On January 26, 2021, Shared Services Canada (SSC)’s Shereen Miller (ADM Next Generation HR and Pay - NextGen) and Office of the Chief Human Resources Officer (OCHRO)’s Stephanie Poliquin (ADM, People Mgt Systems and Processes) updated the PIPSC Board of Directors and Advisory Council on the project’s progress.

The detailed presentation and Q & A session demonstrated how far NextGen has come over the past year thanks to the hard work and dedication of union and employer representatives. PIPSC is a key player on NextGen’s Joint Union Management Committee and has been actively involved in the project since the government first announced it in mid-2018.

SSC’s intention for the next 3 years is to work on a rigorous, open and transparent process designed to find a way forward on a new solution. Lessons learned over this period will form the basis of eventual decisions on the replacement of the legacy HR and Phoenix pay systems currently in place throughout the core public service.

If the inaugural pilot, currently underway at Canadian Heritage, is successful, it will lead to recommendations for the system’s eventual adoption and implementation. If not, problems will have occurred within a controlled environment and will provide a better understanding of how to move forward. The pilot and subsequent tests are being run in parallel with existing systems and will not impact our members’ pay.

A later stage will seek to prove that the proposed architecture, solution, processes and approach resolve the challenges encountered on the way, as well as demonstrate their scalability and flexibility. This will involve employees represented by approximately 40% of the federal government’s collective agreements. The final stage will see the proposed solution scaled and deployed to additional departments.

We are committed to turning the page on Phoenix and to continue working in close collaboration with ADMs Miller and Poliquin and their respective teams towards the successful implementation of NextGen.

Mahammadu has studied and worked in veterinary medicine all over the world, from Ghana to Australia. Today, he is a PIPSC member and veterinarian working in Berwick, Nova Scotia.

After a successful career working as a laboratory technician, university teacher and veterinarian abroad, Mahammadu now works for the federal public service. As part of his job, Mahammadu ensures the humane treatment of animals and the safe exportation of meat products all over Canada and the world.

For him, it’s important that this work is done by the public sector so that producers follow the highest health and animal rights standards.

Mahammadu embodies these ideas in the work he does everyday, and started fighting for the rights of workers early in his career. When he started working in Ontario, immigrant veterinarians were hired at lower wages than workers educated in Canada.

“Here in Canada, what happened when I was hired is I was put at the lowest salary. Canadian trained graduates were put right at the top of the scale,” he says.

Mahammadu and his colleagues aren’t the first ones to experience this pay disparity in the workplace. He got in touch with his PIPSC representative and together we fought to ensure all veterinarians received the same fair wage. As a union, we work together to protect our fair pay scales and to ensure safe working conditions.

“I didn’t know much about unions; those days we didn’t have stewards but Employee Relations Officers,” he says. “Today as a steward, I get confidence in myself that I can stand up for my colleagues. I have seen the safeguarding of promotional standards and members know that there are always people around like me to stand up and help them.”

For Mahammadu, his work as a veterinarian and his work in the union are both important. Being in a union is important to him because collective advocacy promotes equality within Canada, starting at the community level.

“The union has been actively involved in advocating for our leave, pay structure, the Phoenix issue, and our work standards,” he said. “They guide us, get answers to our problems, and are strong advocates for our rights and equality.”

Mahammadu has been a trusted leader and change-maker in his workplace ever since he started advocating with the union for fair wages. From small-town Nova Scotia to the broader regions of Canada, our community veterinarians like Mahammadu make a big impact on our world.

“We as members form the union, and the union ensures that the values we stand for are maintained and preserved,” he says. “The union is there to support, advise, and stand up for our rights.”

Mahammadu has been an essential part of his group’s bargaining team, he works as a steward to help his colleagues resolve conflicts and issues at work, and he also contributes as an active member of the PIPSC Human Rights and Diversity Committee.

“A better Canada needs mechanisms in place that will promote equality and eliminate the barriers to equality; set standards for poverty reduction, provide proper education, good healthcare and the safeguarding of our pensions,” he says.

With members like Mahammadu at the forefront of advocacy, together as a union we are building more inclusive workplaces, and a more inclusive Canada.

Black History Month is a time to celebrate the historical achievements of Black Canadians while acknowledging the many inequalities they face.

As labour leaders, we must take action to combat anti-Black racism. We must foster environments where Black Canadian workers can thrive in their workplaces and in everyday life.

This Black History Month, join PIPSC for a look into the realities faced by Black Canadians.

Watch the Black Canadians in leadership roles: challenges, opportunities and successes webinar that aired February 18.

We, the public service unions and the National Association of Federal Retirees of the Public Service Health Care Plan (PSHCP), demand that the Treasury Board come to the table ready to discuss changes to the plan.  

The PSHCP covers most workers and retirees of the federal public service and has not been meaningfully reviewed since 2006. In 2018, a memorandum of understanding (MoU) was signed committing the Treasury Board to complete a review of the plan by March 31, 2019. The Treasury Board has not begun discussions with us.

