Office of the President

President’s Evaluation — Report 2024

ebeauchesne — Thu, 10 Oct 2024 18:32:13 +0000

President’s Evaluation — Report 2024

ebeauchesne Thu, 10/10/2024 - 14:32

Introduction

As President of the Professional Institute of the Public Service of Canada (PIPSC), I am fiercely proud of our members' resilience, dedication, and professionalism in the face of another year of challenges. From the front lines to the bargaining table, PIPSC members have stood strong in the fight for a fair, inclusive, and effective public service.

This year, we've taken that fight to new frontiers. We've been the loud, unwavering voice for our members in crucial discussions shaping the future of work. We've defended public science against the threat of austerity. We've championed tax fairness for all Canadians. At every turn, PIPSC has been there, standing shoulder to shoulder with our members.

But our advocacy doesn't stop at the federal level. I am extremely encouraged by the unprecedented participation we've seen from our separate employers this year. At our last AGM, for the first time, every one of our separate employers was represented. This is a testament to the hard work we've done to make our non-federal public service workers a priority, ensuring every PIPSC member is heard and supported.

Internally, we've been busy building a stronger, more responsive union. With the creation of our National Policy Office and innovative tools like Navigar, we're better equipped than ever to adapt to our members' evolving needs.

As we look to the future, I have never been more convinced of the power of solidarity. Together, we are building a public service that doesn't just work for Canadians, but truly reflects the best of what Canada can be. And with the unwavering dedication of PIPSC members, I know this future is within our reach.

Key Achievements and Ongoing Initiatives

Future of Work and Return to Workplace

As dedicated public service professionals, it should be more important to our employer what work we do on behalf of Canadians, rather than where we sit. For that reason we have consistently advocated for a flexible, hybrid approach that considers both operational needs and employee well-being.

Our stance on “presence with purpose” recognizes the diverse needs of our members – from those with disabilities to those in regional locations – and considers the environmental impact of unnecessary commuting. We are fighting at the bargaining table to ensure that every public servant has fair, consistent telework rules, no matter where they work.

In our battle against inflexible Return to Office mandates, PIPSC has forged an unprecedented alliance with other public sector unions. Through joint statements, shared research, and coordinated lobbying, we have amplified our collective voice and exerted significant pressure on the government.

This solidarity has elevated the Return to Office issue to a national discussion about the future of work in Canada, making it clear that the desire for flexible work arrangements is widespread across the entire public service.

Our goal remains to shape a future of work in the public service that is inclusive, efficient, and responsive to the needs of both our members and the Canadians they serve. With the strength of our solidarity, we will continue to fight for this vision.

Collective Bargaining

This year, PIPSC has been a relentless force at the bargaining table, securing 27 collective agreements and making significant advancements in member rights. Across the federal public sector, provincial jurisdictions, and the federal private sector, we have fought tirelessly to achieve fair and competitive contracts for our members.

But our fight is far from over. With the arbitration decision still pending for the CP Group, we will not rest until every member has the agreement they deserve. We have faced challenges head-on, pushing past obstacles to ensure no member is left behind.

Beyond wages and benefits, we have made critical strides in addressing long-standing recruitment and retention issues. From the New Brunswick Crown Prosecutors to groups across various sectors, we are securing agreements that not only improve working conditions but also lay the foundation for strong, sustainable public services.

Our success is rooted in solidarity. By standing with other unions, like supporting PSAC during their strike, we have shown that our collective power is unmatched. This solidarity will be our strength as we face the potential challenges of upcoming elections and the threat of austerity-minded governments.

But no matter the political climate, PIPSC's commitment to our members remains unwavering. Armed with new resources like our Strike Manual and bolstered by unprecedented member engagement, we are ready to fight for the agreements our members deserve. Agreements that not only benefit them but contribute to a stronger, more effective public service for all Canadians.

Looking ahead, we are vigilant, we are prepared, and we will not back down. With the power of solidarity, strategic negotiation, and member engagement, we will continue to achieve victories at the bargaining table and beyond.

Stronger Supports for Members

National Policy Office

The creation of our National Policy Office is a game-changer for how we support our members and advocate for their interests. In the past, our labor relations officers were stretched thin, juggling responsibilities for both grievances and consultations. This often left individual consultation team presidents to fend for themselves, leading to inconsistencies in our strength and presence across departments.

No more. By centralizing consultation support in one office, we're ensuring that every consultation team has access to the same resources and expertise. Now, when a president calls for help, they'll get the full attention and support they need.

But the National Policy Office isn't just about fixing problems – it's about proactively strengthening our solidarity and positioning. By identifying systemic issues that affect multiple departments, like the need for a position on bed bugs, we can ensure all our consultation teams are on the same page and speaking with one powerful voice.

This is a huge victory for our collective bargaining power. With the National Policy Office providing critical information about what's happening on the ground in each department, we'll be better equipped than ever to represent our members' interests at the bargaining table.

Alongside the National Policy Office, the creation of the National Steward Officer role further strengthens our network of support. No longer will stewards feel alone in navigating the system – they now have a dedicated resource to turn to for guidance and assistance.

These structural changes represent a significant step forward in our capacity to support, represent, and fight for our members. With greater consistency, coordination, and proactive problem-solving, we're building a stronger, more unified union that's ready to tackle any challenge.

Member Engagement and Communication

In a year marked by unprecedented challenges, our commitment to engaging and empowering our members has never been stronger. Across the country, PIPSC members have stood up, spoken out, and demonstrated the incredible power of solidarity.

