We are heartbroken by the discovery of the remains of 215 children in a mass grave at a former residential school in British Columbia. It is an unthinkable number, and represents the unmitigated and profound injustice inflicted upon Indigenous families in this country, which remains unresolved.

Children often faced physical, sexual and emotional abuse in these residential schools. Thousands died of disease and severe neglect.

These children never made it home to their families. They were often buried in unmarked graves like the ones found in Kamloops, and their parents were never told what happened. While the Truth and Reconciliation Commission (TRC) estimates that over 4,000 children died in these schools, we don’t know the actual number because deaths went undocumented. We also don’t know where other burial sites might be because so few are officially documented and even fewer maintained. 

This is why we support the calls from Indigenous leaders and the TRC report for the federal government to create an online registry of residential school burials, and to work with impacted groups to develop a plan for the ongoing identification, documentation, maintenance and commemoration of burial sites. The TRC requested $1.5 million in funding to search for unmarked graves in 2009, but that funding was denied by the federal government. It’s time for this funding to come through.

A national Indian Residential School Crisis Line has been set up to provide support for former students and anyone affected. People can access emotional and crisis referral services by calling the 24-hour national crisis line: 1-866-925-4419.

June is National Indigenous History Month in Canada, and this year, PIPSC members across the country are mobilized for change.

As Canadian public service professionals, it’s important to recognize that Canada has been inhabited by Indigenous peoples for thousands of years. We’re actively engaging in reconciliation with First Nations, Inuit and Métis communities. And we’ll explore the issues that Indigenous peoples face in the workplace with an eye-opening webinar.

This year, we’re being mindful of the land we’re on, in respect of Indigenous peoples. We’re going to learn about Indigenous traditions, languages and art.

5 reasons that motivate us to take action for reconciliation

  1. According to the language vitality criteria set by the United Nations Educational, Scientific and Cultural Organization (UNESCO), at least 87 Indigenous languages in Canada are at risk of disappearing. The government must step up to support Indigenous language revitalization projects.
  2. Although the federal government committed to end drinking-water advisories in First Nations reserves by 2021, the timeline has now been postponed until 2026. Considering the essential nature of clean drinking water, this delay is unacceptable to both Parliamentarians and Indigenous leaders.
  3. Inuit across Nunavut are suffering from a severely underfunded Nunavut Housing Corporation. Housing is a human right and the government must intervene to resolve this health and housing crisis.
  4. Systemic discrimination is still rampant in our country’s police system, with Indigenous people being 10 times more likely to be shot and killed by a police officer than a white person. We all have a role to play to end systemic racism.
  5. Truth and Reconciliation Report recommendations are still not fully implemented.

5 reasons we’re inspired by the activism of Indigenous community leaders

  1. The National Association of Friendship Centres is expanding their service offering, creating community hubs for Indigenous people everywhere.
  2. Indigenous Health Centres are offering traditional healing services throughout the country.
  3. Territorial acknowledgements are becoming more commonplace. It’s important to remember that settlers displaced Indigenous communities to build our cities and towns, and that we can work to make amends.
  4. Canada has finally apologized to Inuit communities for forced relocations, family separation and sled dog killings imposed on Inuit from 1950 to 1975.
  5. Arctic fashion is hitting the international stage at New York and Paris runways, bringing attention to northern Indigenous communities.

Take action

 

Webinar            Territorial Acknowledgements

REGISTER FOR THE WEBINAR                                     TERRITORIAL ACKNOWLEDGEMENT

Register for the June 29 webinar with                                           Local love
Senator Kim Pate and Mocassin Joe                                            CAUT                                    
                                                                                                      

Community Events            Friendship Centres

INDIGENOUS COMMUNITY EVENTS                             FRIENDSHIP CENTRES

Quebec: Kahnawake Pow Wow                                                   National Association of Friendship Centres

              Gesgapegiag Pow Wow                                                 Wabano Centre

Ontario: Wikwemikong Pow Wow                                                Native Montreal

Nunavut: Rankin Inlet Square Dance competition

National: Indigenous Day Live                

                                                                                                    

On May 13, 2021, PIPSC President Debi Daviau appeared before the Senate Committee on Social Affairs (SOCI) to provide our feedback on how changes to certain provisions of Bill C-30, the Budget Implementation Act, 2021, may help eliminate the barriers that affect equity-seeking groups in the federal public service.

