Women from across the globe gathered in New York for the United Nations Commission on the Status of Women. At this sixty-third gathering of its kind, our own VP Norma Domey represented us as a part of the Canadian Labour Congress delegation.

This year’s meeting of the commission focused on social protection systems, access to public services, sustainable infrastructure for gender equality and the empowerment of women and girls. Themes which hold particular importance for trade unions.

VP Domey attended many sessions, official meetings, trainings, NGO briefings and valuable networking events. One of the many sessions focused on enhancing the role of women in the negotiation process as well as in building peace and security. The panel discussed best practices, women’s experiences, and identified possible entry points, mechanisms and recommendations to enhance women’s roles.

“It was an honour to represent my union and an inspiration to be organizing with so many powerful women from around the world. There is no doubt we have a long way to go, and in many ways these are tough times, but we have so much to work with.” Domey says.

In 2001, I had to fight for parental leave.

Working for the federal government, my third baby on the way, my employer refused to implement new legislation extending parental leave top-up pay from six to twelve months, as provided in our collective agreement.

Eventually, I convinced my colleagues to write a briefing note that our assistant deputy minister used to ensure 12 months of top-up parental leave pay for me and every other pregnant woman in my department.

That fight kick-started my involvement in the union.

Remember, this was the federal public service – a workplace that ought to lead by example.

No one, I thought – least of all a federal public servant – should have to fight to take care of their family. How wrong I was!

Times have changed but challenges haven’t.

More time with family is a top priority of workers in eight countries

A rapid rise in the numbers of millennial parents in the workplace, a decline of boomers, an increase in precarious employment, the high cost of housing, the lowered expectations for the global economy – all serve to magnify what matters most (or ought to): more time with family. According to a recent survey of 3,000 workers in eight countries (including Canada) the top priority of most is to spend more time with family.

In 2017, the Trudeau government announced that all working parents under federal jurisdiction would be given the option of extending their parental leave even further – from the current 35 weeks to as much as 61 weeks. For a government elected on, among other things, growing the middle class, advancing feminism and bettering work-life balance, it seemed sensible and progressive.

But a clear weakness in the policy from the start was its failure to provide any additional money to support extended parental leave. Sure, parents can extend their leave further but only on the same budget. They can choose to receive the existing employment insurance (EI) parental benefit rate of 55 per cent of average weekly earnings over 35 weeks or a lower benefit rate of 33 per cent spread out over a maximum of 61 weeks.

That’s left employers such as the federal government with some difficult questions to answer – specifically, how the federal government can lead by example and make it financially feasible for federal public servants to take advantage of the extended parental leave.

In addition, parental leave isn’t the only paid leave that working families need.

More paid parental leave is in order

When critical or terminal illness strikes, what protections exist to ensure a breadwinner doesn’t lose their job or suffer catastrophic financial loss caring for a critically ill or dying family member? According to the Canadian Hospice Palliative Care Association, nearly one-quarter (23 per cent) of Canadians cared for a family member or close friend with a serious health condition in the previous year – 41 per cent of whom had to rely on personal savings. Changes to federal law, also announced in 2017, provide job security and up to 26 weeks of leave at as much as 55 per cent of average pay to provide end-of-life, compassionate care to a loved one. But given the uncertain prognosis of many diseases how many actually find this amount adequate?

We all dream of happy families. Sadly, some have far simpler dreams of not living in violence. Leave specifically designed to help victims of domestic violence get the legal and other supports they and their children need has become recognized as vital, even if it is rarely used. Australia is a leader in this area. In 2016, the Australian state of Victoria provided public-sector employees up to 20 days of paid family violence leave. Last year, Canada announced it would provide federally-regulated workers in the private sector 10 days domestic violence leave, only half of it paid. My union and others that represent government employees are currently negotiating our own domestic violence leave provisions.

There should be no more sympathetic advocate for more paid parental leave than the government that announced extending it. The glaring absence of any increased EI benefit is a significant shortcoming of the government’s current policy.

It’s important to remember that the government’s recent parsimonious extension of parental leave has occurred at a time when the public service continues to undergo tremendous disruption due to the failed Phoenix pay system. Try raising a family on a paycheque you can’t be certain will be there. It’s caused some of my members to postpone the whole idea of raising a family.

'I can honestly say fighting cancer was easier than fighting Phoenix'

And those who do have stories to tell. Many focus on the shortages of leave to care for ill or dying family members – the new mother whose sudden debilitating illness requires that her partner use up all his leave to care for the family, the life partner with Stage Four cancer and a few months to live, the child with life-threatening allergies or the one who requires surgery and extensive post-op care, the parent with dementia. These real challenges have been made all the harder by the habitual failures of the Phoenix pay system to reliably pay people – like the member who went through maternity leave without any pay at all. As one member remarked about her own struggles with Phoenix while fighting to care for herself, “I can honestly say fighting cancer was easier than fighting Phoenix.”