Nowhere was this more evident than in our fight against unfair Return to Office (RTO) mandates. Through emails, webinars, and petitions, our members made their voices heard loud and clear.

Beyond the RTO battle, we've been hard at work expanding and innovating our engagement tools. From the Women in Science Cafe Series to "PIPSC & You" webinars for new members, we're creating spaces for our members to connect, learn, and grow. Our Steward Framework, including the new steward portal and updated recruitment processes, is empowering a new generation of union leaders.

But engagement isn't just about digital tools and events. It's about showing up, in person and in force, to demonstrate our solidarity and strength. That's why we've ramped up our support for key events like Pride and Labour Day, ensuring that PIPSC's presence is felt in communities across Canada.

Looking ahead, we're more committed than ever to building a union that doesn't just represent our members, but is driven by their passion, their insights, and their collective power. The incredible engagement we've seen this year is just the beginning. Together, we're building a PIPSC that's stronger, more responsive, and better equipped to fight for the future our members deserve.

Equity, Diversity, and Inclusion (EDI)

I'm proud of the significant strides we've made in fostering a more inclusive and diverse organization. This isn't about meeting quotas – it's about creating a union that truly reflects the rich tapestry of experiences and perspectives that make our public service strong.

The establishment of our new Equity caucuses under the Human Rights and Diversity Committee marks a pivotal moment in our journey. We now have six dynamic groups:

● the Black Caucus

● The Indigenous Caucus

● The 2SLGBTQ+ Caucus

● The Workers of Colour Caucus

● The People with Disabilities caucus

● The Women's caucus.

Each brings a unique and invaluable perspective to our union's work.

Our comprehensive EDI strategy goes beyond mere representation. We're actively working to attract members from all backgrounds into leadership positions, ensuring that diverse experiences inform every decision we make.

PIPSC leaders continue to champion inclusivity through targeted webinars and networking opportunities. These initiatives keep the conversation around equity and inclusion at the forefront of our activities, fostering continuous learning and growth across our membership.

One of our most crucial tasks has been identifying and eliminating barriers that prevent members from reaching their full potential within our union. This ongoing work requires us to critically examine our practices and embrace necessary changes, however challenging they may be.

As we move forward, our commitment to this work remains unwavering. We're building a future where every member, regardless of their background, sees themselves reflected in our union's leadership.

Standing Up For All PIPSC Members

Fighting a Culture of Disrespect

For far too long, our members have been subject to a pervasive culture of disrespect from their employer. Nowhere is this more evident than in the ongoing Phoenix pay system fiasco and the botched transition to a new Public Service Health Care Plan provider.

As we approach the ninth year of the Phoenix crisis, it's clear that the government still doesn't grasp the profound impact their inaction has had on the lives of public servants. As I recently told the media, "You can't come and ask us to sit at the table and negotiate with you without recognizing the harm Phoenix has done to federal public servants."

The delay in paycheques isn't just an inconvenience – it's a fundamental breach of the employer's most basic responsibility. It's forcing public servants to put their lives on hold, delay major decisions, and even leave the public service altogether to become contractors just to ensure they're paid correctly and on time.

But Phoenix is just one symptom of a deeper problem. The transition to a new Public Service Health Care Plan provider has been marked by system glitches, service disruptions, and a lack of adequate provisions for members with serious health conditions. A recent Standing Committee report echoed many of PIPSC's concerns, highlighting the lack of union involvement, excessive leeway given to plan administrators, and the need for compensation for damages suffered by plan members.

Enough is enough. It's time for the government to step up, take responsibility, and start treating public servants with the respect they deserve. That means not just fixing Phoenix and ensuring a smooth transition to the NextGen system, but also involving unions as partners in the process. It means establishing clear service standards for health plan administration and compensating members for the hardships they've endured. And it means coming to the bargaining table ready to negotiate in good faith, not with empty platitudes.

At PIPSC, we will never stop fighting for our members' right to be paid correctly and on time, to have uninterrupted access to the health benefits they've earned, and to be treated with basic human dignity by their employer. We will continue to advocate, mobilize, and hold the government accountable until every member receives the respect they deserve.

The road ahead won't be easy. But with the solidarity and determination of our members, we know we can build a public service where respect, fairness, and accountability are the norm, not the exception. That's the future we're fighting for – and we won't rest until we get there.

Combatting Austerity Measures

In a time when austerity rhetoric threatens to undermine the very foundations of our public services, PIPSC has been unwavering in our advocacy for sustained investment and fair taxation. We know that a robust, well-funded public service isn't a luxury – it's the backbone of our society, delivering the essential services that Canadians rely on every day.

That's why we've been making the case loudly and clearly in our pre-budget submissions: cutting public service jobs and programs isn't just shortsighted – it's downright dangerous. It means longer wait times, reduced services, and a diminished capacity to respond to crises. It means hardworking public servants stretched to the breaking point, struggling to deliver more with less.

But our advocacy doesn't stop at the federal level. We know that public service jobs are the lifeblood of communities across Canada, especially in smaller towns and rural areas. These are the jobs that keep local economies afloat, provide essential services, and offer the promise of a meaningful career, regardless of geographic location. When governments slash these jobs, they're not just cutting costs – they're cutting the heart out of communities.

That's why PIPSC has been proud to partner with allies like Canadians for Tax Fairness to push for a more equitable, progressive tax system. We've advocated for common-sense measures like a public registry of beneficial owners and improvements to anti-avoidance rules – measures that would help ensure everyone pays their fair share and that our public services have the resources they need to thrive.

