August 16, 2022 — Ottawa, Ontario, Traditional unceded Algonquin Territory — Indigenous Services Canada 

Nursing shortages are impacting health care delivery across the country, with frontline workers taking on tremendous workloads and burdens as the effects of the COVID-19 pandemic on the workforce continue. In many Indigenous remote and isolated communities, these impacts are exacerbated, posing challenges not only for staffing but for community health and safety as well. 

Nurses working in remote and isolated communities are some of the most resourceful and resilient health care professionals across Canada. In acknowledgement of their efforts and the current challenges in staffing, the Government of Canada and the Professional Institute of the Public Service of Canada have reached an agreement to increase the existing recruitment and retention allowances for Indigenous Services Canada (ISC) nurses working in these locations.

This increase will take effect starting September 1, 2022, and continue through to March 31, 2025, or when a new collective agreement is reached—whichever comes first. It will be provided to both full- and part-time ISC nurses delivering critical services in remote and isolated First Nations communities in accordance with the terms of the agreement. 

Moving forward, the agreement provides the following:

• Triple the initial recruitment allowance, from $2,250 to $6,750
• Triple the allowance provided after twelve months of employment, from $3,250 to $9,750
• Triple the annual retention allowance, from $5,500 to $16,500

This agreement applies to the 50 remote and isolated communities where ISC nurses are located: Ontario (24), Manitoba (21), Alberta (4), and Quebec (1). 

It is essential now more than ever to ensure nurses are available and accessible to Indigenous Peoples living in remote and isolated locations. We recognize the effects that staffing challenges at health centres and nursing stations in remote and isolated communities can have on First Nations communities. As such, ISC continues to work closely with Indigenous partners, communities and leaders to pursue timely solutions to raise staffing levels and maintain the health and well-being of Indigenous Peoples.

For more information on applications for nursing positions in communities, please visit Indigenous Services Canada's website at Apply for nursing jobs in First Nations communities. 

Quotes

"All of us rely on the care of nurses and frontline health care workers. Over these past two years, they have worked so hard to get us through the COVID-19 pandemic. Across the country, health care workers are tired, and the health sector is struggling. The impact of the health care worker shortage can often be greater in remote and isolated First Nations, impacting not only health care delivery, but overall community health and well-being. We need to recruit and retain these amazing workers who serve so many Indigenous communities. The Government of Canada is providing a significant increase to compensation for Indigenous Services Canada nurses in remote and isolated communities through to 2025. This is an important step forward as we work to make sure we have a robust health care workforce for rural and remote nursing in Indigenous communities." 

The Honourable Patty Hajdu
Minister of Indigenous Services

"Nurses work relentlessly to keep remote communities healthy under the most challenging of circumstances. We applaud this step forward to recognize and fairly compensate them for their dedication, and continue to advocate for improved working conditions and pay for all frontline workers."

Jennifer Carr
President of the Professional Institute of the Public Service of Canada (PIPSC)

"We are pleased to have worked collaboratively with the Professional Institute of the Public Service of Canada to help address challenges with the recruitment and retention of Indigenous Services Canada nurses. This will improve critical services in remote and isolated First Nations communities as well as encourage recruitment of nurses who wish to make a positive impact in First Nations health care."

The Honourable Mona Fortier
President of the Treasury Board

"As the Deputy Chief Nursing Officer for Indigenous Services Canada and a registered nurse for 32 years, I know that nursing holds a unique place in our country's health care systems. After years of witnessing the impact nurses have had on the safety and well-being of First Nations communities, I am more than pleased to announce these increases to our recruitment and retention allowances. These increases provide an additional tool to encourage nurses to join our incredible team in one of the most challenging and rewarding nursing roles in Canada."

Leila Gillis
Deputy Chief Nursing Office, Indigenous Services Canada 

Quick facts

• This increase will take effect starting September 1, 2022, and continue through to March 31, 2025, or when a new collective agreement is reached. 

• Communities impacted by the agreement are located in Ontario, Manitoba, Alberta, and Quebec.

• On a daily basis, approximately 223 nurses are required to meet established operational levels. The majority of ISC nurses in remote and isolated locations work on a part-time rotational basis.

• As of June 30, ISC directly employed 839 nurses working in frontline community positions in our two hospitals and in management and practice support roles across the country.

