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PIPSC is raising serious concerns about the Canada Revenue Agency's announcement to terminate approximately 580 term positions by mid-December. These cuts can be seen as an indication of broader workforce adjustments across the public service.

"How can Canadians expect the same level of service quality with fewer hands?" says PIPSC President Jennifer Carr. "These aren't just numbers on a spreadsheet – these are skilled professionals who play vital roles in our tax system."

One of the key roles played by CRA workers is protecting revenue sources by going after wealthy tax cheats and off-shore tax havens. Ensuring those groups pay what they owe could eliminate any need for these devastating cuts. 

"The CRA plays a vital role in tracking offshore tax havens and ensuring billionaires pay their fair share,” said PIPSC President Jennifer Carr.  “It’s time to strengthen this capacity, not weaken it." 

Also of concern is term positions traditionally serve as a crucial entry point for new talent into the public service. With the CRA facing a wave of retirements in the coming years, it is a troubling signal for the future of our workforce. 

"Harper’s cuts in 2012 started with term positions – before expanding to eliminate 1,200 jobs," explains Carr. "If this happens again, it could create another lost generation of public servants just when we need them most."

It's time for the government to pause these cuts and engage in meaningful consultation with unions. It's time to build a sustainable workforce strategy that safeguards the quality of public services and secures the future of our public service.

 

Published on 18 November 2024

Following a disappointing meeting with Treasury Board Secretariat (TBS) on November 7 2024, PIPSC is voicing concerns over the government’s approach to public service cuts. The union is disappointed by both the lack of consultation, and by TBS’s apparent lack of preparation, despite the fact that these cuts were first introduced in the 2024 budget. 

“We expect genuine engagement with our members and consultation at the departmental level,” said PIPSC President Jennifer Carr. “Without this, we risk seeing the same type of blanket cuts we saw during the Harper era—which had a detrimental impact on the programs and services Canadians rely on.”

While it’s encouraging to see TBS advising departments to cut back on consultants and contractors, only time will tell if departments will follow through. Without firm measures and oversight, this shift could become an empty promise, and our members will bear the brunt.

The government’s reassurance that cuts “will not affect services to Canadians” rings hollow when we consider the reality of attrition. 

“Every position left unfilled represents real work not being done and real services not being delivered to Canadians,” said Carr. “Every vacant position means fewer people doing the same amount of work—or more. Burnout among our members is an inevitable outcome of this approach.”

We are particularly concerned by ongoing cuts to training—as well as temporary, casual, term, and student positions. These roles often represent a first step for young workers into the public service, and cutting them is short-sighted. With a wave of retirements on the horizon, we should be investing in the next generation of public servants, not pushing them away. 

“These cuts threaten to create a lost generation in the public service at a time when we need new talent and fresh perspectives more than ever,” said Carr. 

It’s time for the government to reconsider its approach, ensure departments adhere to TBS guidance, and protect the essential services Canadians rely on.

Published on 8 November 2024

Pay Equity is more than just a legal requirement; it's a call to action to eliminate unjust wage discrimination between men and women. Your PIPSC staff and stewards have been working hard to apply these laws at 18 different pay equity tables for our members.

Join our team of pay equity leaders and activists for a webinar and question period about how the pay equity analysis might affect your salary and pay.

Register Now:

Where: Join us via Zoom

If you have any questions, please email payequity@pipsc.ca.

 

 

 
Published on 24 October 2024

OTTAWA, October 23, 2024 – The Professional Institute of the Public Service of Canada (PIPSC) joins the Canadian Association of Public Employees (CAPE) in urging the Standing Committee on Government Operations and Estimates (OGGO) to conduct a thorough investigation into the federal government's return-to-office (RTO) mandate. 

This call arises from growing concerns regarding the lack of evidence-based decision-making that led to the current mandate, the impact on employee productivity and morale, and serious health and safety concerns that have been raised by members of the public service. 

PIPSC is alarmed by the government's approach to returning employees to the office. This is particularly true in the wake of significant changes in work patterns brought on by the COVID-19 pandemic, the known productivity gains of flexible telework, and the government’s own acknowledgement of its benefits. The union emphasizes that many public servants have adapted to flexible work models that enhance productivity and support work-life balance, which are at risk with the mandatory “one-size-fits-all” approach. 

