The UNE initiated discussions with PSAC, in January 2024, regarding the plight of our Data Collection Clerks (DCC’s). The Public Service Alliance of Canada (PSAC) filed a policy grievance on March 12, 2024, against Treasury Board regarding the impacts of the transfer of former Statistical Survey Operations (SSO) workers to the core federal public administration and the application of the Programs and Administrative Services (PA) collective agreement.
That policy grievance, presented at the final level by UNE, has unfortunately been denied and Treasury Board continues to deny our members redress. We have recommended that case be referred to adjudication in our pursuit of justice for UNE members.
… our downtown was a more appealing place to live, work and play
… we reduced congestion on our roads
… our neighbourhoods had everything we needed within walking distance
… there were more hours in the day to take care of all the things that matter most
… we could turn the corner on the housing crisis
We can achieve all of this and more. We are launching a community coalition on October 29 based around the Cities Reimagined Pledge – sign your organization up for it today!
Remote work can help us transform not only where and how we work, but the places we live.
Come join the labour movement and community sector for a panel discussion and celebration of the opportunities of converting Ottawa’s office spaces into better uses and transforming our downtown. Together, we believe that remote work is a powerful tool for building more efficient, healthier, and dynamic cities.
Remote Work to Reimagine the City
Date: Tuesday, October 29, 2024
Times: Panel discussion: 6:30 pm to 8 pm; Dance party ft DJ Trinidaddy: 8 pm to 11 pm
Where: Ottawa Art Gallery – Alma Duncan Salon
Light refreshments will be provided.
Please feel free to invite family, friends and neighbours who are also interested in how remote work can help us transform not only where and how we work, but the places we live.
“O’Siyo ᎣᏏᏲ “o-si-yo,” (Cherokee: I see you) Hello and Bonjour Union Sibling,
I am very pleased to announce that Douglas Hill will be joining the Union of National Employees as Director, Member Representation & Labour Relations, as of November 1, 2024. I had the honour of seeing him in action representing members with passion, empathy, and legal expertise. I witnessed a man ready to fight for the injustice faced by every member when their collective agreement and human rights were being violated with relentless determination.
Doug joins us from PSAC’s Representation and Legal Services Branch where he worked as a Grievance and Adjudication Officer for over 20 years. In addition to his primary duties of mediation and litigation, he has provided advice to components, mentored several colleagues and has enjoyed facilitating training sessions at various conferences.
Doug prides himself on being able to resolve most matters through mediation, however, he has successfully litigated countless cases before Labour Relations Boards and Human Rights Tribunals. Notably, the Grierson-Heffernan v. Canada Border Services Agency case which was featured in Lancaster’s Public Service & Employment Law. Dyson v. Department of Fisheries and Oceans involved a rejection on probation and was upheld at the Federal Court of Appeal. Reeves v. Department of National Defence awarded large damages for racial discrimination, Doro v. Canada Revenue Agency awarded precedent-setting maximum damages under the Canadian Human Rights Act for gender discrimination and sexual harassment and Nada Bastasic v. PublicService Alliance of Canada regarding breach of duty of fair representation.
Doug’s in-depth experience, knowledge and proven track record in mediation and litigation on issues regarding grievances and human rights makes him invaluable to the role and we look forward to his professional leadership for UNE’s members and staff.
Please join me in giving Doug a warm UNE welcome to our team.
Alisha Kang National President, Union of National Employees
While the municipality, the province and federal government bicker over the handling of the fire, over 250 Parks Canada staff have returned to ground zero with asbestos signs posted on fences with uncovered potential toxins including heavy metals.
I arrived at Jasper the morning of September 26th with my National Executive Vice President at about 10 a.m. local time. Within two hours of us setting foot in town, the National Executive Vice President was on the ground suffering a major asthma attack.
Our members don’t have the results of the particulates tests from the clean-up nor is the air quality testing for particulates of asbestos or heavy metals.
Of course, the health and safety of my members are the primary reason for our visit to Jasper. Parks Canada is evicting a member of UNE whose home was one of the few to survive to give it to a manager. The Park Superintendent lives alone in a four-bedroom house unaffected by the fires while members are put up in accommodations with no kitchen and are cut off from their per diems. Parks’ Superintendent has not allowed a lot of firefighting staff to go off on 699 leave, including those that found their young colleague deceased in the fire.