• ISC has a Nursing Health Human Resources Framework aimed to comprehensively bolster recruitment and retention through implementing plans established under five specific commitments:

  1. Talent Acquisition and Management
  2. Modernize the Practice Environment
  3. Ensure the Well-being of the Workforce
  4. Become a Labour Workforce Influencer
  5. Maintain a Nimble and Agile Surge Response

Associated links

• Apply for nursing jobs in First Nations communities

Contacts

For more information, media may contact:

Alison Murphy
Press Secretary
Office of the Honourable Patty Hajdu
Minister of Indigenous Services
Alison.Murphy@sac-isc.gc.ca

Media Relations
Indigenous Services Canada
819-953-1160
media@sac-isc.gc.ca 

Treasury Board of Canada Secretariat
Telephone: 613-369-9400
Toll-free: 1-855-TBS-9-SCT (1-855-827-9728)
Teletypewriter (TTY): 613-369-9371
media@tbs-sct.gc.ca

Elizabeth Berman
Media Relations
Professional Institute of the Public Service of Canada (PIPSC)
613-400-1633
eberman@pipsc.ca

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Facebook: @GCIndigenousHealth

As a seventh wave of COVID with highly transmissible variants is confirmed by public health officials, the Professional Institute of the Public Service of Canada (PIPSC) is calling on the Treasury Board to prioritize the health and safety of its workers.

Despite the increase in COVID cases and other indicators, many federal departments and agencies are continuing with return to workplace plans, with the bulk of them coming into effect immediately after Labour Day.

“Despite the seventh wave, return to workplace policies are still being rolled out,” said Jennifer Carr, PIPSC President. “We know our members are concerned about how their health and safety will be prioritized during this transition, and it’s the employer’s responsibility to ensure that it is.”

In June, PIPSC hosted three telephone town halls with members to discuss top issues, including a return to the workplace. During these town halls, many members expressed concerns about safety and a strong desire to continue working from home.

“Sixty percent of PIPSC members want to continue working remotely, and another 25% want to ensure their hybrid work arrangement is flexible. Our members have proven throughout the past two-and-a-half years that they can and will continue to be productive and engaged while working safely from home,” said Carr. “Given the state of the pandemic, we are urging the Treasury Board to prioritize their health and safety, and reconsider ongoing return to workplace plans.”

PIPSC is continuing to advocate for safe, flexible return to workplace policies for all members. Members that are required to return to the workplace and have concerns should visit our website for more information on the options available to them.

The Treasury Board is seeking special permission to divide the Core Public Administration (CPA) into several pay equity plans, which may undermine the ability to achieve pay equity.

Despite written submissions opposing the move from unions representing the majority of workers in the CPA, the Treasury Board is seeking the permission of the Pay Equity Commissioner to divide workers among multiple pay equity plans.

In preliminary discussions with the Treasury Board, we explained our strong desire to move forward with a single plan. While multiple plans are allowed under the Pay Equity Act, guidance is clear that this is not the preferred or default approach. Indeed, multiple plans divide workers, making it very hard or impossible to achieve pay equity within the CPA.  

Unions, including PIPSC, have expressed serious concerns that such an approach will fail to identify and address gender-based systemic discrimination in compensation. Unlike a single, CPA-wide plan that will require the Pay Equity Committee to compare all job classes (group plus level), multiple plans means that job classes will only be compared to other job classes within the plan.

For example, the Treasury Board may wish to create a plan for white-collar workers, another for blue-collar, and another for everyone else. This approach may be administratively easier and allow for a more targeted job evaluation tool (the system to determine the value of a job). Unfortunately, because job classes are only compared to job classes within each plan, it also means pay equity is only achieved within the given plan.

Leaving out critical comparators makes achieving real pay equity nearly impossible, and may be seen as a cost-savings measure for the employer.

PIPSC and many of our colleagues from other unions representing workers within the CPA are collaborating on a joint submission to the Pay Equity Commissioner to express our concerns with this approach and our support for a single plan.  We look forward to sharing further information as it becomes available.

The federal Pay Equity Act went into effect in the autumn of 2021. It requires the creation of a Pay Equity Committee to design and implement a Pay Equity Plan to compare jobs at a given employer. Given the complexity of creating such a plan for the CPA, the Treasury Board has not yet established the committee; however preliminary work has begun.

Pay equity experts from the PIPSC classification team continue to work in collaboration with members and elected representatives to advocate for our members at these preliminary stages. We will sit on the committee once formed.

On August 3, the Partners Committee of the Public Service Health Care Plan (PSHCP) issued a joint recommendation to accept a proposed overhaul to the plan’s benefits and coverage. This marks the completion of nearly 4 years of consultations with the Treasury Board on updates to the plan. 

