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Common issues: Team focuses on equity, remote work

October 1, 2021

During talks with Treasury Board September 27-29, the common issues team focused on improvements to equity and remote work measures for more than 120,000 federal public service workers.

Throughout this round of bargaining, PSAC aims to negotiate fair collective agreements that recognize the way the  pandemic has radically changed work in the federal public service. We’ll continue to focus on the issues that matter most to PSAC members – remote work, technological changes, job security in an uncertain economy, work-life balance and the effects of major inequalities for marginalized groups.

In this session, the bargaining team focused on:

  • Remote work: To ensure members are treated fairly, provisions governing remote work must become part of the collective agreement. PSAC is proposing measures to ensure accessibility, safety, and flexibility for members seeking remote work arrangements.
  • Right to disconnect: Despite the advantages of remote work for many members, it can lead to social isolation, as well as making it harder to “turn off” at the end of the workday, which can increase stress and anxiety. PSAC is negotiating for employees to shut off work-related communications outside of normal hours of work, and will not face discipline or reprisals in exercising this right.
  • Training on Indigenous issues: In response to the Truth and Reconciliation Commission’s 57th Call to Action, the union is proposing comprehensive education on Indigenous issues for public service workers. In line with the Commission’s recommendation, this would cover the “history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Aboriginal rights, Indigenous law, and Aboriginal–Crown relations.”
  • Leave for traditional Indigenous practices: As part of the ongoing reconciliation process, PSAC proposed new specific leave for Indigenous members to pursue traditional cultural practices. This includes paid time off for hunting, fishing and harvesting, among other traditions.
  • The common issues team returns to the table November 2-4.

PSAC is committed to pushing for a fair deal that addresses the issues raised by members at the National Bargaining Conference, and rejecting any concessionary proposals from the employer.

Show your support

Meet your bargaining team, learn why they got involved in this round of negotiations and show your support with our bargaining graphics:

Stay in touch

Please be sure to keep your contact information up to date via the member portal to receive all the latest updates as we negotiate your next contract.

Source: Common issues: Team focuses on equity, remote work | Public Service Alliance of Canada (psacunion.ca)

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Next Generation Human Resources and Pay Pilot by the Federal Government – Update

September 27, 2021

The federal government announced last week that Ceridian HCM Holding Inc., an American company founded in Canada in 2009, had been awarded an important contract to replace the wretched Phoenix payroll system.

The Next Generation Human Resources and Pay pilot will start at Canadian Heritage where a new “cloud-based human resources software platform” called Dayforce will be used, as part of the pilot.

“With our global leadership in human capital management, complemented by our deep and longstanding commitment to Canada, we are in a unique position to support Canada’s digital-first vision for modern, mobile, and accessible HR and pay processes,” said David Ossip, Chairman and CEO, Ceridian. “We look forward to continuing our work with the Government of Canada, unions, and employees by providing our intelligent HR and payroll solutions to our hard-working federal public servants.”

UNE is happy to see that the Next Generation Human Resources and Pay pilot is entering a new phase but wants to make sure unions are consulted during the entire pilot process, especially UNE because our members at Canadian Heritage will be the first ones using that software.

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EB group: Team discusses expanded leave, flexible work

September 21, 2021

The Education and Library Science (EB) bargaining team focused on expanding a range of leave options and potential flexible work arrangements during talks with Treasury Board September 14-16.

Expanding leave options

The bargaining team proposed several improvements, including:

  • Enhancing sick leave by increasing the amount of sick leave that can be advanced to members, and limiting when a medical note may be requested while ensuring the employer covers any associated fees.
  • Expanding leave for family-related responsibilities by increasing the hours provided. This would be applicable to care for any family member, along with care for children whose daycare or schools have closed. The proposal would also remove the cap of 7.5 hours for legal appointments and specify that the leave can be used to visit a terminally ill family member.
  • Strengthening injury on duty leave by requiring that a certified workers’ compensation authority determines the length of leave rather than individual managers, who do not have the same expertise or impartiality.
  • Providing leave for medical appointments to those with chronic medical conditions, since these members may struggle to access time off for medical needs and resort to using vacation leave.

Flexible work arrangements

Treasury Board is exploring non-traditional working hours for employees. PSAC welcomes this initiativeand will ensure that any change to hours of work is implemented fairly, made accessible to as many members as possible, and entirely voluntary. Any change must also respect members’ health and safety and right to disconnect.

The EB team returns to the table November 8-10. The common issues table will meet on September 27-29.

Show your support

Meet your bargaining team, learn why they got involved in this round of negotiations and show your support with our bargaining graphics:  

Stay in touch  

Please be sure to keep your contact information up to date with the member portal to receive all the latest updates as we negotiate your next contract. 

Source: EB group: Team discusses expanded leave, flexible work | Public Service Alliance of Canada (psacunion.ca)

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Public service workers shouldn’t be disciplined over vaccination requirements

August 17, 2021

This week, national political party leaders have made concerning statements about disciplining or terminating federal public service workers who choose not to be vaccinated as part of the government’s vaccine mandate proposal.

PSAC supports vaccination requirements for federal workers to ensure the safety of our members in their workplaces, and to protect our communities, but using discipline and termination to enforce them is unacceptable.

PSAC has been in in consultation with the federal government on their vaccination proposal, and our position is clear: employees with a valid medical reason for being unvaccinated, or for reasons protected by human rights legislation, must be offered a formal accommodation under the law.

In addition, if there are workers who are unable or unwilling to be vaccinated, the government must temporarily reassign those employees to other duties where possible, or allow for alternate work arrangements such as remote work.