And we've called for investments in the Canada Revenue Agency to empower our members there to do their jobs to the fullest. Because we know that a fair, well-functioning tax system isn't just about revenue – it's about public trust. It's about the belief that we're all in this together, that the rules apply equally to everyone, and that our government is working for the common good.

Ultimately, our fight against austerity is a fight for the kind of Canada we all believe in – a Canada where no one is left behind, where public services are valued and strengthened, and where our shared prosperity is built on a foundation of fairness, equity, and trust.

As we move forward, PIPSC will continue to be on the front lines of this fight. We'll continue to mobilize our members, to build alliances with like-minded organizations, and to advocate tirelessly for a public service that reflects the best of who we are as a nation. Because we know that when we invest in our public services, we invest in ourselves – and in a brighter future for all Canadians.

Defending Member Interests

PIPSC continues to lead the charge in protecting whistleblowers, promoting bilingualism, and defending public science. Our efforts are reshaping policies and practices across the federal public service, ensuring a more accountable, inclusive, and innovative future for Canada.

We've made significant strides in strengthening safeguards for those who speak truth to power. With Bill C-290 nearing Royal Assent and our own David Yazbeck contributing to the review of the Public Servants Disclosure Protection Act, PIPSC is at the forefront of creating a culture where integrity thrives without fear of reprisal. This commitment to accountability extends to our advocacy for a truly bilingual public service. Our presentation before the House of Commons Standing Committee underscores our fight for fair language policies and robust training resources, recognizing that linguistic diversity is key to serving all Canadians effectively and fostering national unity.

At the heart of our mission is the unwavering support for our 15,000 world-class scientists, engineers, and researchers. PIPSC's participation in COP28 marked a turning point, securing recognition for scientific evidence in climate discussions and advocating for sustainable energy solutions, including nuclear power. Our delegation played a crucial role in representing the voices of government scientists and workers affected by climate change, successfully lobbying for the recognition of scientific evidence and promoting sustainable transition strategies.

Yet, we face significant challenges. Despite government rhetoric, inflation-adjusted science spending has plummeted across federal departments. We're pushing back against short-sighted cuts and the troubling plan to eliminate positions through attrition. PIPSC is championing increased R&D funding and fighting to protect the integrity of public science, recognizing that innovation and research connected to federal mandates have immense potential to benefit Canadians.

From the halls of Parliament to international conferences, PIPSC is ensuring our members' voices shape the policies that matter. Our expertise is increasingly sought after, with both the Canadian Labour Congress and Natural Resources Canada now seeking our input on critical issues. We're not just defending the public service – we're reimagining it, building a future where accountability, bilingualism, and scientific innovation are the cornerstones of a stronger Canada. As we move forward, PIPSC remains committed to securing the resources and support our members need to address Canada's most pressing challenges with their world-class expertise.

Fighting the Shadow Public Service

On February 28, 2024, I stood before the Standing Committee on National Defence (NDDN), armed with nearly two decades of experience as a Defence team member and a fierce determination to expose the truth about outsourcing in our public service. This wasn't just another committee appearance – it was a personal mission to protect the integrity of the work we do.

Drawing on my years in the trenches, I laid bare the alarming reality of outsourcing within the Department of National Defence. The numbers are staggering: $5.1 billion spent last year on outsourced positions – more than double the cost of in-house public service employees. But this isn't just about dollars and cents. It's about the erosion of our institutional knowledge, the compromising of our IT security, and the creation of a dangerous "shadow public service."

As I spoke, I could see the committee members' eyes widen. This wasn't just dry policy talk – it was a wake-up call. I proposed concrete solutions: streamlined in-house hiring, competitive salaries to retain our best and brightest, and measures to break the cycle of public servants being lured away by private contractors.

PIPSC isn't just pushing back against outsourcing – we're fighting for the soul of our public service. We're demanding a culture change that recognizes the irreplaceable value of public service expertise. From my testimony to our ongoing research and advocacy, we're sounding the alarm at every level of government.

This fight is personal for me, and it's personal for every PIPSC member who's seen firsthand the damage caused by excessive outsourcing. We won't rest until we've reclaimed our public services, ensuring they're delivered by dedicated public servants who put the interests of Canadians first. The tide is turning, and PIPSC is leading the charge towards a stronger, more accountable public service for all.

Preparing for Knowledge Worker Labour Shifts

As the government explores the use and regulation of Artificial Intelligence, PIPSC is ensuring that the expertise of our members is part of these crucial conversations. We're advocating for clear guidelines on the ethical use of AI, stronger regulatory frameworks, and investments in upskilling and training to prepare our workforce for technological changes.

Our approach to AI and digital transformation is balanced, recognizing both the potential benefits and the risks. We're working to ensure that the implementation of new technologies enhances rather than replaces the work of our members, and that proper safeguards are in place to protect privacy and ensure fairness in AI-driven decision-making processes.

In collaboration with the Future Skills Centre, PIPSC has developed Navigar, an innovative online skill development planning tool. This platform will help our members adapt to the changing world of work, providing personalized skills development plans and access to a wealth of learning resources.

Navigar represents our commitment to ensuring our members are prepared for the future of work. By providing this tool, we're empowering our members to take control of their professional development and stay ahead of the curve in their respective fields. This initiative also demonstrates our proactive approach to addressing the challenges and opportunities presented by evolving workplace technologies and practices.