Remember, these are employees of the federal public service, which offers better pay and benefits than many if not most Canadian workplaces – thanks, in part, to strong unions.

That’s why one of the key demands of our members at the bargaining table this year is that the federal government do better as a model employer by agreeing to improve parental, compassionate care, critical illness and domestic violence leave.

If Canada is to compete on what really matters in the global economy, it should be on what matters most to working families. (It’s no coincidence that European countries with enviable parental leave provisions, most notably Sweden and Denmark, are also among the countries with the lowest levels of income inequality in the world.)

Setting a good example for other employers and jurisdictions (such as Ontario) should be no less a priority for our federal government than it is for parents struggling to raise resilient children in an age of ever-diminishing expectations. It can’t be done on last year’s budget.

Until every working Canadian parent can be assured they and their families will no longer suffer financial hardship due to unpaid time caring for a critically ill or dying family member, until parents have the top-ups to make extended parental leave the real improvement to work-life balance it was intended to be, and until domestic violence is no longer the scourge on some families that it is, Canadians will need to rely on Canada being a model employer and showing the way.

Debi Daviau is president of the Professional Institute of the Public Service of Canada (PIPSC), which represents approximately 60,000 professionals across Canada, most of whom are employed by the federal government.

This article was originally published in the National Observer by President Debi Daviau.  

The procurement process to replace the Phoenix pay system is underway.

The Next Generation Human Resources and Pay (NextGen HR and Pay) Team charged with this work has just launched a Digital User Expo. This is an opportunity for each of you to test possible pay solutions, share your feedback and ask questions.

Please take the time to offer your important feedback or concerns before the April 30^th deadline. Your feedback is essential to the work to replace Phoenix.

This link is accessible only on the Government of Canada network.

You can also engage with the NextGen HR and Pay team online via Twitter using their hashtags #NextGenHRPay and #ProGenRHPaye, as well as through their website.

While Budget 2018 had announced $1.7 billion of new funding for science research, federal scientists were not quick to rejoice, as much of the money allotted was in direct responses to the findings of Canada’s Fundamental Science Review, which completely ignored government science and its pool of public science talents. Once again, the 2019-20 Budget is no different than the last one when comes to significant new funding for public science.  

Canadians who care about public science have had some good news to celebrate since the election of the Trudeau government. It started with protections for scientific integrity and the government’s agreement with PIPSC, the union representing its scientists, to enshrine those rights in collective agreements and government policies. It continued to engage in replenishing the ranks of federal scientists, engineers and researchers over the past three years by hiring 1,500 positions in an attempt to fill the science gap left by the previous government’s waves of cuts.

On broader science issues, PIPSC salutes that Budget 2019 is also moving in the right direction for science students. Students receiving federal research grants will now be able to benefit from parental leave under EI. Federal granting councils will also be able to expand parental leave coverage from 6 to 12 months for fellows and post-docs.

But most Canadians would be disappointed to learn that actual spending on government research and development (R&D) is lower today than it was under the Harper government. While overall funding of science has increased from $10.4 billion in 2015-16 to $11.3 billion in 2018-19,^[1] actual spending on federal government science was projected to be $112 million lower in 2018-19 than in 2014-15.^[2] Spending on R&D by government scientists declined by $891 million compared to 2010-11 under the Harper government.^[3]

The federal government’s actions in recent years imply that its role is less about participating in basic research and regulatory science, and more about channeling federal science money to the private sector and universities with the hope of stimulating innovation.

This strategy misses the mark.

Think about some of the most fundamental needs of Canadians and our economy. We rely on public scientists to ensure the safety of the air we breathe, the water we drink and the food we consume. As our communities grapple with the impact of climate change, the importance of public scientific capacity cannot be overstated. And yet, with a couple of small exceptions, basic research and government regulatory science are mostly absent from Budget 2019.

The Canadian Food Inspection Agency (CFIA), Health Canada and Transport Canada are getting a total of $219.1 million over five years pertaining to the consolidated regulatory roadmap, though the announcement remains vague. New processes involving the digitalization of CFIA regulation work and standards could impact the work of our food-safety scientists. They should be consulted on these changes so their important service to Canadians is not disrupted.

Another glimmer of hope is the establishment of a new Strategic Science Fund, scheduled for 2022-23 after lengthy consultation with third-party research and non-government science organizations. The commitment remains vulnerable to the results of the next election. Should the government push ahead with a strategic funding agenda in the coming years, public scientists should be at the centre of these consultations.