Plan changes will be implemented July 1, 2023.

This updated plan sees money directed away from inflated drug costs and excessive pharmacy fees, and directed towards the things that make a difference to you and your health. 

New limits on dispensing fees, filling frequency, and certain high-cost drugs have allowed the plan to greatly expand the coverage you requested. By being smart in where and how you choose to fill your medication, you can save significantly on your co-pay and avoid exceeding plan limits.

Additional information will be made available by PIPSC and the Administrative Authority of the PSHCP as it becomes available.

Watch the webinar

Plan change highlights

For informational purposes only. Please refer to final updates as listed on the plan website when they become available before making a purchase. Plan changes effective July 1, 2023.

Promotes health and wellness through evidence-based medical care and plan design

• Mental healthcare services when provided by an accredited psychologist, social worker, psychotherapist, or counsellor at to $5000 per year (from $2000). No prescription required. Covered professionals vary by province.
• Glasses/contact lens benefit at $400 every 2 years (from $275)
• Laser eye surgery at $2000 per lifetime (from $1000)
• Increase of the massage, podiatrist/chiropodist benefit to $500 (from $300)
• Smoking cessation coverage at $2000 (from $1000) per lifetime
• New coverage for dieticians, occupational therapists, and lactation consultants at $300 per year

Provides comprehensive coverage to care for members in difficult life situations

• A prior authorization program for a limited number of high-cost drugs to ensure treatment plan is appropriate and cost-effective (new). Grandfathering provisions for members currently on affected high-cost drugs.
• Gender affirmation coverage at $75,000 per lifetime (new) and automatic coverage for electrolysis
• Electrolysis at $1200 per year (previously capped per session)
• Wigs at $1500 (from $1000) and coverage for new conditions
• Injectable joint lubricant coverage at $600 (new)
• Naturopath and osteopath coverage at $500 (from $300)
• Footcare performed by a community nurse covered under the podiatrist benefit (new)
• Nursing coverage at $20,000 (from $15,000)
• Speech language at $750 (from $500) and audiologist coverage under this benefit (new)
• CPAP supplies at $500 (from $300)
• Orthopaedic shoes at $250 (from $150)
• Wheelchair coverage within 5 years of last claim when medical condition changes so that a new type of chair is required (new exception)  
• New coverage for medically necessary monitors including oxygen saturation meter, pulse oximeter, saturometer, and blood pressure monitor, once every 60 months each
• Coverage and contribution rates extended for parental and caregiving leave (previously limited)

Retiree changes

• Premium waiver for low-income retirees extended to those who retired after 2015 (previously excluded)
• Retirees with 6 years of service are eligible for retiree benefits regardless of if this service is pensionable or not (can accumulate PSHCP eligible service after retirement/age 71)
• Post-retirement re-employment will no longer negatively impact subsequent retiree coverages

Diabetic coverage

• Insulin jet injectors at $1000 every 3 years (from $760)
• Coverage for diabetic monitors without use of insulin pump up to $700 per 5 years
• New coverage for continuous glucose monitor supplies (type I diabetics) at $3000
• New coverage for other diabetic testing supplies (type II diabetics) such as flash glucose supplies and testing strips up to $3000

Innovates with digital tools, industry partnerships, new technologies, and preventative care

• Allow nurse practitioners to provide prescriptions for nursing coverage or medical supplies, provided it is in their scope of practice (previously excluded)
• Removal of the physiotherapy corridor and introduction of a $1500 maximum (new cap)
• New coverage for needles when prescribed at $200
• Spousal definition amendment to remove the requirement that the relationship is publicly known
• Acupuncture coverage at $500 when performed by an accredited acupuncturist (doctor requirement removed)
• $200 annual hearing aid repair allowance (new), battery allowance ($200) and $1500 max every 5 years (from $1000)
• Permanence of coverage for certain medical procedures not covered in all provinces and territories (previously excluded)

Adopts a long term vision of sustainable, efficient, and affordable health care that delivers top value to current members, retired members, and the Canadian public

• Mandatory Generic Substitution/biosimilar substitution with a rigorous exception process (new criteria for exceptions)
• Dispensing fee cap at $8 per medication except for certain special medications (new)
• Maintenance drug frequency filling maximum at 5 times per year when appropriate and when co-pay is less than $100 for a 3-month period (new)
• Compound drugs only covered when one active ingredient would otherwise be covered under the drug benefit (new)
• Catastrophic drug-coverage maximum raised to $3500 (from $3000)
• Members can avoid increased out-of-pocket drug costs or even lower them by filling medications for 3-month periods (when allowed) and choosing a low-cost pharmacy such as a mail order or membership club pharmacy. These options are available to all plan members without a membership or extra fees.