Our overall position is that the proposed changes represent an improvement on the existing Public Service Employment Act (PSEA) by recognizing the impact of biases and barriers on the selection and promotion of candidates from equity-seeking groups.

In late January, we participated in a National Joint Council Employment Equity Committee consultation on this issue, where we outlined a number of our concerns:

  • we don’t have a lot of confidence in federal staffing processes
  • the delegation of staffing authority to local managers has played a key role in creating the barriers to equity, diversity and inclusion our members encounter today
  • the system pits employees against employees
  • our members are frustrated about how positions are staffed and how promotions are handed out
  • the “right fit” is often used to exclude better qualified candidates
  • acting appointments are made and extended without any rationale through non-advertised processes

Decisive and immediate action must be taken to finally create a federal workplace that reflects the people of Canada and their values. The representation of equity-seeking groups in the federal workplace can’t improve in the current context. It’s time to stop putting in band-aid solutions to this critical problem.

We invite you to apply to participate in the WiS Learning Lab if you are woman (cis and trans), Two-Spirit, or non-binary person in a science-based group or classification. We welcome your interest and participation in the Lab! All answers are kept strictly confidential. Please submit your application by June 14, 2021.

Due to the nature of the Learning Lab format and objectives, space is limited. The WiS Virtual Learning Lab Working Group and Planning Committee will select participants based on:

  • Interest and passion for supporting and advancing equity in public sector science
  • Quality of application (for example, you have a specific micro-project or issue you would like to workshop, develop or address during the Lab)
  • Representational goals (for example, region, department, classification, diversity of experiences and identities) 

RCMP civilian members in the Computer Personnel (CP) classifications are rightly concerned about planned delays to receive retro pay. The RCMP is insisting it will take up to 180 days to issue retro pay because that is the timeframe for core public administration members in the CS Group. This position is unjustifiable, as PIPSC never agreed to an extended timeframe for RCMP members.

President Debi Daviau wrote to RCMP Commissioner Brenda Lucki, urging her to intervene so retroactive payments can be processed as soon as possible, no later than 90 days from the date the collective agreement was signed. Unfortunately the RCMP Commissioner's response falls short on all accounts.

READ COMMISSIONER LUCKI’S REPLY

While RCMP civilian members are not subject to the terms and conditions of the CS collective agreement, the Commissioner is relying on a CS agreement to double the implementation period for retro pay increases, up to 180 days. While we feel this is unreasonable, especially considering that CS public service professionals were paid an additional $500 for this extended implementation period, we have confirmed that we have no legal recourse under the RCMP Act to submit this issue to an independent adjudicator.

While our members will have to wait to receive their well-deserved retro payments, rest assured that once civilian members have been deemed into the public service, they will have the full protection of collective agreements and modern labour laws. We look forward to having access to independent grievance resolution processes to challenge these kinds of abuses and protect the rights of our civilian members.

On May 10, 2021, PIPSC President Debi Daviau appeared before the House of Commons Standing Committee on Government Operations and Estimates (OGGO) to discuss the government’s handling of the pandemic’s impact on its employees.

Tens of thousands of our dedicated PIPSC members have continued to faithfully serve Canadians since the start of the pandemic. Right now a small percentage of them still remain in their regular workplaces to provide critical services, but approximately 90% of our members are currently working from their home offices.

In general terms, we are reasonably satisfied with how the government has handled the crisis’ impact on its employees. There have been issues with individual departments or even local managers misinterpreting or simply ignoring Treasury Board directives, as well as inconsistencies in implementing safety protocols and around working from home. But overall we give the government a passing grade so far.

That said, existing collective agreements need to be modified or tweaked to ensure that public service managers have the ability to be flexible with employees while still respecting our contracts. Leave with pay (Code 699), duty to accommodate and hours of work are examples of issues that need to be reviewed in light of the pandemic.

At this stage our main concerns revolve around adapting to the new work reality and about giving employees the choice to work at home or in an office, whether a satellite location or their regular workplace.

