Following up on their meeting in December 2021, the Parks Canada team met to prioritize their outstanding issues, including constraining the employer’s right to demand medical certificates, and parity between park wardens and other enforcement officers in the federal public sector.
With seasonal and term employees making up almost half of Parks Canada’s workforce, job security and precarious work remain areas of serious concern, alongside harassment and discrimination, acting pay, Indigenous language allowances, vacation leave, parental leave, workplace accommodation and equity.
The team will meet one more time to finalize their proposals before entering a new round of bargaining March 1, 2022.
Show your support and solidarity for your bargaining team by downloading our electronic bargaining materials. Use your group’s video background during your virtual work meetings, update your profile photo with the social media frame, and print a poster for your work area.
To ensure that you receive all the latest updates about Parks Canada bargaining as we negotiate your next contract, verify that your contact information is up to date via the member portal.
February is the month to celebrate the many achievements and contributions of Black Canadians and their communities who, throughout history, have done so much to make Canada the culturally diverse, compassionate, and prosperous nation it is today. Please let’s take that opportunity to learn and educate ourselves with one story at a time.
Hogan’s Alley
Do you see the viaduct in that picture? This is where Vancouver’s Black Community used to live in the 1900s.
History has shown that institutional racism often targets marginalized communities. Hogan’s Alley, in Vancouver, is one such example. The first Black immigrants (of African Descent) arrived in British Columbia from California in 1858.
They settled in Vancouver Islands but began migrating to Vancouver in the early 1900s. Hogan’s Alley was ethnically diverse but had a large cluster of Black businesses and residents (reaching over 800) that formed the nucleus of Vancouver’s first concentrated African Canadian community.
Along with the resident population, the area was a destination spot for Black train porters on layover, Black vaudeville circuits coming through via California and popular Black musicians of the time. However, the vision of urban renewal gradually displaced and eventually demolished most of Hogan’s Alley in 1972, making way for the Georgia Viaduct.
So, what was once a vibrant cultural hub for great food and jazz music in the 1960s was quickly transformed into the noise of vehicles as they passed by on the new viaduct. Like the destruction of Africville in Nova Scotia, another Black community in Vancouver was demolished. The question now is which marginalized community will be next?
As Canada continues to navigate the pandemic, the federal government should be a leader when it comes to offering better work-life balance to workers with remote work and the right to disconnect. But Treasury Board made it clear that they don’t recognize the need when the Common Issues bargaining table January 31 to February 3.
The pandemic has radically changed the way our members work. We continued to serve Canadians, whether we were working from home or in the workplace and proved that it’s time to rethink the future of work. The results of PSAC’s bargaining survey of federal public service employees showed three out of four respondents have been mostly working remotely since the pandemic started. Another 90 per cent of respondents want to continue working remotely after the pandemic.
PSAC’s proposal for remote work would give employees the opportunity to voluntarily participate in remote work – or not — based on their unique and individual circumstances. It also outlines the process for requesting a remote work agreement, makes sure workers are properly equipped for remote work, and ensures their requests are not unreasonably denied.
Treasury Board refused PSAC’s proposal, arguing it’s unnecessary given their Directive on Telework. But the government’s policy, which came into effect in April 2020, is already out of date two years into the pandemic and leaves far too much up to the discretion of individual managers which could lead to discrimination against some workers.
Remote work has become a part of everyday life for most workers and is widely supported by the majority of Canadians. It’s time for the government to look to the future by enshrining it into our collective agreements.
The right to disconnect
That’s why PSAC is also fighting for the right to disconnect. The increase in remote work has blurred the lines between work life and private life. We need to ensure employees aren’t subject to unreasonable expectations outside of work hours with clear language in our contracts.
Smartphones and other technology shouldn’t be used by employers to force employees to work longer hours, but that’s exactly what’s happening. One out of five respondents in PSAC’s survey said they felt they were expected to look at emails or work outside of their scheduled working hours at least a few times a week.
Our proposal is clear — employees should be under no obligation to answer calls or emails outside of normal working hours, or be disciplined for exercising their rights, unless they are on standby.
It’s not complicated, but the employer doesn’t want to acknowledge that our members have the right to disconnect. We will keep on fighting because workers shouldn’t feel tethered to their work by having to check their emails and work phones after hours.
Wages and new submissions
Despite having received our wage position last December, Treasury Board once again came to the table empty handed. They weren’t even prepared to discuss our general economic increase proposal. We expect the employer to provide a full response to our proposal for fair wages that reflects the rising cost of living when we meet in March.