The PSHCP is an employer-sponsored health care plan for current and retired federal public service employees and their families working or retired from the Core Public Administration and most agency employers. It covers many healthcare expenses not insured by your provincial healthcare plan.

While benefits are non-negotiable under federal public service labour legislation, the Treasury Board has adopted a consultative forum to review the plan on a cyclical basis. Plan updates are based on member feedback, including by way of a 2017 member survey, and benchmarking with comparable private and public sector plans.

In the fall of 2021, the recovery process for Phoenix overpayments was launched for employees who the Public Service Pay Centre believed were overpaid by the Phoenix pay system in 2016 and onwards.

Employees were sent overpayment letters and were given 4 weeks to respond by accepting or challenging the amount or the validity of the overpayment. Failure to respond would result in the recovery of the stated overpayment.

While some members have received an overpayment letter accurately representing an overpayment amount, many have faced numerous issues with the process. PIPSC has filed policy grievances due to the employer’s approach to recovering overpayments. The policy grievances challenge the coercive manner in which the recovery of overpayments is being done. Examples of this include the employer’s failure to provide employees with accurate information or repayment options for the alleged incurred overpayments.

Some members may have received an overpayment letter for recovery of payments more than 6 years ago. Overpayments made more than 6 years ago are past the statutory limitation period for recovery. If this applies to you, please contact our Phoenix Help Team by filling out our Phoenix Pay Help Form. Our team will provide you with next steps including instructions on how to file a grievance.

If you have mistakenly received an overpayment letter or received an inaccurate overpayment letter, please review our FAQs. You can find instructions on how to respond to an overpayment letter and guidance on next steps. 

In the case that a compensation advisor fails to provide you with any details helping you understand your overpayment or reasonable repayment options, we will assist you with the next steps, including filing a grievance. PIPSC remains available to support all members in resolving their Phoenix pay issues.

Labour Day, the first Monday in September, has been an official holiday in Canada since 1894. The origin of Labour Day came 20 years before that, when unions started holding parades and rallies in Toronto and Ottawa to celebrate the 1872 Toronto printers’ strike – the original “fight for fairness” that won major changes including the decriminalization of unions in Canada.

Continue scrolling to read more!

Striking for a 9-hour workday

The Toronto Typographical Union (TTU) demanded a 9-hour workday from the city's publishers instead of the 12-hour, 6-day week. When employers refused, the printers walked out on March 25, 1872. On April 15, 1872, 10,000 supporters showed up for a rally at Queen's Park when the population of Toronto was only 50,000!  

Globe publisher George Brown launched immediate legal action that resulted in the arrest of the strike committee for criminal conspiracy. Union activity was still illegal under Canadian law. 

The people-powered domino effect

The Toronto parade inspired leaders in Ottawa to stage a similar event. A few months later, on September 3, 1872, 7 unions in Ottawa organized a parade more than a mile long, headed by an artillery band and flanked by city firefighters. 

The parade passed the home of Sir John A. MacDonald, then prime minister of Canada. He promised to sweep away “such barbarous laws” as those invoked to imprison the TTU workers in Toronto.

Historic legislation

While the strike did not win the 9-hour day, just months ahead of a federal election, under mounting pressure from unions, MacDonald led the passage of the the Trade Union Act, which legalized and protected union activity in Canada.  

The parades continued in support of the Nine Hour Movement and became annual events in such cities as Toronto and Ottawa.

American labour leader inspired by Canadian union parades

In 1882, an American labour leader, Peter McGuire, founder of the carpenters’ union and the American Federation of Labor, was invited to speak at a parade in Toronto. When he returned to the U.S., he organized a similar parade in New York City on September 5, 1882. 

The popularity of the event spread rapidly. The first labour day events were held in Toronto (1882); Hamilton and Oshawa (1883); Montreal (1886); St Catharines (1887); Halifax (1888); Ottawa and Vancouver (1890); and London (1892). 

Becoming an official holiday

U.S. President Grover Cleveland declared the first Monday of September as an official federal “labor” day holiday in 1894. Canada soon followed. Cleveland wanted to avoid May 1, which had been proclaimed the International Workers’ Day in Europe by unions and socialist parties, becoming the workers’ day also in the USA. May Day also commemorates the Haymarket riot in Chicago (1886).