Looking Ahead

As we move forward, PIPSC remains committed to adapting to the changing needs of our members and the evolving nature of public service work. We will continue to advocate for policies that support a strong, effective, and inclusive public service. This includes pushing for fair compensation, safe and flexible working conditions, and opportunities for professional growth and development

AGM 2024

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President’s Evaluation — Report 2023

fgodoy — Thu, 26 Oct 2023 20:16:07 +0000

President’s Evaluation — Report 2023

fgodoy Thu, 10/26/2023 - 16:16

In my role as President, my primary focus this year has been on key priority areas that align ensuring PIPSC is a member-centric organization prepared to address the forthcoming challenges.

Foremost among these priorities is the assurance of improving, safeguarding, and advocating conditions for our members, mainly achieved through collective bargaining, labor relations, and consultation.

In order to advance as a union, it is imperative that we enhance member engagement and awareness. PIPSC must adopt a member-centric lens in all our activities and ensure that all barriers to member participation at all levels are minimized to be truly representative of all members.

Since day one, I have been dedicated to fostering proactive communication with all members, our constituent bodies, and our top leaders through the Advisory Council. The more we collaborate, the stronger our union will become.

I take immense pride in our achievements this year and am confident that we have established a robust foundation upon which to build further.

Return to Workplaces

I am proud that from day one of the Return to Workplace mandates, our stance has been to oppose a one-size-fits-all model. Employers that have adopted these regressive RTW policies are essentially saying to employees that they place more value on the location from which you do your work over the work that you produce. This approach is disruptive to our members’ work/life balance, disadvantages people with neurodiversity/disabilities and regional-based location, causes unnecessary environmental impacts and undermines employee productivity which negatively impacts the services Canadians rely on.

We support the principle of “presence with purpose”: being at the office when justified by operational needs. We continue to advocate for what was promised: a hybrid-by-design approach that considers employees’ unique circumstances and job requirements.

We want this government to stop barreling toward an unnecessary confrontation and negotiate telework with us, at the bargaining table, where this issue belongs.

I also want to acknowledge that many of our members hold front-line jobs that require them to continue to go into their workplaces during the pandemic. I am continually advocating that the Employer recognize the incredible physical and emotional tolls that were created by their lack of situational acknowledgement and their dismissal of our calls for Pandemic Pay

Bargaining

2023 was a big year for Collective Bargaining with 32 of our 48 Groups in active negotiations, including 18 of our federal public sector bargaining units. "Active Negotiations" encompasses the period from bargaining prep to ratification of a collective agreement.

The tentative agreements have been reached with the AFS, SP, IT, and NRC RO/RCO

November will see all our Treasury Board Groups (SH, RE, CP, and NR) head back to the bargaining table to try and achieve PIPSC-centred agreements.

Bargaining units in Ontario have been challenging the wage restraints imposed by Bill 124 and several hospitals were able to bargain increases on top of the 1%.

PIPSC and our members were out across the country to lend their support and solidarity to the Public Service Alliance of Canada when their bargaining broke down and they were forced to go on strike. I was proud that collaborative union activism moved Canada’s largest employer to offer a better deal to PSAC workers. The improvements made to this deal will benefit every worker in this country - public or private, unionized or unrepresented.

Public Service Health Care Plan Changes

July 1, 2023, will be the day that 1.7 million people will remember - as both plan and administration changes created havoc and chaos with thousands of our members' health care benefits.

Public service unions had no say in the selection of Canada Life as the PSHCP administrator and the decision on the service provider was exclusively the Employer's. As such, it is not possible for the bargaining agents themselves to replace Canada Life with another company.

We continue to raise this disastrous transition on a near-daily basis with the Treasury Board.

While Canada Life continues to address these issues, members can reach out to our Pensions and Benefits team (pensionsbenefits@pipsc.ca) for assistance. Guidance is also posted on our website.

Front Line Health Care Professionals

Now is the time for the Federal government to fix long-standing issues within the healthcare professions. Without a significant course correction, the government is effectively privatizing healthcare at the Federal level, leaving remote and isolated indigenous communities, incarcerated populations, and our military members with substandard and inadequate levels of healthcare.

Our members continually face very significant security and workload challenges in addition to recruitment and retention issues.

It would be far cheaper and more effective to invest in a fully-funded, permanent public sector solution than in private sector agency staff.

The solution: fair compensation, more flexible work arrangements, and an enhanced technological infrastructure.

We continue pressuring the employer to take decisive and immediate action to address these problems on a permanent basis.

Strategic Review

The 2022 federal Budget announced a “Strategic Policy Review” of the public service.

In August 2023, new Treasury Board President Anita Anand asked DeputyMinisters to find $15 billion in savings across the federal government in a “refocusing” exercise

We are concerned that we are going to see austerity when we should be seeing innovation, with a focus on short-term spending cuts rather than investments that will increase revenue in the long term.

We have reached out to departments demanding consultation with bargaining agents to avoid the severe program cuts and the loss of thousands of federal government jobs. Many of us remember the Harper era “Strategic Spending Review” a decade ago and would prefer not to have a repeat

Defending Public Science

Our over 15,000 public scientists, engineers, and researchers are some of the world’s best but they need the resources to do their jobs. We can’t depend on the private sector to provide solutions to today’s challenges.

I am continuing to lobby the government to:

Increase spending on federal Research and Development.
Task the Chief Science Advisor with developing detailed metrics to better monitor federal science capacity in the future.
Protect and promote scientific integrity – we cannot go back to the days of muzzling our federal public scientists.
Ensure that women are no longer under-represented in federal public science.

Next Generation Pay System (NextGen)

The government has publicly committed to working with our members to design and build a pay system that works (NextGen).

Phase 1 testing of Ceridian’s software has been completed. It is viable but not yet ready for rollout. Further work is required before it can be submitted to the Employer for review.