PSAC also submitted new memorandums of understanding. These MOUs aim to ensure continued financial support for the Joint Learning Program, establish an ongoing Child Care Joint Union-Management Committee, and recognize Treasury Board’s commitment to address issues of diversity and inclusion in the workplace in collaboration with PSAC.
Next steps
The next bargaining dates for the Common Issues team, March 29–31, 2022, will be a critical moment in our negotiations.
We know firsthand the impact rising inflation is having on our families, and we should expect to mobilize and take action if the employer doesn’t come to the table with an offer that keeps up with skyrocketing prices.
With over 165,000 members in bargaining with the government this year, we have a lot of power at the table. We can leverage our strength in numbers to improve our working lives and push the government to lead by example, making life better for all workers.
Get involved
Register now for our upcoming national panel discussion on remote work and work-life balance to learn more about this important issue. At the end of the panel, you will have the chance to take part in a digital action with members across the country to support the fight for remote work and improved work-life balance.
You can also continue to show your support by using our virtual bargaining materials:
In February 2008, Senator Donald Oliver, the first Black man appointed to the Senate, introduced the Motion to Recognize Contributions of Black Canadians and February as Black History Month.
Black History Month exists to remind us of all the rich contributions made within our society by people of African descent, and of their ongoing struggle for equity and social justice. This is a time to celebrate the many achievements and contributions of Black Canadians who, throughout history, have done so much to make Canada the culturally diverse nation we know today. It is also an opportunity for all Canadians, including our younger generations, to be reminded and to learn about the experiences and contributions of Black Canadians in our society, and the vital role this community has played throughout our shared history.
From abolitionists to war heroes, to sports celebrities and inventors, we celebrate the distinguished Black Canadians who have helped to make Canada a rich multicultural land. During this month I encourage UNE members to make the effort to educate themselves about some of some of these achievements. In doing so, you will become aware of how Black culture has influenced our lifestyles today…. from the poetry and music that we listen to, the food that we eat, the clothes that we wear and to advancement made in Science and Innovations.
We can no longer choose to ignore such a rich history that has had such a profound influence on all our lives today. There are many organizations and educational resources across the country devoted to the promotion and awareness of Black Canadian history.
Sam Padayachee National Equity Representative for Racialized Members
The Operational Services (SV) bargaining team put forward fair and reasonable wage proposals in talks with the employer January 18-20, and PSAC expects Treasury Board to provide their response to our wage package in March.
Many SV members are experiencing a widening wage gap compared to their private-sector counterparts that is affecting the morale of members and risks impacting the services they deliver to Canadians. And with the cost of living and inflation increasing, it is critical that wages are addressed this round of bargaining.
Proud tradesworkers and public safety workers, SV members are the backbone of our public service, and they are proud to serve Canadians. Throughout the pandemic, SV members didn’t have the option of working from home. They showed up every day to work, and without them, core services we rely on would have been impacted.
Fair wages are crucial to hire and keep highly trained public service workers. Otherwise, we risk losing the talent Canada needs to deliver the programs and services Canadians depend on.
The SV group presented key improvements, including:
Close wage gaps: More than ever, SV members need fair wages. To eliminate persisting wage gaps, PSAC has proposed a range of reasonable market adjustments based on a new labour market compensation comparability survey commissioned by PSAC in 2021. The survey’s results confirm a significant gap between compensation for SV positions and comparable jobs outside the federal public service.
Existing allowances: Some allowances are currently not available to all members who should be receiving it. PSAC proposes to expand the eligibility of allowances such as the dirty work and HVAC technician allowances to make them available to all members who perform these duties.
New allowances:PSAC proposes new allowances to help address the difficult working conditions in which SV members work, including extensive periods spent at sea, as well as during helicopter operations.
The SV bargaining team returns to the table March 1-3, 2022.
Show your support
Meet your SV bargaining team and learn why they got involved in this round of negotiations. Show support by downloading and using the virtual background for all your work meetings and swap out your social media profile picture:
Panelists will be discussing PSAC’s fight for equity in the workplace during this round of bargaining with Treasury Board, the impacts winning these demands would have, and why it is important that we all mobilize to support our bargaining teams to win big.
To ensure that you receive all the latest updates as we negotiate your next contract, verify that your contact information is up to date via the member portal.