Allow me to paint you an accurate picture of the life of our members in Jasper. The member works, live and eats within the park. Most of our members make under $65,000 a year. Now that might sound reasonable but remember that the prices of everything in Jasper are high because the town is built on tourism alone. Eating, gas and groceries are often five times the average for a town of similar size. Their housing comes to them either through an employer much like the old mining company, at unreasonably high amount due to the location or at an extremely long commute. They don’t own the land and if they don’t do as their employer says, they could be out of a job and a home. You can’t be homeless in Jasper, or they put you on a bus out of town.
I, however, can’t avoid sounding the public safety alarm as the implications of what the National Executive Vice President experienced and the lack of properly scoped toxins and particulate testing mean that not only are my members being exposed but also those that visit.
Whether this is happening due to a decision to get Jasper up and running without the hindrance of clean up faced in Fort Mac with the fire retardant or to ensure the cash cow to the province is back in business. I do not wish to know a decade or so from now that my members and their families were unnecessarily exposed for political and capitalist ends.
Please support your union siblings by demanding answers from them.
Alisha Kang, National President, Union of National Employees
This is a pivotal moment in the fight for justice, and we need to stand together! We are invited to join in person for the Black Class Action Court Hearing.
Show up. Stand up. Be heard.
Your presence will make a powerful statement, and together, we can continue to push for equality and fairness for Black public servants and racialized communities.
“O’Siyo ᎣᏏᏲ “o-si-yo,” (Cherokee: I see you) Hello and Bonjour Union Siblings,
I am excited to share the news that Sylvie Courchaine joined the UNE team on September 18, 2024, as Executive Assistant to the Directors’ Team. She is already proving to be a great addition to the organization and will help us in the new direction we have set during this mandate.
Sylvie Courchaine comes to us from the Public Service Alliance of Canada (PSAC), where she held various positions over the past eighteen years. She began her journey with PSAC as a Financial Accounting Bookkeeper, managing member and staff claims, as well as looking after account payables and receivables. During this time, she completed the Financial Accounting Fundamentals Course within the Chartered General Accountants of Ontario program.
After four years in accounting, Sylvie transitioned to the Human Resources Branch as a Pay and Benefits Administrator, a role she had previously held for eighteen years with a major retail chain company. Her dedication and expertise led to her promotion to Payroll Supervisor and subsequently to Pay and Benefits Supervisor, positions she held for over nine years.
Sylvie’s curiosity and passion for learning propelled her to her most recent role as Membership Dues and Information Management Officer, a position she occupied since last October. She has a strong passion for working with Excel, particularly in utilizing advanced formulas, creating macros, and designing pivot tables.
In her spare time, Sylvie enjoys crafting, singing, and spending quality time with her family.
Please join me in giving Sylvie a warm UNE welcome to our team.
Thank you, Merci, ᏙᎾᏓᎪᎲᎢ “di-da-yo-li-hv-dv-ga-le-ni-s-gv,” which means “Until we meet again”
Today, hundreds gathered on Parliament Hill in Ottawa to honour police and peace officers across Canada. The Canadian Police and Peace Officers’ Annual Memorial Service pays tribute to the those in law enforcement who are killed in the line of duty.
It’s also an opportunity to thank to those who work so hard to keep us safe.
Among these inspirational men and women are park wardens, who are responsible for law enforcement in our national parks. They also happen to be members of the Union of National Employees.
This year, nine wardens were chosen to represent their peers in Ottawa:
Natasha Moore Gros Morne National Park
Chad Cote Kouchibouguac National Park
Nathan Byington Ontario Waterways
Ron Williams Bruce Peninsula National Park
Tojo Rakotoarivelo La Mauricie National Park & Western Quebec
In the modern workplace, the line between diligent supervision and micromanagement is often blurred, leading to significant impacts on employee mental health. Even more concerning is the emerging discussion on whether these practices might constitute a breach of human rights within the work environment.
The excessive control over the employees’ duties can have profound psychological effects. Employees under constant surveillance and criticism may experience heightened levels of stress and anxiety, feeling as though they are perpetually walking on eggshells. This relentless pressure not only dampens morale but can also lead to more serious mental health issues such as depression, burnout, and decreased self-esteem. The psychological safety of the workplace is compromised when employees no longer feel they are trusted to perform tasks without overbearing management oversight.
Research highlights the importance of autonomy in the workplace for employee mental well-being. Autonomy is linked to higher job satisfaction, increased motivation, and better overall mental health. On the other hand, the lack of autonomy, a characteristic of micromanaged work environments, strips employees of the opportunity to engage meaningfully with their work, potentially leading to hostility and a sense of irrelevance.