Responsibility for the new system has been moved by the government from the Treasury Board to Public Services and Procurement Canada.

Phoenix-related problems continue to plague thousands of our members. We are currently considering a coordinated new approach with other bargaining agents whose members are also severely impacted by the ongoing fiasco.

Contracting Out

Over the last year, I have been called to the Hill twice to testify before the House of Common Standing Committee on Government Operations and Estimates (OGGO). This is proof positive that PIPSC is now recognized as the leading expert on outsourcing in the federal public service.

Over the past few years, we have consistently delivered the same message, backed up by very extensive research: contracted-out work impacts the security of the government's IT systems, results in higher costs and lower quality services for Canadians, less transparency, less accountability and the loss of institutional knowledge and skills. And it hurts the ability of the government to recruit the professionals it needs.

Years of unchecked spending on consultants has resulted in a shadow public service operating alongside the government workforce. This shadow public service plays by an entirely different set of rules: consultants are not hired based on merit, representation, fairness, or transparency; they are not subject to budget restraints or hiring freezes; and they are not accountable to the Canadian public.

The government must update its staffing policies and make hiring quicker and more efficient. It needs to invest in in-house expertise. There is no doubt that it would be far better to invest in a fully funded, permanent public sector solution to delivering high-quality, cost-effective services to Canadians.

Tax Fairness

PIPSC represents nearly 15,000 auditors, managers, forensic accountants, and other tax professionals at the CRA.

Budget 2023 formalized the creation of a public registry to identify "beneficial owners" of companies and real estate holdings. PIPSC has long advocated for this initiative based on the expert opinions of AFS members at the CRA. By shedding light on shady practices, the beneficial ownership registry will prove to be a critical tool in the fight against tax evasion.

Budget 2023 outlined positive prospective changes to Canada's General Anti-Avoidance Rules. These rules have been criticized by CRA auditors for making it too easy for companies to shift profits to tax havens that were made in Canada.

Budget 2023 closed tax loopholes and improved international cooperation in ways supported by PIPSC professionals.

We hope to see continued steps taken towards tax fairness, including an investment in the CRA that would allow our members to work to their full potential.

Equity, Diversity, and Inclusiveness

PIPSC should be an inclusive, diversified organization. However, our research shows that many racialized members do not “see themselves” in the union right now.

We are taking action to correct this:

We are developing a full EDI strategy to attract members from all backgrounds into our leadership.
The Board of Directors has established six new Equity caucuses – Black, Indigenous, (Dis)Ability, Workers of Colour, LGBTQ2S+, and Women – under the Human Rights and Diversity Committee.

We will work toward identifying and eliminating barriers to the creation of environments that allow all members to reach their full potential within our union.

Additionally, at the request of the Black Class Action Secretariat and in solidarity with their lawsuit against the federal Employer, I attended the United Nations Forum for People of African Descent, which took place in New York from May 29 to June 2, 2023. Unfortunately, I didn't get an opportunity to speak at the Forum due to the high number of registrants vying for the floor. Nonetheless, we are actively exploring ways to amplify our message in support of the Black Federal Employee Caucus (FBEC).

Organizing and Growing Our Union

Abacus research demonstrates a gap in our existing onboarding process for new members.

We’re developing an updated onboarding process, including:

Innovative and streamlined internal processes
Clear engagement strategies, including targeted programming and digital tools

We’re looking to educate our new members, highlight the great work we’re doing, and encourage new members’ participation in union activities.

Support for our NB Crown Prosecutors

We supported our NB Crown Prosecutors Group ahead of the provincial budget through a successful media campaign that led to direct discussions with the government.

Our work led directly to the provincial government providing funding for some 30 additional Prosecutors in its March budget.

For more details, see this interview with Group President Shara Munn.

Navigar

With rapid advancements in Artificial intelligence, the future of knowledge worker employment is quickly shifting and will have a huge impact on the jobs of our members.

In collaboration with the Future Skills Centre, PIPSC has been developing an innovative and engaging new skills development platform for public service professionals to guarantee our members' careers are protected and enhanced as the world of work evolves.

PIPSC members will have access to Navigar, a sophisticated online skill development planning tool that will

delivers the information you will need, whether you want to grow in your current field or pivot to a new profession, and create a skills development plan personalized to your goals, assists you in planning and advocating for your professional development by providing data-backed industry insights about possible careers and the future of work
Provide access to over 40,000 relevant resources: courses, books, audiobooks, etc.

Navigar lays out the skills and training you'll need to succeed, as well as providing career insights into the future of work.

You can look to Navigar as a PIPSC member for clarification on the skills you'll need to adapt to the workforce changes that will determine your career path. Navigar will be available later this year.

Single plan pay equity BA victory

This fall, the federal Pay Equity Commissioner ruled in favor of unions opposing the Treasury Board's multiple pay equity plan request from June 2022. This affects about 252,000 employees, requiring a thorough comparison of female-dominated roles with male-dominated ones, regardless of bargaining units.

Initially, the Treasury Board sought to categorize jobs into three distinct plans:

Public Service Alliance of Canada
The Professional Institute of the Public Service of Canada
All other unions and unrepresented employees.

This could have limited comparisons, hindering progress.

The essence of pay equity legislation is closing the wage gap between genders by ensuring fair evaluation of female-dominated roles against equivalent male-dominated positions.

By mandating a unified pay equity committee, we remove restrictions on selecting male comparator jobs, ensuring the best matches, regardless of initial accreditation.

This victory is a significant step towards recognizing the vital work primarily performed by women and closing the wage gap!

