Almost all PIPSC Members are entitled to disability benefits through their workplace disability plan.  More information on your specific plan can be found here.

Members should proactively communicate with their doctor, employer, and benefits provider to ensure benefits are not denied due to late filing.  It is important to respect the deadline to file, which is generally within a few weeks of, in the opinion of your doctor, you becoming unable to work due to your health.

Members are urged to keep their employer and benefits provider informed of their intention to file a claim -  even when paperwork is still coming together.

Members with a denied claim or who are unable to obtain information from their employer can contact pensionsbenefits@pipsc.ca for support.

The National Joint Council bargaining agents have concluded discussions with the Treasury Board regarding the long-awaited review of its public service dental care plan. While we welcome the upcoming changes set to take effect on January 1st, 2025 and thank the Treasury Board for their receptiveness to bring in some major improvement, we are disappointed to see they continue to treat this plan as an afterthought and imposed a plan without the sign off of Bargaining Agents.

The revised dental care plan does include several enhancements that will benefit public service employees and their families. These changes are the result of sustained advocacy led by PIPSC with our partners from other federal unions.  The major changes speak to the importance of union representation in ensuring fair and meaningful improvements for our members. We are encouraged by these developments and recognize the positive impact they will have on dental care access and affordability for public servants, but disappointed in how the process was managed.

It is incredibly disheartening to see the Treasury Board’s continued reluctance to treat the NJC plan as a priority. Despite the value and significance of this plan to thousands of public service workers, it remains evident that the Treasury Board regards the NJC dental care plan as a secondary matter to the PSAC plan - a plan negotiated through collective bargaining rather than consultation. This second-tier status undermines the importance of a benefits program that is fundamental to employee well-being and morale.

As we move forward, PIPSC and the NJC will continue to monitor the implementation of the new plan and hold the Treasury Board accountable for its responsibilities to public service employees. 

While we celebrate the improvements secured through our efforts, we remain steadfast in our commitment to advocating for fair and comprehensive benefits for all public service workers, and equal treatment of benefit plans.

Despite high-profile scandals involving for-profit prisons, unsafe long-term care facilities, renovictions at Starlight Investments in Toronto, tax avoidance, and an overly close relationship with the oil and gas industry, PSP Investments—tasked with managing the pension fund of most of our members—maintains a nonchalant attitude toward responsible investing. At recent public and union-stakeholder meetings, PSP officials dodged pointed questions and criticism regarding their shocking record on Environmental, Social, and Governance (ESG) issues.

Unlike most other pension plans this size, PSP lags in integrating ESG principles into its investment strategies. While they have acknowledged the relevance of climate risks on investment profits, they remain largely focused on reporting, not taking action—a stance that most large plans evolved from over a decade ago. This failure to integrate responsible investing not only endangers future returns but also deepens the climate and affordability crisis. PSP is also conspicuously silent on other critical aspects of ESG including equity initiatives, tax fairness, indigenous rights, union-busting, and evidence-based public policy.

This is not rocket science. Other major pension fund investors, such as Quebec’s Deposit and Investment Fund (CDQP) and Ontario’s University Pension Plan, have proven that meaningful ESG investing is both feasible and financially viable. PIPSC is calling on PSP Investments to take immediate steps to align its investment strategy with the values of the public service workers for which it is supposed to work. This means creating a genuine path to carbon reduction, adopting investment exclusions based on common-sense ethical standards, and signing onto global investment commitments respecting human, social, and worker rights.

PSP Investments operates as an arm’s length Crown corporation, tasked with managing member and employer contributions to the Public Service Pension Plan, the defined benefit pension plan covering most PIPSC members in the Core Public Administration and at separate employers.

The Professional Institute of the Public Service of Canada (PIPSC) strongly opposes the government's decision to transfer $1.9 billion which exceeds the allowable surplus from the Public Service Pension Plan (PSPP) to its general revenue, a move that ignores workers' equal contributions to the plan at a time when many face layoff notices.

"This isn’t just free money plucked from Santa’s sleigh. This is our members' money, their deferred salaries," said Jennifer Carr, President of PIPSC. “Federal workers contribute 50% of the money that goes into the pension fund, yet are receiving 0% of this added surplus.”

The actuarial report tabled by Treasury Board President Anita Anand on November 25 confirms the strength of the pension plan, showing exceptional investment returns of 18.4% in 2021 and 10.9% in 2022. These returns, combined with our members' contributions, helped build this surplus.

"Imagine a bank telling a Canadian that, even though their investments did exceptionally well, the bank is going to take the profits,” continued Carr. “It sounds almost criminal.”