It is with a profound sense of sorrow and regret that the Institute informs you of the untimely passing of our friend and colleague Kal Sahota, BC/Yukon Regional Director. Kal’s commitment to PIPSC members was deep and unwavering. We will miss him very much. 

Kal served Institute members with distinction in a number of capacities for two decades, notably as a union steward in Vancouver.  In 2014, he was awarded BC/Yukon Steward of the Year.

For years, Kal served as a member of the AFS Executive and Bargaining Team, as well on the PIPSC Finance Committee and AFS Employment Equity Committee.

Kal was also President of the Vancouver CRA Branch.  In November 2021, he was elected to serve on the PIPSC Board of Directors as BC/Yukon Regional Director, beginning January 1, 2022.   

PIPSC extends its condolences to Kal’s family and to the many friends who were privileged to know him.

Funeral: Thursday, August 25, 2022 at 1:00pm at Riverside Funeral Home in 7410 Hopcott Road, Delta, British Columbia.  

Members have created a ‘living legacy’ by planting hundreds of trees across Canada to celebrate PIPSC’s 100^th anniversary.

The trees represent PIPSC members’ ongoing contributions and commitment to assure a strong and healthy future for Canadians.

PIPSC members are proud to promote environmental stewardship, which is more important than ever as we attempt to address the climate crisis by reducing our carbon footprint.

Like PIPSC members who serve Canadians in many ways, trees offer immense value to help Canadians enjoy a better and sustainable future.

PIPSC partnered with Tree Canada, a not-for-profit organization dedicated to planting and nurturing trees. For 25 years, they’ve engaged communities, governments, corporations and individuals in the pursuit of a greener and healthier living environment for Canadians.

Since 1920, PIPSC members have held important roles in collecting data that has confirmed we’re facing a climate crisis. Whether it’s surveying the health of our forests, mapping the stars or protecting the vitality of our marine ecosystems, the services provided by PIPSC members are services that all Canadians rely on.

OTTAWA, July 6, 2022 – Today, NDP Critic for Tax Fairness and Inequality, Niki Ashton (Churchill – Keewatinook Aski), along with Canadians for Tax Fairness economist and lead researcher, DT Cochrane, and Professional Institute of the Public Service of Canada President, Jennifer Carr, called on Justin Trudeau’s Liberals to act for more tax fairness in Canada. They are calling on the government to end its unfair tax system and make the rich pay their fair share of taxes. The Parliamentary Budget Officer estimates that Canada lost up to $25 billion in 2018 alone due to tax evasion and avoidance by the rich and large corporations. The NDP is urging the Liberals to close the tax gap, identify loopholes in Canada’s tax code and give the Canada Revenue Agency (CRA) the tools it needs to ensure that billionaires and big corporations pay their fair share.    

“While working people are struggling to make ends meet, it is unacceptable that the rich and powerful are being let off the hook,” said Ashton. “We are losing billions of dollars due to tax evasion and avoidance that could be invested in social services that Canadian families need, particularly as the cost of living soars. Justin Trudeau must act now to make things fairer for Canadians, and to give the CRA the tools it needs to make the rich and powerful pay their fair share.”   

Just recently, Canadians learned that the Liberals collaborated with accounting firm KPMG to keep them from paying their fair share of taxes. While hard-working people are struggling to get by, they watch in disbelief as their government caters to big businesses and billionaires. Since the Liberals came to power seven years ago, they have allowed big corporations and billionaires off the hook when it comes to paying their taxes. The NDP is fighting to change this.  

"It is our job to make tax fairness our priority and to close loopholes that let the rich and powerful off the hook,” said Ashton. “It's time for action. Liberals must change the law that lets the richest avoid paying their fair share. We also need greater scrutiny including a special committee focused on tax fairness. It's time to make sure those at the top are paying their fair share.”   

– 30 –

Quotes by validators:

"Taxes deserve the careful consideration of parliamentarians if we’re going to get the fairer system that Canadians expect and deserve."

- Canadians for Tax Fairness economist and lead researcher, DT Cochrane
 

"We can’t afford to not invest in the CRA. It's not just about money for public services, it's about fairness. Everyone, including the ultra-rich and corporations, need to pay their fair share. It is everyone’s responsibility to contribute to the society that has made them successful. It is not about going after the average Canadian that works hard and plays by the rules. It’s about making sure they aren’t the only folks contributing to our tax system and the public services we all rely on."

- Professional Institute of the Public Service of Canada President, Jennifer Carr
 

For more information, please contact: 

NDP Media Centre: 613-222-2351 or media@ndp.ca

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