It is with great sadness that the Institute learned that Judith King passed away on December 4, 2021.

Born in Ottawa to proud members of the federal public service, Judith served Institute members with distinction as an Employment Relations Officer from 1980 to 2005.  

With great composure, Judith was meticulous, methodical and fierce in her advocacy for what was just.

Her sharp intellect, critical thinking, tireless work ethic, and innate human benevolence earned not only the respect of her colleagues, but resoundingly impacted the outcome of favourable resolution throughout her career, improving the lives of many.

Institute members and staff extend their heartfelt condolences to Maureen’s family and friends, and especially Judith’s sister, Maureen, who was also a long-serving member of the PIPSC staff.

The PIPSC 2022 Annual General Meeting (AGM) is taking place in person November 18 and 19, 2022, in Montreal, Quebec.

If you’re interested in representing your group delegation, fill out the application form below before Tuesday, June 28 at 12:00 PM ET.

This application form is only for members of the following groups:

• BCFNHA, CCC, CFIA (IN, S&A, VM), CMH, CMN, HOC, JCC, MP, NAV, NB (all groups), NFB-PG, NGC, MAGE, NRC (IS, LS, TR), SEN, SUN-RT, SUN-MET, TOURISM, TBH-RT, UOTTAWA, WFCC, WRH-RT, WPEG, WTEG, YHC

The AGM is a gathering of the PIPSC membership, represented by delegates whose purpose is to review and set the policy direction of the union. Issues will be presented, debated and voted on by the delegates.

All costs are covered including meals, transportation and accommodation. Your salary will be compensated as required.

If you have any questions or would like more information, please contact Sean O’Reilly, soreilly@pipsc.ca.

Please disconnect from the government's VPN and use a personal device in order to ensure the form loads.

The federal government has announced it will drop its COVID-19 vaccine mandates as of June 20, 2022. This means that the vaccination policy for federal public service workers of the core public administration, including the RCMP, will no longer be in effect. Crown corporations and separate employers were asked to do the same. 

As of June 20, 2022, those members on Leave Without Pay (LWOP) or another accommodation status will be allowed to return to work. Should circumstances of the pandemic change, the federal government may adjust their policies to align with public health guidance. We expect that separate agencies will soon be adopting the same approach and will keep you informed.

Unfortunately, this information was shared with the PIPSC President through the media before the employer informed us of the change. We, together with other unions, have been asking for an update for weeks. We have informed the Treasury Board of our disappointment and hope that collaboration will be a priority moving forward.

This is a welcome update from the employer as we have been pushing for this policy to reflect the current status of the pandemic. PIPSC filed policy grievances in May 2022 against the Mandatory Vaccination Policy for all members who remain on LWOP beyond April 6, 2022. Those grievances remain in effect until we have further details. 

Our members have gone above and beyond throughout the COVID-19 pandemic to keep their colleagues and the Canadian public safe. We encourage all members to continue to follow public health guidelines and keep their vaccinations up-to-date.

The employer must maintain a safe workplace, especially as members return to their workplaces. We will continue to advocate for flexible and telework arrangements as it’s a virtual world and our members have proven their ability to be productive while working remotely. 

PIPSC’s Human Rights and Diversity Committee is excited to lead this year’s Indigenous History Month celebrations.

The Truth and Reconciliation Commission presented 94 Calls to Action, which public service professionals, as all people in Canada, have a duty to support and implement.

In particular, PIPSC members should be aware of recommendation #57, which invites public service professionals to commit to reconciliation through education.

Enroll in an Indigenous history class

These courses explore the different histories and contemporary perspectives of Indigenous peoples living in Canada. They include education on the role and responsibilities of the Government of Canada towards Indigenous people and their ongoing struggle against colonialism.

PIPSC members who enroll in one of these courses can upload proof of their enrollment for a chance to win a $500 gift card supporting these Indigenous artists and businesses:

• Candle designer: http://www.angelademontigny.com/
• Khewa: Wakefield-based artist https://khewa.com/en/
• Tribal Trade Co: https://tribaltradeco.com/
• Victoria's Arctic Fashion: https://vafashion.ca/

The contest is now closed. Congratulations to Boyong Liang, PIPSC AFS member, winner of the 2022 Indigenous History Month contest.

Courses

The Canada School of the Public Service offers multiple courses as part of its Indigenous Learning Series.