Public service unions and the National Association of Federal Retirees believe that changes are needed to reflect recent medical advances, the increase in cost of living, and emerging technology. Together, we surveyed our members in 2018 and we are prepared to advocate for the changes you need in your health care plan. We have done the work to understand what our members need and how the PSHCP can respond to them. Continued delays are a serious neglect of the Treasury Board’s duties under the Financial Administration Act and its commitment to collaborate with public service unions and the National Association of Federal Retirees.

Along with our colleagues from other National Joint Council unions, we have cosigned a letter to the Treasury Board. We are prepared to commence legal proceedings to bring the Treasury Board to the table.  The National Association of Federal Retirees has submitted a separate letter of support.

Read the cosigned letter

Learn more about your group’s current extended health care plan: https://pipsc.ca/labour-relations/health-plan

The federal Pay Equity Act was passed nearly two years ago, yet it has not been implemented.

This act is meant to proactively guarantee that workers in woman-dominated jobs receive equal pay for equal work, when compared to man-dominated jobs. The creation of this legislation in 2018 was a historic moment in the fight against systemic gender-based discrimination and pay disparity between men and women.

While the implementation acts were being passed, we developed recommendations to improve the Pay Equity Act and ensure the timely implementation of this important legislation. We want to see improved transparency, clarity of application requirements, and improved salary adjustment calculations, among other recommendations.

On January 13, 2021, PIPSC President Debi Daviau submitted our position to the Consultation on Pay Equity Regulations.

Read our submission

Our recommendations are based on our knowledge of the specific challenges that provincial pay equity regimes face, as well as our strong desire to ensure the successful implementation of pay equity at the federal level. Those recommendations were shared and improved through discussion with the other unions under the leadership of Canadian Labour Congress.

In solidarity, we have also raised our concern about the ability of non-unionized women workers in small organizations to access pay equity protections. Many of these workers are in precarious and part-time jobs and are known to face discrimination in terms of pay equity and benefits. The current regulations on pay equity do not include any specific provision to protect these workers or guarantee them equal pay for work of equal value.

Make a claim for out-of-pocket expenses

If you were underpaid by Phoenix and were unable to pay bills on time, and subsequently incurred costs such as interest charges or administrative fees, these are out-of-pocket expenses that may be eligible for a reimbursement.

The full list of out-of-pocket expenses eligible for reimbursement is available on the employer’s website.

Keep all relevant financial documents and receipts that may show:

• interest charges related to late or missed payments from credit cards, lines of credit, loans, car loans, etc.
• non-sufficient funds (NSF) charges and other financial penalty charges from utilities, late mortgage or rent payments, or other financial commitments
• interest charges from credit you needed to take out due to a pay issue
• administrative fees for early withdrawal of investments

How to make a claim for out-of-pocket expenses

1. Download the employer’s fillable PDF form.

Download out-of-pocket claim form 

2. After filling out the PDF, submit your claim to your departmental claims officer.

Find your claims officer 

3. Your claims officer will be able to update you on the status of your claim. 

Unfortunately, PIPSC is unable to see the status of your claim. If your claim is rejected, fill out our Phoenix help form and include a copy of your claim as well as a copy of the denial letter, along with any other relevant supporting documentation.

Make a claim for financial costs and lost investment income

The claims process for severe financial cost or loss caused by Phoenix is now available.

We encourage you to look carefully at your situation to see if you are eligible to make a claim.

You should make a claim for this type of compensation as a result of Phoenix if you have experienced any of the following:

• your pay, severance or pension was delayed
• you cashed in stocks, bonds, mutual funds, interest-bearing accounts or GICs
• you withdrew money early from your RRSP

We signed a compensation agreement with the Treasury Board in June 2019. All current members paid by Phoenix have received general compensation of additional leave days and a process for former members to claim equivalent compensation has been launched.

Now the claims process is available to provide compensation for your specific financial losses. We have worked hard to ensure you are repaid every cent you are owed. 

This claims process for financial compensation as a result of Phoenix is administered directly by the Treasury Board. If you are submitting a claim for compensation, it is not necessary to file a grievance as well. If you have already filed a grievance, it is important that you also submit a claim to receive your compensation.

For further information about Phoenix compensation generally, please read our FAQs.

If you have questions or need support filing your claim, please contact:

Treasury Board of Canada Secretariat
1-877-636-0656
questions@tbs-sct.gc.ca

How to make a claim for financial costs and lost investment income 

1. Review the details of the claim process.
2. Gather all of your financial documents.
3. Ensure that your expenses meet the necessary $1500 threshold. The compensation you claim must total $1500 or more.
4. Complete the online form. 

Make a claim for financial costs and lost investment income

This claims process for financial compensation as a result of Phoenix is administered directly by the Treasury Board. If you are submitting a claim for compensation, it is not necessary to file a grievance as well. If you have already filed a grievance, it is important that you also submit a claim to receive your compensation.

For further information about Phoenix compensation generally, please read our FAQs.