PIPSC has consistently advocated for better ways to manage this surplus that would benefit both the government and members. A contribution holiday for both employer and employees would provide immediate relief. Targeted improvements to the pension plan would ensure long-term sustainability and demonstrate genuine respect for public service workers' contributions to Canada.

Instead, the government instead wants to use workers' contributions to pay for its poor decisions–like wasteful outsourcing and the billion dollar Phoenix boondoggle. This should concern not just the workforce, but the public.

"While the government talks about stakeholder consultation, it made this decision unilaterally – again," added Jennifer Carr. "In a pension plan where employees and employers contribute equally, employees should equally be considered in the decision making."

PIPSC is calling on the government to pause this transfer and engage in meaningful consultation with unions. Any solution must reflect employees' 50% contribution to the plan.

“If our members' pension contributions can help solve the government's fiscal challenges, those same funds should be used to protect their jobs,” said Jennifer Carr. "‘A well-managed and sustainable fund’ should mean fair treatment of contributors, not just financial metrics.”

The Professional Institute of the Public Service of Canada represents over 75,000 public service professionals across Canada, including scientists and researchers, engineers, and health care workers. Follow us on Facebook, on X (formerly known as Twitter) and on Instagram.                                                          

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Prepare for the New Dental Contract

Starting November 1, 2024, both the Public Service Dental Care Plan (PSDCP) and the Pensioners' Dental Plan will transition to a new contract - both with Canada Life.  These plans cover most eligible PIPSC members in the Core Public Administration and at Separate Agencies, as well as eligible retirees from these employers.  This is an administrative change that does not affect coverage. To ensure the plan administrator's records are up-to-date, all covered members must complete positive enrollment. This step is essential to ensure the plan administrator has accurate and current information on file.

How to Maintain Coverage (PSDCP)

Online Account Holders: If you already have an online account, visit Canada Life’s PSDCP Member Services website to update your contact information, including your mailing address.

No Online Account?: If you don’t have an online account, you can call Canada Life’s PSDCP Member Contact Centre at 1-855-415-4414 between 8 am and 5 pm in your local time zone to confirm your personal information.

Starting in the late Summer, Canada Life will reach out via email, phone, and/or mail to provide you with instructions on how to positively enrol.  You must complete this very simple housekeeping measure to maintain your dental benefits.  If you are not contacted by October, please reach out to Canada Life directly.  

More information can be found on the Treasury Board's web page  and the Canada Life web page about the contract change.

How to maintain Pensioners' Dental Plan Coverage

A similar process will occur concurrently for retirees covered by the Pensioners' Dental Plan, which is administered by Sun Life. Please note that Canada Life will become the administrator of this plan, taking over from Sun Life, on November 1st 2024.  Ensuring your Sun Life records are correct will mean Canada Life receives the correct information when they need to contact you to enrol.  Dental claims should be submitted to Sun Life until October 31st, after which, all claims should be sent to Canada Life.  The date of the expense does not matter - only the date on which you are submitted the claim.  Note that your policy number will change.

PIPSC Supports Proactive Measures

Positive Enrollment is an important tool to keep plan premiums affordable and records accurate. PIPSC is pleased with these proactive steps to ensure the transition to the new dental contract is smooth and avoids the issues experienced during the Public Service Health Care Plan’s switch to Canada Life.  The Treasury Board appears to have learned valuable lessons from that experience  and union officials are in close contact with employer officials to monitor progress.

Plan Changes

Significant improvements to the PSDCP were tentatively announced.  Additional information on plan changes will be published when finalised.  A review of the Pensioners' Dental Plan, which is led by the designated representative for retirees - the National Association of Federal Retirees, is also underway.  Updates on that plan review process will be made available by NAFR as they progress.

The ongoing review of the National Joint Council Public Service Dental Plan (NJC PSDP) has taken a significant step forward with the recent issuance of an Appeal Committee decision regarding its twinned plan.  This plan covers most PIPSC members working in the Core Public Administration and at separate agencies.  This decision proposes significant improvements aligning with proposals put forward by PIPSC and other bargaining agents, including:

• A gradual increase in the maximum annual benefit and the lifetime orthodontic benefit to $3,250 from $2,500;

• An increase in coinsurance for approved major restorations (crowns, bridges, etc.) to 65 percent from 50;

• Coverage for Temporomandibular joint disorders (TMJ), bruxism, and tomography when clinically appropriate;

• More flexible coverage when major restoration is required, particularly as a preventative measure or when an existing appliance is failing;

• Automatic coverage for members on leave without pay;

• Employer-paid coverage for members on extended parental leave;

• Sedation dentistry for plan members who require it for safety reasons, such as those with developmental disorders which make receiving dental care challenging;

• Various housekeeping and administrative changes to improve the plan member experience.