The discussion of micromanagement as a human rights issue revolves around the principle of dignity in the workplace. Human rights principles, while broad, enshrine the right to fair and respectful treatment within all aspects of life, including employment. Persistent micromanagement violates this principle by undermining an individual’s dignity, suggesting that they are not competent to manage their responsibilities. This may be seen as a form of psychological harassment or bullying.
The International Labour Organization (ILO) is devoted to promoting social justice and internationally recognized human and labour rights. They have set forth guidelines suggesting that a work environment should not only be free from physical hazards but also psychological ones. Therefore, practices that harm an employee’s mental well-being could be in violation of broader human rights norms.
Recognizing the negative impacts of micromanagement and its potential human rights implications calls for a significant shift in management practices. Employers must foster environments where autonomy is encouraged, and employees feel valued and trusted. Training for managers should emphasize the importance of leadership styles that support autonomy and recognize the detrimental effects of micromanagement.
Moreover, discussion around workplace practices and mental health must include considerations of dignity and human rights, ensuring that employment laws evolve to protect these aspects rigorously.
The conversation about micromanagement, its effects on mental health, and the potential for it to be recognized as a human rights issue is evolving. As awareness grows, it is imperative for employers to re-evaluate workplace practices, ensuring they uphold the principles of dignity, respect, and autonomy in the workplace. Only through bold action can we hope to create workplace environments that not only mitigate the risks associated with micromanagement but also promote a culture of health, well-being, and human dignity.
If you believe that you are a victim of Micromanagement, speak to your Union Representative.
“O’Siyo ᎣᏏᏲ “o-si-yo,” (Cherokee: I see you) Hello and Bonjour Union Sibling,
I’m thrilled to share the news that Saïka Dorsainvil has accepted to join the UNE team as the Executive Assistant to the National Executive Vice President.
The Executive Assistant to the National Executive Vice President continues the critical changes needed post-trusteeship within the structure of the organization to institutionalize the function of the National Executive Vice President and to ensure political separation between the office of the National President. The National Executive Vice President plays a vital role at the national level for members, our financial wellbeing, and a key political function. I’m confident that Saïka will approach this new role with professionalism and vigour to support National Executive Vice President work on behalf of memberships.
Though it is customary for the National President to create the announcement and welcome emails for new members of the UNE team, I’ve asked Hayley Millington, National Executive Vice President (NEVP) of the Union of National Employees to also share a few words:
“I am pleased to welcome Saïka Dorsainvil to our team and the organization as a whole. I am confident that her skills and experience will be a tremendous asset to us.
As my Executive Assistant, she will play a crucial role in supporting the office of the NEVP as well as helping the leadership team achieve the vision of this mandate. In working with Saïka I have come to value her professionalism, enthusiasm, and initiative; and I am excited at the prospect of her contributions to the leadership team and how that will positively impact the way we work, engage with not only each other but those we support and collaborate with.
Once again, welcome aboard! looking forward to continuing to work with you.”
Saïka Dorsainvil possesses a strong background in Public Relations after obtaining her post-secondary education and working in corporations that facilitates research to improve our world.
In her recent role as an Executive Assistant (EA) to the Corporate Secretary at The International Development Research Centre, she gained extensive experience in government affairs being the Director’s EA. Saïka was introduced to bylaws and policies and facilitated day-to-day corporate governance activities of the Crown Corporation, including grants administration that supports the Finance and Audit Committee. Throughout her career as a Communications Coordinator at the Somali Centre, Academic Coordinator at uOttawa’s faculty of medicine and Executive Assistant to Managing Partner at Logan Katz, she’s been responsible for writing communications plans, coordinating meeting arrangements, preparing comprehensive reports, and maintaining accurate project documentation. She’s adept at creating and disseminating board information and packages, ensuring that all relevant individuals receive the necessary materials on time. She’s skilled in agenda development, expense reconciliation, and minute taking, which has allowed her to effectively support board meetings, committees, and sub-committees.
Saïka’s ethics aligns with the Union of National Employees’, and she believes in her ability to excel in this role.
You are invited to participate in an online survey lasting 15-20 minutes, which focuses on workplace racial discrimination and health. If you meet the following criteria, this survey is for you:
To participate, you must be :
• Aged between 25 and 65 years
• Speak French or English
• Currently employed or unemployed for one year or less
• Canadian or living in Canada.
Please note that self-employed are not eligible.
This study has received approval from the University of Ottawa Research Ethics Board.