If you have questions or need support filing your claim, please contact:

Treasury Board of Canada Secretariat

1-877-636-0656

questions@tbs-sct.gc.ca

Make a claim for severe hardship or leave taken

The compensation agreement that we negotiated also includes a claims process for people who experienced severe hardship or were required to take leave as a result of Phoenix. 

You may be able to submit a claim if you experienced one or more of the following situations: 

• You are a current or former employee who has a documented use of paid or unpaid leave (including sick leave) caused by illness, stemming from issues with your pay attributed to the Phoenix Pay System (the $1,500 threshold does not apply)
   
• You are a current or former employee who began maternity or parental leave or disability insurance and experienced a pay issue attributed to the Phoenix Pay System that led to the disruption in receipt of pay or associated benefit/entitlement (the $1,500 threshold does not apply)
   
• You are a current or former employee who experienced an adverse impact due to an issue with your pay stemming from the Phoenix Pay System and are alleging a discriminatory practice as defined under the Canadian Human Rights Act (the $1,500 threshold applies)
   
• You are a current or former employee who has a claim as a consequence of:
  • your loss of occupational capacity
  • your loss of required security clearance 
  • a significant credit rating impact 
  • bankruptcy which is directly attributable, in whole or in part, to the Phoenix Pay problems you experienced (the $1,500 threshold applies)
• You are a former employee who has a claim related to having resigned from the public service as a consequence of a loss of income leading to financial hardship caused by the Phoenix Pay System (the $1,500 threshold applies)
   
• You are a current or former employee who experienced mental anguish or trauma, which interfered with your ability, to a profound degree, to lead a normal life, and which went beyond the normal distress, annoyance and anxiety suffered in the circumstances, caused in whole or in part by the Phoenix Pay System (the $1,500 threshold applies)
   
• You are a current or former employee who experienced other damages which disclose comparable personal hardship or impact caused in whole or in part by the Phoenix Pay System (the $1,500 threshold applies)

How to make a claim for severe hardship

1. Review the details of the claim process
2. Gather all of your supporting documents (as per the criteria set out for your category of claim).
3. Ensure that your expenses meet the necessary $1500 threshold if the threshold applies to your claim. (Remember that you may already have met this $1500 threshold if you have previously submitted a successful claim under the process for financial costs or investment losses.)
4. Complete the online form 

"I hope our members know that we are working to ensure their health and safety, protecting their rights and that we’re here to listen if they do have concerns.”

Simone Zobatar has devoted years of her volunteer time to our union. Like many of us, she began contributing as a union steward after being encouraged by a member of her group’s executive.

She was then quickly appointed to the group executive as a member at large. Over the years, her confidence, skill and experience grew as she took on roles as Treasurer, Vice-President and in April 2018 was elected AFS Penticton sub group President.

A path that many PIPSC members follow, there is a place for everyone in our union’s leadership. 

“Since becoming a steward, I have had the opportunity to learn from some of our great leaders, in our regional office, our AFS group President, our national President. Collectively, I know they work countless hours for our members across the country and it’s rewarding to be a part of that. It’s rewarding to help our members find solutions for issues that may come up for them.”

Simone knows that this hard work pays off, pointing to the work and life balance that our union work has ensured. She values being able to take leave if her children are sick or have an appointment or to care for an elderly parent. 

Beyond this, in the last round of bargaining PIPSC won a new leave for a “person who stands in place.” This means that members can now access leave to care for a close friend or family member who wouldn’t have previously met the definition of family. Simone knows so many people who don’t have access to these kinds of paid leave and can’t care for the ones who mean so much to them.

As a union leader, Simone has worked hard to build strong relationships with management. These relationships allow for productive collaboration that prevent many of the issues that could arise in her workplace. Even while working from home, she will continue to prioritize this strategic approach to labour relations. 

Simone is so proud to help local members find resolution to workplace issues. The most important thing for her is to make sure that members know that we are here for them.

A Chartered Professional Accountant, Simone, works for CRA as an auditor. Her workdays are spent auditing high net worth individuals and their related entities to make sure they pay their fair share of taxes. 

She says, “an incredible amount of money leaves this country because people are avoiding paying taxes.”

Simone follows the money to figure out tax avoidance schemes. The hundreds of millions of dollars that Simone and her colleagues retrieve are used to provide the infrastructure, health care and public services Canadians deserve. 

“When you see people working hard, making a decent salary, paying more taxes than these companies that make hundreds of millions of dollars, that’s the frustrating part. We bring in hundreds of millions of tax dollars when we uncover these tax schemes. And this has a substantial impact on all Canadians,” Simone explains.

Canadians benefit from the work of public servants, Simone reminds us.

“For example, the systems that our CS Group was able to implement in order to administer pandemic benefits on such a timely basis, is second to none. They were able to get money out to people that really needed it,” she shared proudly. 

Public servants have a great impact on our economy, our social programs, our health and well-being. And that impacts the lives of everyone in our country.