ENROLL IN A CSPS COURSE

The University of Alberta offers a free course called Indigenous Canada – a 12-lesson online course from its faculty of Native Studies. You can also pay a modest fee for a certificate upon completion.

ENROLL IN THE UALBERTA COURSE

Learn about Truth and Reconciliation at your next executive meeting

Are you interested in learning more about Truth and Reconciliation at your next branch, group or regional meeting? The PIPSC Human Rights and Diversity Committee is happy to join your meeting for a 1-hour presentation on the importance of Truth and Reconciliation.

REQUEST A PRESENTATION

Indigenous Day Live

PIPSC is a proud sponsor of APTN’s Indigenous Day Live. We encourage you to attend the celebrations in-person if you are in Treaty 1 territory (Winnipeg area), or online via the livestreams on June 18 at 6:00 PM CT.

New this year, IDL is being reimagined from a traditionally-hosted concert to a cultural and artistic presentation that shines a light on this year’s theme, “Celebrating Our Lands.” The show celebrates gender diversity and the important connection Indigenous women have to the land. Each act is led by an Indigenous woman or member of the 2SLGBTQ+ community.

You’ll also hear President Jenn Carr address the community, before the official PIPSC fireworks display.

Join the PIPSC Indigenous caucus

The Indigenous caucus advises the PIPSC Human Rights and Diversity Committee on issues directly related to Indigenous members.

Its mission is to advance equity in the union and workplace for Indigenous members through the elimination of barriers, including anti-Indigenous racism, and to support environments where members can reach their full potential.

PIPSC is now looking for members to join the caucus for a 1-year term. The focus this year is to support the development of a 3-year strategic plan for the caucus, and centralizing existing work on anti-Indigenous racism (i.e. research projects, committees, advisory boards).

Indigenous members, including First Nations, Inuit, and Métis, are welcome to apply. If you’re interested, please email HRDC Chair, Greg Scriver at gscriver@pipsc.ca.

On June 2, 2022, Ontario voters re-elected the Ford Conservatives. While this is not the result we were hoping for, it is the reality we face together. We must continue our fight for fair wage increases for our members.

June 2022 marks the 3rd anniversary of Ford’s Bill 124. Bill 124 limits collective bargaining wage increases to 1% per year for 3 years for all Ontario public servants. This includes essential hospital workers.

We refuse to accept Bill 124. 

“My top priority is restoring the right to bargain a fair collective agreement.” said President Jennifer Carr, “Our members have worked tirelessly to provide care and treatment for vulnerable patients throughout the pandemic – Bill 124 completely ignores their hard work.” 

We are working with the Ontario Federations of Labour, other unions to challenge this bill. We have also supported the Ontario Health Coaltion’s efforts to raise awareness healthcare privatization throughout the election campaign. Together we are fighting to restore collective bargaining rights through a constitutional challenge to Bill 124.

It must be repealed.

Our members have provided essential services to Ontarians. We will not stop fighting for you until you get the respect, and wages, you deserve.

In Memoriam: Desmond Chiang

It is with deep sadness that we must pass along the news of the sudden passing of our cherished colleague Desmond Chiang.

This is a shocking and terrible loss for Desmond's family and those who worked closely with him at RCMP O Division. Desmond was a devoted RCMP Steward who worked diligently to represent PIPSC members in O Division. 

He is being remembered as a valued and trusted civilian member who was always smiling and ready to help a colleague. Desmond was a loving husband to his wife May Chow and the devoted father of Stephanie and Christopher. 

We join Desmond’s family in mourning his passing and offer our sincere condolences to them. May he rest in peace.

Funeral details can be found at: https://www.arbormemorial.ca/scott-brampton/obituaries/desmond-sieng-huong-chiang/86481

Pension plans don’t have to be invested in dodgy companies or environmentally destructive projects to grow funds for retirement. 

You can have a strong pension plan that generates valuable returns – and one that does so responsibly.

Many members have voiced concerns about where their pensions might be invested. In 2020, we learned the Public Service Pension Plan (the PSP, a plan most PIPSC members belong to) was the sole owner of Revera – a for-profit company running the long-term care facilities responsible for hundreds of deaths of senior citizens. It was later exposed that the company also had a record of dodging its taxes while issuing dividend payments. 