“Our members are being forced to return to grossly inadequate offices without justification or consideration of the varying circumstances in which they operate,” said PIPSC President Jennifer Carr. “The lack of sound, evidence-based decision-making seriously impacts employees and wholly disregards the benefits of flexible working arrangements to all Canadians – from productivity gains to better equity, diversity, and inclusion, and opening up good public sector jobs across Canada.”

“Modern, flexible work models enhance public service delivery,” continued Carr. “Canadians should be concerned that the government chose an approach that erodes trust, morale, productivity and ultimately, the strength of public services Canadians rely on. We want answers – and a better path forward, which is why we’re demanding an investigation.”

See the letter to OGGO.

The Professional Institute of the Public Service of Canada represents over 75,000 public service professionals across Canada, including federal scientists and researchers, engineers, and health care workers. Follow us on Facebook, on X, and  Instagram.                                                      

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For more information: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca

 

Published on 23 October 2024

Internal documents obtained by the Public Service Alliance of Canada (PSAC) through access to information requests revealed that the government ignored its own evidence that telework boosts productivity. The government also analyzed trends and flexible work models – before implementing the controversial telework mandate that ignores the benefits of those trends and models. And despite anticipating significant challenges and backlash, the government dismissed these concerns in favour of pushing ahead with its rigid mandate it knew would fail.

A Refusal to Adapt

The documents confirm what the Professional Institute of the Public Service of Canada (PIPSC) and other unions have been asserting all along - the telework mandate is driven by politics, not productivity. 

The government's hypocrisy is stunning. Just two years ago, they were touting telework as a key component of a modern and effective public service. One of their own key takeaways from a pilot project work was that “one size does not fit all”. Now, they have done a complete 180-degree turn – and as the access to information documents reveal – without any logic, data, or justification. It's an embarrassing refusal to adapt to the realities of today's workforce.

Control Without Leadership

If the government was truly concerned about consistency and alignment, they would have consulted with stakeholders and examined the wider range of flexible work models. Instead, they took a lazy and coercive approach that benefits no one and risks eroding trust and productivity. 

By forcing employees back to the office for a set number of days, regardless of their job requirements or individual circumstances, the government is making a clear power play. It's a way for management to reassert control and monitor workers, even at the expense of efficiency, morale, and retention.

If the government was genuinely committed to a high-performing, modern public service, they would embrace the proven benefits of flexible telework arrangements. Instead, they're clinging to an outdated, command-and-control mentality that prioritizes presenteeism over results. This rigid approach fails to recognize the diverse needs and constraints of different departments, risking a repeat of past mistakes.

Phoenix Parallels

The government's reckless rollout of the return-to-office mandate bears eerie similarities to the Phoenix pay system fiasco. In both cases, they rushed to implement massive changes without proper analysis, consultation, or consideration of the consequences for employees. 

And just like with Phoenix, the government is ignoring red flags and expert advice in its single-minded pursuit of their preferred option. 

The TBS documents show they anticipated significant challenges and backlash, yet dismissed these concerns - a frighteningly familiar pattern.

The Phoenix debacle taught us that forcing a one-size-fits-all approach across the entire public service is a recipe for disaster. Departments have diverse needs and constraints that can't be ignored. By rigidly mandating RTO policies, the government is repeating the mistakes of the past. 

Transparency and meaningful consultation could have prevented much of the damage caused by Phoenix. Yet once again, the government is making sweeping decisions that impact thousands of workers with minimal notice and no real dialogue. Have they learned nothing from previous failures?

Reverse the Mandate

It's time for the government to listen to the concerns of public servants and their unions. The RTO mandate must be reconsidered, and a more flexible, evidence-based approach should be adopted. Only then can we build a truly modern and effective public service that benefits both employees and the Canadians they serve.

 

 

Published on 1 October 2024

As the Return to Office (RTO) mandate continues to affect us all, staying informed and engaged is crucial.  

On September 12, 2024, we hosted a bilingual webinar answering your questions.

