Recent rumors have surfaced in the media suggesting that the federal government will increase the mandate to three days in the office per week for federal public service workers.  

This comes as a complete surprise as there has been no consultation with PIPSC on this critical issue, nor with other unions, based on media reports. For a government that professes a commitment to collaboration, this move is not only disappointing but deeply concerning.

While there is no official confirmation from the Treasury Board regarding changes to the common hybrid model as outlined in the Direction on Prescribed Presence in the Workplace policy, this would significantly diverge from the government’s stated direction on reducing office footprint and selling 50% of federal buildings.

Moreover, this abrupt shift goes against the "presence with purpose" approach that PIPSC has long been advocating for — where being in the office should be justified by specific operational needs, not blanket mandates.

Our members continue to report challenges they are facing in the enforcement of the current mandate requiring 40% office presence. The government’s own studies from 2020 highlight the poor and inadequate conditions of federal buildings, many of which are still not conducive to productive work. 

Many members have expressed concerns about inadequate office space, which often leads to spending office days on virtual calls, negating the purported benefits of physical presence. Forcing more employees back into these environments does not align with operational needs or common sense.

Moreover, this abrupt shift disrupts the lives of our members, many of whom have had to make significant adjustments to their personal and professional lives to comply with previous management directives on presence in the workplace. These decisions not only waste time and resources but also cause unnecessary stress and disruption, diverting attention from the essential services our members provide to Canadians.

In our ongoing efforts, we are actively working to implement the telework agreement achieved in the last round of bargaining. We are establishing joint panels within each department to individually review denied telework requests to ensure these matters are addressed both effectively and fairly.

We urge the government to halt its push towards arbitrary and one-size fits all policy changes and to engage meaningfully with us to develop a rational and flexible telework policy. 

We have requested a meeting with Treasury Board President Anita Anand to discuss these critical issues urgently. Public service workers deserve a fair, well-defined approach to hybrid work that considers health, safety, and operational efficiency while delivering the services Canadians rely on.

We stand committed to advocating for a work environment that respects the needs and contributions of all public service professionals. 

We appreciate your continued support and engagement as we navigate these challenges together.

PIPSC is pleased to announce that a settlement has been reached in a class action involving employees who were required to pay higher transfer amounts because of a change in actuarial assumptions when they transferred from the Ontario Public Service to the Canada Revenue Agency as part of the Ontario Sales Tax Administration Reform Process.

A notice approved by the Court, describing the next steps in the process, is available below. If you are affected by this class action, you should be contacted individually by the Pension Centre with the materials linked below. If you do not receive materials from the Pension Centre by May 15, 2024, and believe that you are a member of this class, please contact pensiontransferclassaction@ravenlaw.com.

OSTAR Phase I Notice

OSTAR Phase I Participation form

We have some exciting news that is going to revolutionize the way we run PIPSC elections. In spring 2024, we will be launching a new election platform! 

The new platform will modernize the user experience, meaning members will no longer need a ballot key to vote, and election results will be easy to access. We will be testing the platform for a group election this spring, and the entire membership will get the opportunity to use the platform to vote in the upcoming National Election. 

Simply by logging in on this new platform, members will be able to see elections they are eligible to vote in, as well as past elections and election results. The platform is also highly secure, requiring 2-factor authentication to protect the integrity of PIPSC elections. And thanks to the platform being cloud-based, members will be able to vote from anywhere in the world.

Another benefit of the new election platform is that members will automatically receive an email through the platform when an election is called. They will also receive reminders when voting is opened or closed, and when election results are available. 

To ensure that all members are set up on the new platform before the National Elections in November 2024, we will be onboarding members in waves starting this spring. Members should keep an eye out for an email from the election platform prompting them to log in to the platform, create a password, and set up 2-factor authentication. Then, all they need to do is wait for an email letting them know that voting is open. 

Following the recent unnecessary loss of life of Gazans trying to access life-saving food aid, PIPSC’s Human Rights and Diversity Committee is reiterating our call for an immediate and permanent ceasefire in Israel and Palestine.

The International Court of Justice recently ordered Israel to prevent genocide. In light of this, PIPSC’s Human Rights and Diversity Committee urges Canada to take a firm stance against arms exports to Israel, to demand the immediate withdrawal of Israeli troops from Rafah City – which was meant to be a safe refuge for civilians – the immediate and unconditional release of all hostages, and full respect of international humanitarian law.