The federal government’s most recent budget included plans to add 2 union representatives to the governance committee of the Public Service Pension Investment Board (the fund manager of the Public Service Pension Plan). 

This provides a unique and long-awaited opportunity to have a say in where our pension funds are invested – and apply what’s known as environmental, social, and governance (ESG) standards.

We know our members expect evidence-based policies. 

Over the next few months, we, along with other unions, will work with investment experts and independent researchers to understand if implementing ESG criteria will make a real difference – and evaluate the costs. Our hope is that this research will help us build our own ESG policy so we can advocate to fund managers and governments to do better. 

PIPSC currently sits on the board and oversight committees of several pension plans. We contribute to plan governance through consultation projects and public-interest advocacy before government bodies. Having a specific ESG policy will ensure our collective efforts are aligned with your values, particularly as federal unions prepare to take a new seat at the Public Service Pension Investment Board.

PIPSC member pensions are big players in the investment world – to the tune of about 1 trillion dollars. With funds this large, where they get invested can have a big impact on the environment, economy, and human rights – whether that’s positive or negative. 

Other major investment funds have championed many financially-sound ESG initiatives, including the Ontario Teachers' Pension Plan and the Caisse de dépôt et placement du Québec. Not too long ago, the Canada Pension Plan Investment Board divested from 2 US private prison companies with terrible human rights records – investments that their board wasn’t even aware of. By doing this research, we’ll have a better understanding of the investments of our members’ pension plan, and what we can do to make it more values-aligned.

Based on the recommendation of the PIPSC Pension Advisory Committee, the initial ESG proposal will consider criteria like environmental sustainability, human rights, inclusion and diversity, labour rights, evidence-based public policy/interests, protecting Canadian jobs, and advancing the public sector. Members are welcome to submit further suggestions to pensionsbenefits@pipsc.ca. 

A final proposal will be brought before the 2022 Annual General Meeting for approval.

PIPSC has partnered with the Future Skills Centre on a new project, Navigar, to help members understand, prepare for, and make the most of opportunities to advance their careers. 

With this new PIPSC initiative, members will have access to evidence-based research and insight into how their careers are changing. It will recommend relevant and accessible training opportunities to keep members ahead of changes in their jobs.

As a thank you, each member who answers will be entered into a draw to win 1 of 40 $25 Tim Hortons gift cards.

Please disconnect from the government's VPN and use a personal device in order to ensure the form loads.

The survey is now closed.

The Treasury Board Secretariat (TBS) has released its latest guidance on the hybrid workforce.

PIPSC and the other federal public service unions submitted recommendations to the TBS on this issue earlier this year, as part of ongoing discussions around this future public service model – one that TBS President Mona Fortier has publicly committed to.

While the guidance focuses on telework, it is unfortunately based on the current policy that was developed pre-pandemic. We have been pushing the Treasury Board for over 2 years to provide a full, clear and consistent definition of the hybrid workforce. We expected a more substantial document that took our recommendations into account.

At a time when businesses, organizations and other unions across the country have started to embrace the new normal of 21^st century work – a model that includes remote work – the government is showing that it lacks flexibility and remains stuck in a pre-pandemic mentality.

Its failure to evolve means it risks falling behind – and it will likely result in losing experienced public service professionals who will take their talents to employers that better embrace this new way of working.

A recent PIPSC survey found that a majority of our members preferred to continue working from home:

• Over 60% prefer full-time telework
• Over 25% prefer a hybrid model
• 11% prefer returning to the workplace full time, with some flexibility to work occasionally from home

The survey also found that 60% of members indicated they can do all of their work from home. 25% said that most of their work can be done from home. Only 3% said that they cannot work from home.

We need to ensure that access to hybrid and telework arrangements is provided equitably, accommodates member preferences, and is approved without bias or unreasonable criteria. Accessibility and accommodations need to be considered. Home office expenses such as high-speed internet should be paid by the employer.

In addition, measures are needed to protect the right to disconnect and work-life balance. Departments and agencies must be transparent and work with our representatives on their plans to open up worksites. They must respect collective agreements and all applicable legislation.

Finally, there needs to be a clear plan and approach to open offices. Workplace strategies like hot-desking and hotelling need to be re-examined. 

We will continue to push the Treasury Board to improve and deliver on its commitment to a remote and hybrid work model. We will keep our members updated on a regular basis.