Whether it’s R&D or science-based regulation, PIPSC believes there is a need for Canadians to have increased access to public science. The dangerous trend of underfunding public science should be and can be turned around. The Chief Science Advisor must develop metrics to assess and report on the government’s scientific capacity.

As the union representing 15,000 public service scientists, PIPSC is ready to help.

Maxime Gingras,

Research Officer, PIPSC

-----------------------------------------------

Over 15,000 federal scientists are represented by the Professional Institute of the Public Service of Canada (PIPSC). These scientists are tasked with protecting, among other things, the health and safety of Canadian food, water, transportation systems, buildings and consumer products. They also protect the environment and promote the vitality of our economy through innovations in science and technology.

On April 2nd, the Canadian Labour Congress (CLC) held its first-ever Indigenous Lobby Day on Parliament Hill, which was the first in Canadian labour history.

The CLC had 129 participants from 21 different union affiliates meeting with 78 Members of Parliament and Senators on Parliament Hill.  

Settler and Indigenous advocates alike stood together to call for:

Issue 1: Missing and Murdered Indigenous Women and Girls (MMIWG) Inquiry

Issue 2: Access to Clean Drinking Water on Reserves

Issue 3: Honouring Residential School Children and Indigenous Education

Issue 4: National Day for Truth and Reconciliation

Our PIPSC lobby team of Steve Malenfant, Cheryl Morris, Charlotte Young, Tammy Okemaysim, Jordon Loverock, Greg Scriver, Kimberley Skanes (Atlantic Regional Director) and Norma Domey (Vice President) were in attendance. Our members are invested in Truth and Reconciliation and are passionate about equity and justice for Indigenous Peoples. 

Thank you to PIPSC’s CLC Indigenous Representative Greg Scriver, who helped coordinate, co-lead and organize this historical first-ever CLC Indigenous lobby day in collaboration with the CLC’s Anti-Racism and Human Rights Director Mojdeh Cox. This is important solidarity work and will continue until justice and equity is achieved.

On Wednesday April 10th, PIPSC members from across the country came together to participate in a central bargaining webinar with President Debi Daviau and Director of National Labour Relations Richard Beaulé.

If you weren’t able to tune in or you’d like to watch it again, the webinar is now available online.

{"preview_thumbnail":"/sites/default/files/styles/video_embed_wysiwyg_preview/public/video_thumbnails/FK3UiuNmus4.jpg?itok=5tt7oH8d","video_url":"https://www.youtube.com/watch?v=FK3UiuNmus4&t=2s","settings":{"responsive":1,"width":"854","height":"480","autoplay":0},"settings_summary":["Embedded Video (Responsive)."]}

This online training session provides an overview of our central bargaining proposals, our Do Better campaign and strategies to ensure conditions to win at the negotiation table.

Our public service is the best in the world. You give your best at home and in your community. Every day you challenge yourself to do better.

Isn’t it time for your employer to do the same?

Zul Nanji is a retired International Tax Auditor with the CRA. Originally from Kenya, Zul has been working in international taxation since he moved to Ottawa in 1992, and was a tax auditor with the government for 35 years.

“I love getting information and learning, and I thought public service was good place to start as a job,” says Zul.

His knack for puzzle solving was a perfect fit, as he spent his career working with other countries and governments to analyze and assess inconsistencies in corporate tax claims.
 

“We look at taxes as a game – you win some, you lose some. And it’s with the big companies that you want to win. We try and find things that they’ve done wrong.”

But why is that important? Zul knows that “as Canadians, we should all be concerned that everyone pays their fair share of taxes.”

“It’s not fair that a big corporation can transfer millions of dollars out of the country without paying tax and claiming it as an expense, and then bring the money back into the country as a loan or a gift, and not have to pay the tax,” says Zul. “They made all that money in Canada, and they should pay their share.”

It's not just a question of fairness – Zul also knows what's at risk if the CRA doesn't crack down on these fraud or illegal cases. “You can tell your representatives in government what you want, and if there's taxes – great – but if there's no money or funding, guess what, it's not happening, or we're running a deficit and your children and grandchildren are paying for it.”

The files and cases Zul worked on had major implications for Canadians, as his efforts helped to level the playing field for Canadian businesses competing with international imports.

He is incredibly proud to have represented Canada's interests in an international forum. “I used to attend meetings overseas and make sure all the technical issues discussed at the table with all the countries in the world were what's best for Canada and in the interest of Canada.”

And Zul knows it’s critical that the services CRA provides are publicly delivered.

“Here in the CRA, we’re not interested in the profit aspect of anything. We’re interested in doing public service,” Zul says. “We’re trying to make sure that everybody pays their fair share, so you get all your schools, hospitals and all your social services provided for you.” Even in his retirement, Zul is keeping up with public service – volunteering to help seniors with their taxes in Ottawa.
 

