Pocket Guides

The Joint Task Force on Mental Health in the Workplace is a collaborative Employer-Union initiative. PIPSC is a member of the task force and plays an essential role in addressing mental health issues in the federal public service and in improving the well- being of its members and all public servants.

Founded in 1920, the Professional Institute of the Public Service of Canada (PIPSC) is the largest multi-professional union in Canada representing some 65,000 scientific and professional public service employees at the federal and some provincial and territorial levels of government.

By virtue of legislation and individual collective agreements, stewards are the official representatives of the Institute in the workplace and as such represents ALL Institute members, including non-members covered by the collective agreement (known as Rand members), within a specific area of jurisdiction. They deal as equals with the employer and provide a channel of communication between the members, management and the Institute.

Here's what you can expect from membership in the Professional Institute of the Public Service of Canada (PIPSC): Collective Bargaining, Employment Relations, Consultation, Classification Expertise, Help Desk Assistance, Pension and Benefits Advice, Training, Research Resources, Legal Counsel, Steward Network, Communications, Government Relations, Scholarship Program and Administrative Infrastructure.

( Under Review ) Human rights are commonly understood as being those rights which are inherent to the human being. The concept of human rights acknowledges that every single human being is entitled to enjoy his or her human rights without distinction as to race, colour, sex, language, religion, political or other opinion, national or social origin, property, birth or other status.

( Under Review ) Bullying, harassment and workplace violence are on the rise. Relationships among employees and between management & staff are strained more than ever because of time and productivity pressures.

Although much smaller than the Manual for Elected Officials, it contains basic information which we hope can help answer some of the questions that may arise during the course of your duties.

( Under Review ) The public service of Canada is an important national institution. However, like in any other workplace in the world, wrongdoings can and do happen. Every once in a while, headline news reports abuse or misuse of public funds.

A resolution is a formal vehicle of expression, stating intended action by a member or constituent body. In her Standard Code of Parliamentary Procedure (3rd Edition), Alice Sturgis defines a resolution as a "main motion that expresses sentiments or is a formal statement of the opinions of the assembly. This form is also used when the proposal is highly important, or is long and involved. A resolution should be in writing."

This document provides a general overview of the duty to accommodate. Canadian law prohibits discrimination based on any of the 11 grounds identified in human rights legislation. Employers have a duty to accommodate employees to avoid such discrimination.

( Under Review ) Each year, approximately 1,000 Canadians die as a result of work place accidents or occupational diseases. Work place safety and health is a serious matter.

( Under Review ) Employees have a basic right to work in an environment that is free of harassment. According to the Treasury Board of Canada, harassment in the workplace is unacceptable and will not be tolerated. Treasury Board further states that all persons working for the public service, whether or not they are employees, should enjoy a harassment-free workplace.

As a great number of Institute stewards are approaching retirement, it is crucial that the knowledge these stewards have accumulated through years of experience be passed on to the newly appointed stewards.

Union-management consultation (UMC), sometimes also called labour-management consultation (LMC), is a forum where issues can be discussed in an effort to develop and maintain sound and harmonious union/management relations. Through communication and sustained dialogue between management and bargaining agents, consultation can contribute to the enhancement of the relationships between the parties.

( Under Review ) The purpose of the Act is to achieve equality in the workplace so employment opportunities are not denied for reasons unrelated to ability, and to correct disadvantages in employment experienced by women, aboriginal people, people with disabilities and members of visible minorities.

( Under Review ) There is no cookie-cutter model for leaders and we do not pretend to teach you how to become a leader; however the information contained in this pocket guide may help you in developing your own talents and possibly become a leader, be it in your workplace, as part of a constituent body of the Institute or in your private life.