WHITEHORSE, October 7, 2024 — The Yukon Employees’ Union (YEU) and the Professional Institute of the Public Service of Canada (PIPSC) are withdrawing from the Health and Human Resources Steering Committee (HHRC) effective immediately.

Despite an invitation to participate, the HHRC has not afforded the unions proper and equal consideration. Labour’s inclusion in the HHRC is largely symbolic, and the interests of healthcare workers are not being adequately considered. This is not consultation.

“Consultation is a two-way street. Currently, the interest of healthcare workers is being tokenized by the Yukon Government (YG) and the Yukon Hospital Corporation (YHC),” said YEU President Justin Lemphers.

On August 16^th, Minister on Health and Social Services, Tracy-Ann McPhee, highlighted the involvement of unions in the development of the Health and Human Resource Strategy (HHRS) while speaking to the media.

The average listener, after hearing Mcphee speak, will think that the unions played a pivotal role in shaping the contents of the Health and Human Resource Strategy (HHRS). In fact, concerns raised by the unions were not incorporated, and union representatives were often not given the opportunity to contribute meaningfully during meetings.

At the latest meeting, the HHRC provided an annual report for Committee endorsement and release to the public. This report represents an ongoing lack of employee engagement and the continued reliance on precarious for-profit staffing agencies to deliver healthcare in the Yukon; all of which the unions will not endorse.

“It is essential that the voices of healthcare workers are heard and respected in any strategy that affects their work and the quality of care provided, and we cannot continue to participate in a process where our contributions are not genuinely considered,” said Kathleen Chapman, PIPSC YHC Group President.

The HHRC, as it stands, is being chaired by representatives from the employer's side - one from the Yukon Hospital Corporation and one from the Yukon government. Unions are invited at the co-chairs' discretion, primarily to observe rather than actively participate, creating the appearance of union involvement without providing meaningful opportunities for input which is misleading to both the media and the public.

Union leadership refuses to let the will of our members be tokenized. Hundreds of workers represented by YEU and PIPSC are employed by YHC and YG. They deserve better.

Currently, YHC and the YG are relying on for-profit staffing agencies to address crisis level staffing shortages in the healthcare system. For example, a full-time unionized X-ray technician earns a maximum pay of $47/hour. Yet, for-profit staffing agencies are paid $120/hour to staff the same position for the very same work.

Workers deserve better. The unions believe that improving wages, enhancing work-life balance, and increasing the number of full-time unionized positions are essential to retaining local healthcare workers and attracting healthcare workers from other jurisdictions.

The HHRC is not looking towards sustainable solutions that are inclusive of healthcare worker concerns and insights, rather they are focused on maintaining broken solutions in a broken system.

Both YEU and PIPSC are willing to work with the government in collaboration to achieve the best outcome for healthcare workers here in the Yukon. To achieve that, the unions must first have a genuine seat at the table.

Our members work tirelessly every day to keep the healthcare system here in the Yukon running, they continue to deserve better. Until the HHRC provides a genuine platform for their voices to be heard, the unions will no longer continue to lend it our credibility and perpetuate this performative process.

OTTAWA, September 9, 2024 — Unions representing more than 330,000 federal public service workers are demanding that the government reverse its three-day in-office mandate and return to a policy of remote work flexibility. Beginning today, federal employees are being ordered to work from ill-equipped and unsanitary office buildings three days a week, despite a lack of proper workspaces or a coherent policy across departments.  

The Public Service Alliance of Canada (PSAC), the Professional Institute of the Public Service of Canada (PIPSC), the Canadian Association of Professional Employees (CAPE) and the Association of Canadian Financial Officers (ACFO) have been united in their opposition to the government’s misguided mandate since it was announced May 1. 

Federal public service workers are holding protests across the country this week to contest the government’s policy and fight for a fair approach to remote work that puts workers and their families first.

Unions marked the beginning of the three-day mandate with a rally in front of the Immigration, Refugees and Citizenship Canada building in Ottawa, which has a large inter-union local organizing committee mobilizing workers against the mandate.

“In a direct attack on Canadian taxpayers and basic logic, the government has decided to forge ahead with this ludicrous plan to pressure employees back into cramped and unfit office space that nobody wants or needs to be in,” said CAPE President Nathan Prier. “Our members are clogging up roadways, buses and trains to go to disgusting offices that don’t have space for them to sit on video calls that could be done more effectively at home. This mandate is not only exacerbating existing problems – it is creating new ones.”

As the future of work evolves, remote work has become more than just a temporary solution — it’s a proven model that enhances productivity and the well-being of workers. Flexible remote work policies allow workers to balance their professional and personal responsibilities, while reducing their environmental impact and strengthening local communities.

“Telework isn’t just a trend, it’s the future of work and the next frontier of workers’ rights,” said PSAC National President Sharon DeSousa. “We’ve seen firsthand how remote work improves peoples’ lives and makes our public service more inclusive and responsive to the needs of Canadians. That’s why we’re committed to fighting for a future that puts workers first.”