This week members across the country are holding events in their workplaces to call on the federal government to Do Better on family leave. Lunch & learns, information sessions and family events are bringing members together to show strength and solidarity with the Central Bargaining Team.

Members are also joining webinar trainings on Wednesday, April 10^th for a central bargaining update from President Debi Daviau and Director of National Labour Relations Richard Beaulé.

It is not too late to join a webinar.

English Session: 11:00 – 11:30 AM (Eastern Daylight Time. Looking for your time zone?)

RSVP

French Session: 12:30 – 1:00 PM (Eastern Daylight Time. Looking for your time zone?)

RSVP

English Session: 3:00 – 3:30 PM (Eastern Daylight Time. Looking for your time zone?)

RSVP

Our public service is the best in the world. You give your best at home and in your community. Every day you challenge yourself to do better.

Isn’t it time for your employer to do the same?

The Canadian Labour Congress has released a must-read report on Islamophobia in the workplace. Islamophobia at Work: Challenges and Opportunities explores the rise of anti-Muslim attitudes and discrimination in Canada. It provides recommendations for employers, trade unions, and governments on how to address this pernicious phenomenon.

The report comes just weeks after the horrific terrorist attack at mosques in Christchurch, New Zealand. Those attacks were a stark reminder of the urgency of addressing Islamophobia in our communities.

There has been a steady rise in hate crimes targeting Muslim communities in Canada over the past several years. In 2017, a young man consumed by hatred killed six men attending prayers at a Québec City mosque. His name was even cited by the New Zealand terrorist. 

That same year, reported hate crimes targeting Muslims rose by 151 percent across the country, which is alarming since many such crimes are often not reported due to a fear of backlash and reprisal. Meanwhile, members of far-right groups continue to mobilize online and offline, organizing anti-Muslim and anti-immigrant rallies which further demonize these communities.

This report aims to address the impact of this harmful climate on Canadian workplaces with specific recommendations aimed at reinforcing the responsibility of employers to educate management and staff about legal obligations around human rights and religious accommodations. It further encourages governments to do more to support anti-racism awareness campaigns and develop strategies to address online hate. According to the report, trade unions must play an important role in championing fairness, equity and social justice for Muslims in Canada.

As a champion of the Joint Union/Management Task Force on Diversity and Inclusion, PIPSC contributed to the development of the report Building a Diverse and Inclusive Public Service, which makes recommendations to identify and address barriers to racialized people joining and advancing in the public service, and contributing their talents to serve Canadians. We continue to encourage the Treasury Board Secretariat to implement each of these recommendations as soon as possible.

We at PIPSC join the collective labour movement in denouncing all Islamophobia and racism and encourage our members to take part in anti-harassment and inclusiveness initiatives in their workplaces. We are now at the bargaining table fighting for stronger anti-harassment measures to ensure the public service is a safe and healthy workplace for everyone.

If you have any questions, please contact the Human Rights Committee, chrd-cdpd@pipsc.ca.

The PIPSC Central Table Bargaining Team met with Treasury Board Secretariat (TBS) representatives from March 26 - 28, 2019. The two parties are beginning to narrow their focus.

The parties discussed a number of proposals and received presentations from two external groups. Specifically, representatives from Treasury Board and Public Services and Procurement Canada presented their proposed methodology to calculate retroactive payments in an effort to avoid the Phoenix related issues caused by the implementation of our last contracts.

The second presentation was by PIPSC representatives from the Domestic Violence PIPSC-TBS Joint Committee tasked with studying the best way for the employer to support employees affected by domestic violence. The presentation included powerful testimony of a survivor from within our membership.

PIPSC research staff presented the Treasury Board a detailed analysis of various situations under QPIP (Québec Parental Insurance Plan) and EI (Employment Insurance) to identify inequities in the various parental leave provisions to be addressed. The two sides engaged in significant discussions related to addressing harassment in the workplace.

Discussions will continue on all of these issues at our next bargaining session scheduled for April 24 - 25, 2019. Your comments and support of the Do Better campaign are greatly appreciated.

We invite you to continue building momentum by participating in the upcoming week of action.

Join an event

PIPSC Central Bargaining Team members:
Robert Scott (Bargaining Coordinator), CS
Louis Poirier (Communications Officer), NRC-RO/RCO
Mehran Alaee, RE
Adam Fenwick, SH
Stéphanie Fréchette, CFIA-S&A
Dale Hudson, NR
Kim McGuire, AV
Elizabeth Ptasznik, SP
Robert Trudeau, AFS
Suzelle Brosseau and Pierre Ouellet, PIPSC negotiators