This webinar covers:

  • How and why PIPSC is pushing back against the employer’s mandate 
  • The impact it will have on our next round of bargaining
  • Our digital toolkit, rallies, and actions you can take to push back

 

Learn more about Return to Workplaces:

For more information on this webinar, please email bettertogether@pipsc.ca.   

 

Published on 1 October 2024

Happy Labour Day weekend 2024!

Every victory in labour rights, from the weekend to workplace safety standards, came from workers standing together. Today, we stand on the shoulders of those who came before us, and we're fighting for the future of work.
Published on 30 August 2024

 

It is unfortunate that some organizations are choosing to boycott Capital Pride as a result of statements made by the organizers. This backlash and the subsequent fallout are a distraction from the intended purpose of the Pride event. PIPSC will continue to support and advocate for our employees and members who are part of the 2SLGBTQI+ communities. The Pride parade is a family-friendly activity to demonstrate that support. We encourage those who feel comfortable attending to do so and we won't be withdrawing from the parade.


Between the 1950s and 1990s, under the shadow of Cold War anxieties, the Canadian government undertook a systematic campaign against 2SLGBTQIA+ individuals within the federal public service and the Canadian Armed Forces. 

These individuals were unjustly targeted and stigmatized as security risks, not for any genuine threat they posed, but purely because of their sexual orientation. The rationale was dangerously flawed—rooted in the prejudiced belief that 2SLGBTQIA+ individuals, by virtue of their identity, had 'character weaknesses' making them susceptible to blackmail.

The effects were devastating: careers ruined, lives shattered, and dignity stripped away. Many were fired, demoted, or forced to resign in secrecy and silence, often without any access to sensitive information. 

This purge was not only a betrayal of trust but a clear violation of basic human rights, reflecting a dark period of intolerance and discrimination that was legally and socially sanctioned.

Today, we stand at a similar crossroads, witnessing a resurgence of hate and vitriol directed at the 2SLGBTQIA+ communities not just in Canada, but globally. Our members in these communities are subjected to violence, threats, and discrimination simply for being who they are.

The narrative that being part of the 2SLGBTQIA+ community makes one a lesser part of society is not just hurtful; it's dangerously regressive. It’s a narrative we've heard before, and it's one we cannot allow to take root again. The policies emerging across provinces that discriminate against 2SLGBTQIA+ individuals, coupled with the alarming rise in organized transphobia, echo the injustices of the past. 

As public service professionals, we have a duty to combat these regressive attitudes and policies. We must drown out the voices of hate with messages of strength and solidarity, standing firm in our commitment to a workplace and a society that values diversity and champions equity. We cannot stand idly by.

The past has shown us the cost of silence and complicity. Let us ensure that our actions today reflect our commitment to justice and equity for all. Our history, as shameful as parts of it are, provides us with the knowledge needed to prevent a repetition of those injustices. Let us learn from it, not relive it.

Published on 21 August 2024

Previously, we reached out regarding the Board’s decision to place President Carr on leave. We recognize the significance of this decision and are writing to update you on recent developments with the action Ms. Carr brought challenging this decision.

On August 8, 2024, the Ontario Superior Court ruled on the process used to place Ms. Carr on administrative leave with pay. The Court determined that the Institute did not follow the appropriate process. The Court did not consider the validity of the complaints and investigations concerning Ms. Carr, as that issue was not before the court.

We respect the court’s decision and continue to take the integrity of the complaints processes very seriously. To protect the confidentiality of these complaints, the Board has refrained from responding to public comments made by others about the complaints.

The Board has received the first third-party Investigation Report into Ms. Carr’s conduct and is evaluating what recommendations, if any, should be made to the membership. Three other third-party investigations into other complaints are also underway, which we hope will be finalized imminently to bring all of these issues to a conclusion.

The Board is also evaluating a recently completed PIPSC Finance Committee review of Ms. Carr’s 2022 and 2023 expenses to ensure they are appropriate. The Finance Committee review has been completed in accordance with our bylaws and policies.

We will share additional information regarding these investigations while respecting the integrity and confidentiality of those that remain ongoing. Our priority as a Board is to ensure we continue to serve the best interests of the Institute and you, our members.

Thank you for your time and attention to this important issue for the Institute.

Published on 17 August 2024