Where required, other measures should be explored, including regular screening and rapid testing.

PSAC will continue to play an active role in consultations as the federal government develops its vaccination requirements plan. We will do our utmost to ensure the safety our members while protecting their rights in the workplace – including their right to privacy.

Source: Public service workers shouldn’t be disciplined over vaccination requirements | Public Service Alliance of Canada (psacunion.ca)

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Phoenix damages : new timelines and taxation appeal

August 17, 2021

The federal government has updated its Phoenix general damages webpage with new timelines for current PSAC members and former and retired members: 

  • PSAC members working for the federal public service who did not receive general damages as part of their March 3 pay can expect to receive the full lump-sum payment in September 2021.
  • Former and retired PSAC members will have access to the claims process for general damages in December 2021. The government will provide more details closer to the launch.

Taxability of Phoenix general damages 

PSAC maintains that general damages paid to all employees for “stress, aggravation, and pain and suffering” for the impacts of the Phoenix pay system and the late implementation of collective agreements are non-taxable, contrary to the opinion issued by the Canada Revenue Agency. To ensure a prompt resolution of this dispute impacting thousands of members, PSAC has proposed to CRA that both parties jointly request that the dispute be resolved by the Tax Court. This would expedite the process and avoid a vast number of individual appeals. We will provide updates as they become available.

Out-of-pocket expenses and severe losses 

As part of the Phoenix damages settlement, the government must provide a new claims process for current and former members who experienced out-of-pocket expenses and severe personal and financial impacts due to Phoenix. Though we are disappointed that a process is not yet available, we expect a new timeline shortly and will update you accordingly.

Please be sure to keep your contact information up to date via the member portal to receive all the latest updates on PSAC’s Phoenix settlement. 

For more information about Phoenix damages, please check out our FAQ. 

Source: Phoenix damages : new timelines and taxation appeal | Public Service Alliance of Canada (psacunion.ca)

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UNE Multiculturalism Day – August 14

August 13, 2021

In 2011, at the Union of National Employees’ (UNE) Triennial a resolution was passed, with no challenges that allowed UNE members to observe August 14 as UNE’s Multiculturalism Day.

The intention behind this resolution was to foster a sense of pride, continued pride in UNE’s commitment to the rights of all of its members. More particularly, recognizing UNE’s contributions in the Human Rights arena, and more importantly acknowledging its very own Human Rights Committee and the work accomplished within that committee. 

Canada as a country of diverse peoples and cultures celebrates Multiculturalism Day on June 27; however, UNE has gone a step further. As a union aware of its privilege, its place and its the role in the lives of its diverse membership, UNE has allocated another day whereby its membership, through its regional and Local representatives, is reminded to encourage the celebration of diversity throughout the rank and file of its Regions’ membership.

Let us as union comrades, UNE members, commemorate August 14 as a day to herald the diversity of our membership and celebrate our achievements, especially those won under the umbrella of Human Rights. A re-commitment to this day, August 14, as UNE’s Multiculturalism Day needs to be established and encouraged; always with focus, for with all that we have accomplished is as far as we still need to go.

Hayley Millington
UNE National Equity Representative for Racially Visible People

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Emancipation Day – August 1

July 29, 2021

Slavery was abolished throughout the British Colonies via an act for the abolition of slavery that was given Royal Assent on August 28, 1833 and took effect on August 1, 1834. The act abolished enslavement in most British colonies, freeing over 800,000 enslaved Africans in the Caribbean, South Africa as well as Canada.

Many Commonwealth countries have acknowledged and designated this day as Emancipation Day. On August 1, 2021, for the very first time Canada will recognize this day. It comes on the heels of a unanimous vote in Parliament on March 24, 2021.

Emancipation Day is an opportunity for Canadians to learn about Canada’s role in the slave trade as well as providing the chance to acknowledge the systematic racism and discrimination that has led to multi-generational trauma affecting the lives of Black Canadians up to this present day.

Despite the fact that slavery has been abolished since 1833, it has left an endowment of systemic practices of racism and discrimination; barriers that Black Canadians encounter in their daily lives. The legacy of enslavement speaks to the fact that the work to eradicate anti-Black sentiments. It includes racist rhetoric and practices continuing almost 200 years after the end of slavery as an institution.

Oftentimes, Canadians are not always aware that the history of Black people in Canada is one that includes enslavement and that those who fought against the practice of slavery were pivotal in shaping Canada as a nation. Descendants of the African diaspora continue to add to the mosaic of Canada’s diversity through their cultures and traditions, their involvements and contributions, achievements and innovations, as well as through their leadership.

We all have a role to play in lending our voices and efforts to the dismantling of the systemic barriers faced by Black Canadians. It is important to educate and to include the history of Blacks in Canada, ensuring that this is captured in the history books, and that it is taught in schools as part of the curriculum. Change is tantamount to our minds and to our hearts as we navigate the process of healing, as communities, individuals and as a nation.

Jamaican musician Bob Nesta Marley, who was also an advocate for the rights of Black people, and spoke up against poverty and western oppression sang,

‘’Emancipate yourself from mental slavery

None but ourselves can free our minds”.

As activists and citizens of the world, we should all be prepared to align ourselves, in allyship or leadership, in the forefront of this fight for true equality and inclusion in all aspects of life. As such, I invite our Union members and leaders alike to reflect, educate and involve yourself in the ongoing fight against anti-Black racism and discrimination.

Hayley Millington
UNE National Equity Representative for Racially Visible People