This means ensuring proper employer support for home offices and telework. It also means a big change in the public service work culture. Because of the very serious impact the pandemic has had on mental health and work-life balance, it also means that the employer must develop new tools for ensuring the wellness of public service employees.

It is critical for the Treasury Board and individual departments and agencies to continue to consult and work closely with unions to ensure that all these points are being addressed. The government’s response to the pandemic and its treatment of federal workers has been commendable so far – let’s not change it now.

On May 6, 2021, PIPSC President Debi Daviau and Economist Ryan Campbell testified before the House of Commons Standing Committee on Finance (FINA) about the Canada Revenue’s Agency’s (CRA) efforts to fight tax evasion.

The rules must apply to everyone, but unfortunately many wealthy individuals and corporations use their superior resources to look for a shelter or haven where the tax rules don’t apply. While these privileged few get a reduced tax bill, governments lose revenue for public services, resulting in either service cuts or tax hikes for everybody else.

In 2012, sweeping budget cuts were introduced to the CRA. Even with more recent government reinvestments, CRA still doesn’t have all the tools, training and staff it needs to get the job done. 

We need to fix this now. More than ever, Canada needs the tens of billions of dollars in tax revenue, if not more, that are sitting in off-shore tax havens. We need to:

  • better enforce existing tax laws
  • prevent political interference at the CRA
  • better protect whistleblowers
  • hire more technical advisors and invest in technology and training
  • enhance the capacity of the CRA’s regional offices

A number of policy reforms also need to be undertaken.

Budget 2021 announced initiatives that, when implemented, will take tangible steps in the direction of tax fairness. These include a digital service tax for companies like Netflix and Amazon and the creation of a publicly accessible beneficial ownership registry.

These are both important initiatives long championed by PIPSC members and our allies in civil society. 

But while these changes are welcomed, we still have work to do. The Parliamentary Budget Officer has estimated as much as $25 billion of corporate tax revenue is lost to tax havens every year. We must do more to end the transfer pricing and profit shifting that facilitates this destructive practice. As of now, some incremental steps are being taken, but there are a variety of additional actions that can be put in place. The end result would be a new, simplified view of the global commercial landscape – one in which corporations can be prevented from pitting countries against each other and are taxed fairly everywhere.

Overall, our CRA professionals must receive the training, tools and resources they need to do their jobs. The CRA must receive appropriate funding to ensure tax laws are enforced equitably and that wealthy individuals and powerful corporations are just as accountable as any other Canadian. And there needs to be international cooperation and updates to legislation, so those who try the hardest to avoid taxes end up paying their fair share.

A new PIPSC initiative will help our members navigate the changing workforce and meet their career goals.

This initiative was made possible by generous contributions from Future Skills Centre (FSC), an independent, government-funded organization dedicated to helping Canadians gain the skills they need to thrive in a changing labour market.

PIPSC members are ambitious, responsible professionals who want to stay ahead of changes caused by social, economic and technological forces. According to a recent survey of members, 7 out of 10 want tangible, proactive steps to advance their careers.

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

PIPSC will also support members in seeking employer funding and opportunities to advance their career aspirations. 

FSC is always looking for innovative projects that test, prototype and evaluate new approaches to anticipating labour market change and equipping workers with necessary skills through a sector-based lens. The financial contribution from FSC shows confidence in PIPSC’s proposal. 

The PIPSC Board of Directors has approved the initiative and the partnership with FSC.

After delegates voted to continue PIPSC’s 101st Annual General Meeting at a later date, the Board of Directors announced that a second session that will take place on June 5, 2021.

The agenda, resolutions, and list of delegates from the initial session will all remain valid for this second session.

We’ll provide an instructional video on meeting procedures prior to the AGM date. We’ll also invite delegates to an information session on June 2, 2021 to learn about Lumi, the voting software, which will also be an opportunity to test your username and password, and to ask any other questions. New usernames and passwords will be issued to access Lumi.

If there isn’t enough time to complete everything on June 5, the meeting will continue on June 6. Please save the date.

Don’t forget that you can view the agenda, resolutions, director reports, and more on the AGM website, or on the PIPSC AGM app for iOS or Android.