PIPSC is very proud to have worked closely with our counterparts from the PSAC to achieve this decision, which the Treasury Board intends to implement by January 2025. PIPSC and our NJC partners are continuing to work with the Treasury Board on minor plan changes to further ensure the plan is well-suited to members facing significant health challenges, such as by adding provisions for cancer dentistry to the plan. Ensuring that this plan prioritizes preventative care and coverage for members facing difficult dental health issues has been the top priority for our members.

Under the current model for plan governance, PSAC belongs to one plan and all other bargaining agents to another (the NJC plan). To benefit from economies of scale and ease of use, the Treasury Board has sought to keep both plans identical. Consequently, PIPSC and its partners from other bargaining agents work in tandem with PSAC to ensure the overall PSDP suits all of our members. PSAC, under their governance model, has access to an arbitration-like board that can make binding recommendations on plan changes. This has resulted in the proposed amendments discussed above.

Once the plan review process is complete, we will post additional information on our website and arrange webinars for plan members. We kindly ask that members wait patiently for further updates.  

Lastly, we note that the review of the independent Pensioners' Dental Plan, which covers eligible retirees, continues.  This plan and its review is managed by the National Association of Federal Retirees -  the representative of retired federal public service workers.

A recent report of the Standing (Parliamentary) Committee on Government Operations has produced nine recommendations that echo comments from union and retiree representatives on changes to the Public Service Health Care Plan and plan governance. 

The report aligns closely with PIPSC's feedback and highlights several critical issues, that we have broken down to seven themes:

1. Opaque Procurement and Contract Enforcement: The report criticizes the lack of union or member involvement in procurement and contract enforcement processes, reflecting widespread dissatisfaction with the transparency and accountability of these procedures, as well as the government's ability to fully enforce the spirit of the contract’s provisions.
2. Excessive Leeway to Plan Administrators: The committee flagged the excessive leeway given to plan administrators during the transition period, which permitted the plan administrator, Canada Life, to deliver poor service without consequences.
3. Inadequate Provisions for Members with Serious Health Conditions: The dramatic changes to physiotherapy coverage, which failed to consider members with chronic and severe health conditions, was flagged as an item that should be revisited so that public service workers have sufficient access to physiotherapy treatment.
4. Insufficient Preparation and Communication: The need for thorough preparation and a robust communications plan to educate plan members about changes was emphasized. The lack of clear information contributed to widespread confusion and frustration.

5. Compensation for Damages: The report calls for compensation for damages suffered by plan members during the botched handover, recognizing the financial and health-related hardships caused by the transition to Canada Life.

6. Service Standards: The report stresses the importance of establishing more comprehensive service standards for key aspects of the plan, such as prior authorization processes, to ensure timely and accurate claims processing as well as to hold Canada Life accountable for excessive delays in service delivery for these items.

6. Support for French-speaking Members: Ensuring that the plan administrator can provide services in French at standards comparable to those in English was identified as a critical need.

This damning report will be passed on to senior bureaucrats as a strong recommendation on how to best handle the current situation and for consideration in future plans. It is not binding, but rather, advisory. PIPSC believes this provides an opportunity for the Treasury Board to address the botched handover and our outstanding policy grievance for compensation due to the Canada Life handover fiasco.

The Public Service Health Care Plan is an employer-paid private health plan covering most PIPSC members and retirees working in the Core Public Administration and at most separate employers. 

A full copy of the report can be found online.

After over a decade of dedicated lobbying efforts, significant progress has been made for Public Service Employees with regard to the Supplemental Death Benefit (SDB) administrative procedures. Effective June 1, 2024, pivotal changes have been implemented, allowing individuals to designate up to five beneficiaries for the SDB.

This long-awaited enhancement to SDB, championed by PIPSC and our colleagues at other bargaining agents and the retirees' association. represents a significant milestone.   As of June 1, 2024, both retirees and active employees can now allocate multiple  beneficiaries to the SDB, providing them with greater flexibility and control over their financial and Estate planning.

Previously, the SDB only allowed for the designation of a single beneficiary. To circumvent this limitation, individuals often designated their "Estate" as the beneficiary, subsequently assigning beneficiaries in their last will and testament. However, this approach necessitated the probate of the estate.  The probate process, often protracted and intricate, carries significant tax implications 

For comprehensive details on these administrative changes and their implications, please refer to 

https://www.canada.ca/en/treasury-board-secretariat/services/information-notice/changes-public-service-supplementary-death-benefit-regulations.html