Climate change

I was honoured that the Canadian Labour Congress asked PIPSC to take a leading role in the Canadian Labour Delegation at the United Nations Framework Convention on Climate Change (COP 28) in recognition of the role we play in representing climate change researchers, science policy advisors, and professionals in the nuclear energy sector.

This is a major recognition for PIPSC on several fronts. First, through our surveys, a vast majority of our members have indicated that they want to see progress on the front of climate change. Also, this aligns with the values promoted by the Strategic Bargaining Committee with the inclusion of demands on greening the collective agreement in this round of TBS bargaining. This lets us “walk the walk” and continue demonstrating that we support these values as the Union.

The fact that the CLC asked us to take on this role further demonstrates that we are trusted partners and that we have a seat at the table in the broader labour community, and not just the federal public sector. Also, being a UN conference, it demonstrates to our members that we have a voice on the international stage.

The voice of labour will be important in these talks. Both to push for progress on setting and meeting ambitious targets - but also to do so in a way that's worker-friendly and ensures both economic and environmental sustainability

Artificial Intelligence

As the government looks to both regulate and use Artificial Intelligence, we must be part of those conversations. The public service professionals PIPSC represents have a wealth of experience and insights to share that will be critical for the government to get the use of AI right.

We also must support employees so they have opportunities for upskilling and training. This is a smart and cost-effective way of making sure today’s public service workforce is ready to take on the challenges of the offices of tomorrow.

In June, the federal government tabled the Artificial Intelligence and Data Act (AIDA) as part of a broader Bill, C-27, which also amends Canada’s Privacy Act. While a step forward, the bill needs to be improved. We welcome Minister François-Phillippe Champagne’s openness to amending this bill.

First and foremost, both this law and the government’s AI guidelines must include unambiguous language around how our use of AI must not harm individuals or groups.

The bill also creates a new Advisory Committee and AI Commissioner. These are positive moves but must be made stronger, more effective, and independent by creating a new AI agency with greater powers to regulate and research AI.

We must widen the advice the minister is getting from the new council, so it’s not limited to academic and business representatives. It's critical we also have the voices of workers and the community there, too. Additionally, the new AI commissioner should be independent of the minister.

Reconciliation

In hopes of making an important step toward reconciliation, PIPSC commissioned a long-overdue report for us to understand and contextualize PIPSC’s involvement in colonial institutions, policies, and programs that negatively impacted Indigenous peoples.

This report has been in the making for over 2 years. It was developed with the help of research experts who developed a strong understanding of PIPSC’s history and its members’ interactions with Indigenous peoples. It uncovers the hard truth – that PIPSC members played a key role in the cultural genocide of Indigenous peoples by upholding residential schools, Indian hospitals, nutritional experiments, forced relocations, and the Sixties Scoop.

To repair our relationship with Indigenous communities and work towards reconciliation we must acknowledge that PIPSC has been involved in harmful practices and continues to uphold many of them to this day.

We ask that members join us on this journey of continued learning and reflect on how it applies to their work. We also hope to use this report as a training and educational tool for PIPSC members and leaders today.

This report is the first, significant step towards a long journey of reconciliation, which includes partnering with Indigenous members, communities, and survivor groups to develop concrete actions and next steps. I hope to establish mutual respect and inspire our membership to listen to the truth, understand it, educate ourselves and others, and acknowledge the trauma so that we can heal.

Regular meetings with MPs, Ministers and senior TBS representatives, and employer reps

I have met with Former TBS Minister Fortier, new TBS Minister Anand, Minister of Labour O’Regan, Jagmeet Singh, Minister of National Revenue Bibeau, PSPC Minister Duclos, new CFIA President Kochhar, and new Chief Human Resources Officer Bogden. We delved into several crucial topics including outsourcing, RTO, tax fairness, and labour in general.

House of Commons Committee appearances

In January 2023, I testified before the Standing Committee on Government Operations and Estimates (OGGO) regarding the McKinsey contracts and the broader impact of outsourcing on our members, public services, and Canadian taxpayers.

This appearance followed my previous one in October 2022, where I addressed similar concerns about outsourcing. Then, in May 2023, I participated in the Standing Committee on Transport, Infrastructure, and Communities (TRAN) hearing regarding McKinsey's involvement in the establishment of the Canada Infrastructure Bank. Unfortunately, no testimony could be provided as witnesses were dismissed due to a heated exchange between MPs from different parties.

In collaboration with the Canadian Labour Congress, we have formally requested the opportunity to testify before the Standing Committee on Industry and Technology for its examination of Bill C-27 (Consumer Privacy Protection Act, the Personal Information and Data Protection Tribunal Act, and the Artificial Intelligence and Data Act). We anticipate this meeting will likely take place in the upcoming Fall.

Liaising with partners in the House of Labour

Lobby Day: Our Board of Directors and staff participated in the Canadian Labour Congress Lobby Day this year. These days are a crucial opportunity to solidify our connections with Labour allies. I also took the opportunity to relay member concerns around RTO and bargaining to various people in government.

Over the course of the day, we met with Members of Parliament, Senators, Parliamentary staff, and then-current Treasury Board President Mona Fortier.

The top issues discussed at these meetings were:

Investing in the care economy
Jobs in a sustainable economy
Anti-scab legislation; Bill C-228
Protecting Pensions

Canadian Labour Congress Convention: Every three years, the Canadian Labour Congress hosts a Convention attended by local union delegates. PIPSC leaders attended the 2023 CLC Convention in Montreal. Delegates present proposed resolutions to be debated and adopted as policies. The Congress then creates an Action Plan based on the resolutions, committee reports, and policies. The plan is a progressive agenda for our labour movement, serving as a guide for Congress and its affiliated unions for the next three years.

