cannot stand idly by.
The past has shown us the cost of silence and complicity. Let us ensure that our actions today reflect our commitment to justice and equity for all. Our history, as shameful as parts of it are, provides us with the knowledge needed to prevent a repetition of those injustices. Let us learn from it, not relive it.
Previously, we reached out regarding the Board’s decision to place President Carr on leave. We recognize the significance of this decision and are writing to update you on recent developments with the action Ms. Carr brought challenging this decision.
On August 8, 2024, the Ontario Superior Court ruled on the process used to place Ms. Carr on administrative leave with pay. The Court determined that the Institute did not follow the appropriate process. The Court did not consider the validity of the complaints and investigations concerning Ms. Carr, as that issue was not before the court.
We respect the court’s decision and continue to take the integrity of the complaints processes very seriously. To protect the confidentiality of these complaints, the Board has refrained from responding to public comments made by others about the complaints.
The Board has received the first third-party Investigation Report into Ms. Carr’s conduct and is evaluating what recommendations, if any, should be made to the membership. Three other third-party investigations into other complaints are also underway, which we hope will be finalized imminently to bring all of these issues to a conclusion.
The Board is also evaluating a recently completed PIPSC Finance Committee review of Ms. Carr’s 2022 and 2023 expenses to ensure they are appropriate. The Finance Committee review has been completed in accordance with our bylaws and policies.
We will share additional information regarding these investigations while respecting the integrity and confidentiality of those that remain ongoing. Our priority as a Board is to ensure we continue to serve the best interests of the Institute and you, our members.
Thank you for your time and attention to this important issue for the Institute.
PIPSC is pleased to announce that the Ontario Superior Court has approved the settlement agreement reached in the class action involving employees who were required to pay higher pension 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.
More information and links to download the settlement agreement and the Court’s order are available here: https://ravenlaw.com/ostar-class-action/.
The Court-ordered notice materials can be downloaded here https://ravenlaw.com/wp-content/uploads/2024/07/Phase-II-Notice-Materials.pdf.
The Professional Institute of the Public Service of Canada (PIPSC) is proud to announce a sweeping victory in a precedent-setting policy grievance case against the Canadian Food Inspection Agency (CFIA). The Federal Public Sector Labour Relations and Employment Board has ruled in favour of PIPSC, affirming the rights of members to file classification grievances for their former positions.
The decision, issued on May 23, 2024, by Adjudicator Christopher Rootham, reinforces the rights of former incumbents to have meaningful access to the classification grievance process. CFIA's current classification policy cancels classification grievances when the related job description is changed; however, unlike at the Treasury Board, the CFIA would not allow affected employees to regrieve if they had retired, quit, or changed jobs. In a word, their policy granted them the power to wait out grievors in order to strip them of any recourse. Adjudicator Rootham found this to be an unreasonable exercise of management rights and in violation of members' rights under the collective agreement and law.
While this decision does not automatically strike down CFIA's classification policy, we do expect that the Agency will adjust its policy to avoid future complaints in similar circumstances. This decision also establishes compelling arguments against such practices elsewhere in the public service.
PIPSC has been the leader in advancing the rights of public service workers when it comes to classification. While some public service employers have tried to exploit rules and procedures to pit former incumbents against current incumbents or one group of workers against others, PIPSC has stood up to defend equal classification and pay for everyone who did the job.
CFIA Group president Ayman Soryal applauded the decision: “I thank all of our PIPSC members for their patience as it took so long to reach the decision. At this point, the Agency needs to play by the rule - the courts have agreed."
The Agency is required to contact affected grievors in certain VM (Veterinarian) job descriptions currently subject to a classification grievance. PIPSC staff are in communication with agency staff to develop an implementation strategy.
The text of the decision will be published by the Board in the coming weeks.
Questions may be directed to compensation@pipsc.ca.