The committee welcomes the announcement that Canada will restore funding to the United Nations Relief and Works Agency for Palestine (UNRWA), but urges Canada to do more.

The committee also wants to acknowledge Canada's recent support of the amended NDP motion on Palestinian statehood. This vote signifies a significant step toward advancing peace and justice in the Middle East.

As we mark this milestone, let us renew our commitment to supporting efforts for a just and sustainable peace, working collaboratively with international partners to forge a brighter future for all affected by this enduring conflict.

Finally, the Committee recognizes the distress that Jewish and Muslim members in particular could be facing in the midst of discussions around this topic. We also encourage affected members to contact their Employee and Family Assistance Program. We are continuing to assess the best ways to support the elimination of anti-Semitism and Islamophobia in the workplace.

On this International Women’s Day, we’re making space for an honest discussion about women’s mentorship and empowerment. 

Join PIPSC President Jennifer Carr, NDP Vice-President Laurie Antonin, and others as we talk about the barriers women face in the workplace and how we can empower each other to overcome them together.

When: Friday, March 8 at 12:00 PM ET

Where: Zoom

Register Now

Women — especially diverse women — are under-represented at all levels of leadership and in certain sectors of employment. What are unions doing to address this issue, and how successful have our strategies been? Join the discussion as we come together to celebrate the gains we’ve made and our vision for the future of women in the workplace. 

If you have any questions, please email us at bettertogether@pipsc.ca.

We look forward to seeing you there!

PIPSC commends Canada’s new corporate transparency requirements to combat tax evasion, money laundering, and other financial crimes. 

The federal government passed landmark legislation last year requiring Canadian corporations to disclose their beneficial owner·s. A beneficial owner is the individual, or individuals, who control a significant share of a company. 

Criminals can use shell companies to launder money, evade taxes, and finance illicit activities. Without beneficial ownership information, it’s difficult to trace and prosecute these crimes. 

As of January 22, 2024, Canadian companies must start filing their beneficial owner information, which will be centralized in a publicly accessible registry. This brings Canada in line with more than 130 countries that have committed to open corporate ownership registries. 

PIPSC has long advocated for stronger beneficial ownership transparency to address tax dodging, fraud, and money laundering. 

A 2018 survey of our members who were auditors at the Canada Revenue Agency found:

• 61% believed Canada is too secretive about beneficial ownership information
• 75% said federal and provincial governments should require corporations to publicly identify beneficial ownership relationships

We’re pleased policymakers considered our recommendations and the expertise of our members. 

Accessible beneficial ownership information is long overdue in Canada, where more than $40 billion is laundered through the economy each year. 

Canada’s corporate beneficial ownership registry will be a critical tool to help federal and provincial governments deter crime and ensure everyone pays their fair share.

The Canadian Labour Movement has done it again! Amidst the cost-of-living crisis and economic uncertainties, kudos to Unions like PIPSC and the CLC for championing positive changes to the Canadian Pension Plan.

Thanks to their tireless advocacy, the Canada Pension Plan (CPP / QPP in Quebec) initiated a series of enhancements in 2019 to ensure that today’s workforce can look forward to a more financially secure retirement. These changes will require working Canadians and their employers to set aside larger portions of their earnings in exchange for a much-improved retirement benefit and reduce the number of seniors living in poverty.

Starting in 2024, a new, secondary CPP contribution (CPP2) will apply for workers who earn higher wages. This additional contribution, coupled with the existing CPP and first additional CPP contribution, is a significant step towards securing a brighter retirement for Canadians.

It’s important to note that there are now two salary ceilings determining individual contributions. The first is the standard CPP contributions, known as the year’s maximum pensionable earnings (YMPE), set at $68,500 in 2024.

The second, called the year’s additional maximum pensionable earnings (YAMPE), kicks in at $73,200 in 2024, with its cost being around 7% more than the first ceiling in the same year, increasing to 14% in 2025 and remaining thereon. 

Great news for PIPSC members with a defined benefit pension plan, including the Public Service Pension Plan -- the enhanced CPP benefits will be ‘stacked’ on top of your workplace pension. That means you’ll enjoy the full value of this improvement to CPP/QPP.

For more detailed insights into how these changes may affect your contributions, do check out The Canada Revenue Agency website. Your future self will thank you!