The theme this year was Lifting Everyone Up, and the event brought together thousands of workers from across the country to chart a progressive path forward for everyone.

Indigenous Lobby Day: In 2019, the CLC held its first-ever Indigenous Lobby Day. Members from 29 union affiliates came together to meet with Members of Parliament and Senators on Parliament Hill. The CLC held its second Indigenous Lobby Day on October 3rd, 2023, and PIPSC Board of Directors and Indigenous Caucus members participated in the event.

Key issues discussed were:

Addressing residential school damages by immediately implementing the Truth and Reconciliation Commission's Calls to Action 71–76: Missing children and burials
Providing adequate funding to create needed publicly delivered water infrastructure and eliminating all First Nations long-term boil water advisories
Addressing the issue of missing Indigenous women, girls, and Two-Spirit people, in calling for the government to establish a national Red Dress Alert system, implement the National Action Plan, quickly fulfill the Calls for Justice from the National Inquiry, and prioritize and adequately fund the issue with the Manitoba government.

Webinars held on important issues

We continued to offer our members opportunities to participate in webinars on key PIPSC issues. A selection of webinars offered this year include:

PIPSC 101
Bargaining 101
Women in STEM
Solidarity with PSAC
Organizing a Hybrid Event
Tactical Session on Texting

These workshops were attended by over 5000 people, and over 1700 potential volunteers were identified.

AGM 2023

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PIPSC condemns occupation of downtown Ottawa by convoy

kmillington — Fri, 04 Feb 2022 15:16:20 +0000

PIPSC condemns occupation of downtown Ottawa by convoy

kmillington Fri, 02/04/2022 - 10:16

As the convoy holding downtown Ottawa hostage enters in the second week, it’s time for all levels of government to step in and protect the public’s safety.

PIPSC firmly believes in Canadians’ Charter-protected right to peaceful protest, but as has been proven over the past week, this convoy has had a detrimental impact on local residents, businesses and downtown workers.

Convoy demonstrators have been flouting public health guidelines, threatening workers, and members of the community – specifically racialized folks, 2SLGBTQ+ people, and women. PIPSC deplores the images of swastikas, confederate flags, and other symbols of hate brandished throughout the convoy’s presence in the capital.

Many small businesses in the downtown core, already struggling as a result of the pandemic, have been forced to close due to concerns for employee safety. Reports of hate crimes have skyrocketed. Some residents are trapped in their homes out of fear of leaving. We are hearing from our members that sleeping, let alone working from home, is a struggle with the constant blaring of horns. Residential areas are being overrun by noise, the smell of fuel smells and an influx of convoy participants.

We understand that people are tired and frustrated. It is now time to focus on delivering strong public services and provide workers with access to care leave, fair wages and a safe workplace.

For now, the horns must stop – it’s time for the convoy to leave.

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President's opening address – 2021

ojoerges — Tue, 09 Nov 2021 16:18:35 +0000

President's opening address – 2021 ojoerges Tue, 11/09/2021 - 11:18

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President Debi Daviau delivered a bilingual address via Zoom at the 2021 AGM.

President’s Evaluation – Report 2020

cedouard — Mon, 02 Nov 2020 20:08:13 +0000

President’s Evaluation – Report 2020 cedouard Mon, 11/02/2020 - 15:08

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We are here for Canadians and we’re here for each other. No matter the challenge.

Letter to Prime Minister Trudeau

ojoerges — Tue, 22 Oct 2019 19:34:04 +0000

Letter to Prime Minister Trudeau

ojoerges Tue, 10/22/2019 - 15:34

October 22, 2019

The Right Honourable Justin Trudeau, P.C., M.P.
Prime Minister of Canada
House of Commons
Ottawa, ON K1A 0A6
Justin.Trudeau@parl.gc.ca

Prime Minister Trudeau,

On behalf of the 60,000 members of the Professional Institute of the Public Service of Canada (PIPSC), I would like to offer you my sincere congratulations for your re-appointment as our nation’s Prime Minister.

A collaborative relationship will be key to our ongoing success. Our work together to replace Phoenix has been productive and we will be pleased to see this back on the top of the government’s agenda.

Over the past four years, your government has replenished the ranks of public scientists and we look forward to the continued investment needed to tackle the climate crisis. We're also looking to make strides on tax fairness and the reduction of government outsourcing.

The high voter turnout in the National Capital Region reflects the engaged electorate, and many of our members cast their vote for a government that will invest in public services. PIPSC and our members are confident that we can continue to collaborate effectively to ensure that the federal public service meets the growing needs and aspirations of all Canadians.

To achieve this objective, the government must:

Ensure that public servants are paid correctly and on time, by introducing a fully funded, functional pay system developed in cooperation with its own information technology specialists, our CS Group members, to replace the disastrous Phoenix system.
Ensure that Canada’s public scientists have the resources they need to help our country face difficult health and environmental challenges.
Reduce costly and wasteful outsourcing on government consultants to 2005-06 levels, as you had committed to in the 2015 election.
Give the Canada Revenue Agency and our members the resources they need to collect the billions of dollars lost every year because of tax loopholes. We need to properly fund the infrastructure and public services Canadians depend on every day.

Once again, please accept our congratulations on your electoral success and our best wishes for your efforts in fulfilling the commitments you have made to Canadians. You have our assurance that we are ready to work with you and your government.