“In an increasingly competitive job market, the public service needs to position itself as an equitable and innovative employer,” said PIPSC National President Jennifer Carr. “By implementing progressive work policies, we can attract the brightest minds from across Canada – regardless of their geographic location – and retain the exceptional talent we already have.”

Some departments had previously told their employees that they would not be able to implement the three-day in-office policy by today’s deadline, as they simply do not have the space to accommodate the influx of staff. Arbitrary enforcement of this unnecessary policy has resulted in confusion and resentment across the federal public sector.  

Canada’s federal public service unions announced last week they will be launching a national campaign to reverse the government’s mandate and secure remote work rights in workers’ collective agreements. Remote work is the new standard. The flexibility to work remotely will be a requirement for the next generation of employees and is essential to ensure the public sector is modernized, adaptable and ready to overcome the challenges of the 21st century. 

OTTAWA, September 5, 2024 – The Professional Institute of the Public Service of Canada (PIPSC) is mobilizing public servants to push back against the Treasury Board's inflexible 3-day return-to-office (RTO) mandate. In a show of solidarity, PIPSC and other public sector unions held a rally today over lunch time in Ottawa downtown (corner of Laurier and Bank). 

PIPSC President Jenn Carr challenges the lack of rationale behind the mandate: "PIPSC represents some of the most data-driven professionals in Canada. So when the government makes a sweeping decision like this without solid data to back it up, we have to ask: what's really driving this?"

PIPSC's own data reveals significant concerns about the mandate's impact, particularly when it comes to equity and inclusion. 

"The government claims to care about growing a diverse workforce,” continued Carr. “But our recent survey shows this mandate will hit our most vulnerable members the hardest."

The survey highlighted that a majority of women worry about balancing work and personal responsibilities under the new policy. Persons with disabilities report being more than twice as likely to struggle with managing accommodations. Additionally, a substantial portion of LGBTQ2S+ and racialized members indicate they're likely to consider leaving their jobs over this mandate.

Looking at these numbers, Carr expressed concern about the impact of this mandate on the future of the public service. "This ill-informed, one-size rejection of presence with purpose will limit our ability to continue to attract and retain the best and brightest from coast to coast to coast, once again."

The union argues that the government's approach fails to consider the progress made in recent years, which showed the value of flexible work arrangements.

"So what are we left with?” asks Carr. “A policy that threatens to push out diverse talent, worsen mental health, and make life more difficult for those already struggling. And for what? A solution to a problem that doesn't exist."

PIPSC is calling on the government to provide clear, data-driven justification for the mandate and to implement flexible work arrangements that account for individual needs and circumstances. 

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 (formerly known as Twitter) and on Instagram.

Public prosecutors approve deal, but warn work is needed to fix a criminal justice system in crisis

FREDERICTON, August 7, 2024 – The New Brunswick Crown Prosecutors Association (NBCPA) have voted to ratify a new collective agreement with the government. NBCPA President Shara Munn said that this deal makes welcome progress but warned it is just the first step towards fixing the recruitment and retention crisis eating away at New Brunswick’s criminal justice system.

“After lagging far behind other jurisdictions, this agreement will mean more competitive pay for New Brunswick’s prosecutors. It makes up for some lost ground,” explained Munn. “But our justice system is under tremendous pressure. To fix this crisis, the government must act urgently to stop the exodus of experienced prosecutors and bring in the new prosecutors we desperately need. This means giving Crown prosecutors and Family Crown Counsel the resources, support, and fair working conditions they need to do their jobs effectively.”  

The deal provides more competitive pay for both prosecutors and senior prosecutors and NBCPA members voted overwhelmingly in favour of ratifying their new tentative agreement, with 86% of ballots cast in favour of the new contract. 

“New Brunswick public prosecutors take immense pride in their work. They work under heavy workloads and challenging conditions to keep New Brunswick’s criminal justice system going,” said Eva Henshaw, Acting President of the Professional Institute of the Public Service of Canada. “This was a hard-won victory and shows the solidarity and commitment of New Brunswick’s Crown Prosecutors and Family Crown Counsel. We thank the government for this meaningful first step towards progress for crown prosecutors, while recognizing that we still have work to do.”

Munn added that while the deal gives the government a new tool for improving retention and recruitment, New Brunswickers should understand vacancy rates remain alarmingly high in prosecution offices across the province.

“Too few prosecutors cover too many cases, leaving them overburdened and looking for an exit. Vacancy rates have reached disaster levels in offices across the province. This could put public safety at risk,” cautioned Munn. “That’s why we have been raising the alarm with the government for years. This deal is a step forward, but we still have a long road ahead for the government to give New Brunswickers the criminal justice system they deserve.”

PIPSC represents over 75,000 public-sector professionals across the country, most of them employed by the federal government, and over 16,000 AFS members employed at the CRA. Follow us on Facebook, on X (formerly known as Twitter) and on Instagram.

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For more information or to arrange an interview with NBCPA President Shara Munn please contact:

Stéphanie Montreuil – smontreuil@pipsc.ca or (613) 804-7267.

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.