Sincerely,

Debi Daviau
PIPSC President

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President’s Evaluation - Report 2019

ojoerges — Fri, 04 Oct 2019 19:55:20 +0000

President’s Evaluation - Report 2019 ojoerges Fri, 10/04/2019 - 15:55

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I am proud of our union. We are unified and strong – and we have seen 100 years of results.

Bargaining

This year 14 groups signed new collective agreements with the Treasury Board. Your bargaining teams worked hard. Your staff negotiators worked hard. And members across the country pulled together to make our solidarity visible to the employer.

Letter to Commissioner Lucki from Debi Daviau

mlewisrichmond — Fri, 26 Jul 2019 17:27:00 +0000

Letter to Commissioner Lucki from Debi Daviau

mlewisrichmond Fri, 07/26/2019 - 13:27

On May 1, 2019 President Debi Daviau communicated our strong opposition to moving RCMP civilian members to the failed Phoenix pay system. RCMP Commissioner Lucki responded May 16 indicating her plans to go ahead.

We are not backing down, and President Daviau has responded making that clear below:

Brenda Lucki,
Commissioner Royal Canadian Mounted Police
RCMP National Headquarters
73 Leikin Drive
Ottawa ON K1A 0R2

July 25, 2019

Commissioner Lucki,

Thank you for your prompt reply to my May 1, 2019 letter regarding the eventual transfer of some 1300 Civilian Members (CMs) of the RCMP represented by the Professional Institute of the Public Service of Canada to the Phoenix pay system.

I recognize that the RCMP, the Treasury Board Secretariat and Public Services and Procurement Canada (PSPC) have taken a number of steps to mitigate the effects of the disastrous Phoenix system on federal employees. These actions have proved insufficient in resolving the pay issues experienced by hundreds of thousands of public servants across Canada. Progress in this regard has been incremental at best.

The size of the backlog of unresolved pay issues at the Public Service Pay Centre, the recent signing of several large collective agreements without the last round of agreements even yet being fully implemented, and the government’s own ongoing search for a replacement system unmistakably signal the need to stay away from Phoenix, not to add to its already unmanageable workload.

Given this sad state of affairs, I can only disagree in the strongest terms with your statement that “it would be premature to make decisions concerning the pay system”. On the contrary, the ability to pay its employees correctly and on time should be an immediate concern for the RCMP, not an afterthought.

Nearly 600 PIPSC members working at the RCMP have emailed you urging that all plans to switch Civilian Members to the disastrous Phoenix pay system be abandoned. I hope you will take into consideration their grave concerns and make the right decision.

This issue must be resolved as soon as possible, and I have asked my staff to contact your office in order to set-up a meeting in the days ahead.

Sincerely,

Debi Daviau
President
The Professional Institute of the Public Service of Canada

RCMP Civilian Members

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Phoenix Damages Agreement with the Treasury Board Finalized

mlewisrichmond — Thu, 13 Jun 2019 19:40:05 +0000

Phoenix Damages Agreement with the Treasury Board Finalized

mlewisrichmond Thu, 06/13/2019 - 15:40

President Debi Daviau signed the agreement with Treasury Board that provides compensation to all PIPSC members paid by Phoenix. The agreement details were announced earlier this month.

This agreement provides each member paid by Phoenix with five days of paid leave in compensation. Members will have a claims process to receive every dollar that they’ve lost due to Phoenix, as well as a mechanism to be compensated for its damages.

Days of leave and the updated claims process will come into effect 150 days after signing, November 12, 2019.

The Treasury Board and 15 public service unions finalized this joint agreement that will compensate 146,000 current and former employees who were paid by Phoenix.

READ THE NEWS RELEASE

The agreement applies to employees, retired employees, former employees and the estates of deceased employees. Separate agencies are expected to duplicate this agreement shortly.

Answers to your frequently asked questions on this Phoenix compensation agreement are available now.

PHOENIX FAQs

Despite not getting paid properly, our members have come to work each and every day to give their best in service of the public. We can't erase the loss and suffering that Phoenix has caused for these dedicated public service professionals. But with the commitments and the compensation enshrined in this settlement, the Treasury Board has taken important steps forward.

For support in dealing with your individual Phoenix case please contact our PIPSC Phoenix Team.

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The Canadian labour family celebrates the Winnipeg General Strike

mlewisrichmond — Fri, 24 May 2019 12:33:22 +0000

The Canadian labour family celebrates the Winnipeg General Strike

mlewisrichmond Fri, 05/24/2019 - 08:33

PIPSC Vice-President Norma Domey in Winnipeg with CLC President Hassan Yussuf

Labour leaders from across the country gathered in Winnipeg last week for the Canadian Labour Congress (CLC) Canadian Council and to mark the 100^th anniversary of the Winnipeg General Strike.

Vice-President Norma Domey attended representing PIPSC. VP Domey delivered a presentation reporting back on the Canadian Labour delegation to the UN Commission on the Status of Women in March.

The over 35,000 Winnipeg public and private workers who united to send a clear message to employers and to governments in May 1919, were acknowledged and celebrated! They went on strike for six weeks in order to win better wages and the right to collective bargaining.

To honour this powerful legacy of the Canadian labour movement, the CLC premiered its new film Stand!. Stand! tells the story of the Winnipeg 1919 strike and how workers overcame cultural and gender division to organize and win together – some relevant lessons for today’s struggles.

Take a moment and enjoy the trailer of this important Canadian film.

PIPSC Vice-President Norma Domey presenting in Winnipeg

PIPSC Vice-President Norma Domey with NDP Leader Jagmeet Singh

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