The Statistics Survey Operations (SSO) bargaining team made progress during negotiations in December, even though the employer did not bring outstanding proposals to the table. The team was disappointed that the employer did not table their monetary proposals, which would have enabled the parties to move through this round of bargaining more quickly and arrive at a long overdue agreement.
However, positive movement on several issues was an encouraging sign and the employer has committed to bringing all outstanding monetary items to the table in mid-February.
The SSO bargaining team continues to push for significant improvements in working conditions and work hours, including:
Wage parity with the core public service
An allowance to fully cover personal expenses when working remotely
Better job security, and a fair and transparent process around the assignment of work hours
Improved maternity and parental leave benefits
Improved shift premiums for evenings and weekends
Improvements to sick leave, family leave, vacation leave and compassionate care leave
A detailed update on the state of bargaining will be shared with PSAC members at upcoming info sessions. More information to come on the dates and times of these local meetings.
A decision is expected by late January 2022 on PSAC’s policy grievances defending the use of 699 leave for federal public service workers during the pandemic.
PSAC presented its case against Treasury Board for restricting the use of 699 leave for members who were unable to work because of child care, elder care, disability, or other issues brought on by COVID-19 at Federal Public Service Labour Relations Board hearings throughout the summer and fall.
Discriminatory leave policy
The grievances challenge the policy for forcing members to exhaust all other available paid leave—including vacation, sick, or family leave—before they can access 699 leave for COVID-19-related reasons.
At the hearing, PSAC argued that the employer’s 699 leave policy violates members’ collective agreements and could lead to discriminatory outcomes for groups who are disproportionally impacted by the pandemic.
Next steps and individual grievances
The Board chairperson intends to deliver a decision by the end of January 2022.
PSAC continues to fight to ensure all PSAC members – especially those most impacted by COVID-19 – have the support they need to get through the pandemic.
Temporary changes to 699 leave
As of December 20 2021, Treasury Board has put in place temporary changes to make it easier for federal public service workers with caregiving responsibilities to access 699 leave during the pandemic.
Treasury Board also clarified their language around the use of vacation leave in relation to 699 leave. These are key issues PSAC raised during policy grievance hearings, and it’s encouraging to see the government proactively implement these changes before a decision is delivered by the labour board.
If you need leave related to COVID-19, you should continue to request 699 leave. If your request is denied or you are forced to take other types of leave, reach out immediately to your PSAC regional office or your component labour relations officer to discuss whether you should file an individual or group grievance.
Members employed by Treasury Board and PSAC-UTE members are also eligible for paid 698 leave to attend COVID-19 vaccination appointments.
The Parks Canada bargaining team met to prioritize the bargaining issues that will drive the next round of bargaining with the employer November 29 to December 1.
Alongside growing concerns about job security and precarious work, the team discussed the importance of getting Parks Canada representation on the National Joint Council and the Joint Learning Program.
Many crucial issues, like harassment and discrimination, acting pay, Indigenous language allowances, vacation leave, parental leave, workplace accommodation and equity were also addressed.
During the COVID-19 pandemic, Parks Canada members redoubled their efforts to ensure that the public had safe access to the country’s national parks, canals, marine areas and national historic sites. The pandemic required unprecedented restrictions on indoor gatherings, making nature and protected places even more important for physical and mental health. Despite the crucial role that members have had throughout this pandemic, seasonal and term employees make up almost half of Parks Canada’s workforce.
The team is set to meet again in January to finalize the package of proposals they will present to the employer in early 2022.
Please be sure to keep your contact information up to date through our member login to receive all the latest updates about Parks Canada bargaining.
After months of waiting, retired and former PSAC members finally have access to Phoenix general damages.
Any former member, legal representative of a former member or estate of a deceased member who worked for the federal public service between 2016 and 2020, and is eligible, can now claim the maximum lump sum of $2,500. This includes compensation for the late implementation of collective agreements during those years due to the Phoenix pay system. Entitlement to compensation is as follows:
To be eligible to claim each year of the financial compensation, a worker must have been a PSAC member, had their pay processed by Phoenix, and been on strength for at least one day in the applicable fiscal year. To clarify, “on strength” means an employee who was actively working, on leave, on assignment, on long-term disability or otherwise not active, but remained employed.
To receive the amount you are entitled to, you must submit a claim, either online or by mail. Once the claim is evaluated, and you have agreed the government’s calculation of monies owed is correct, the amounts will be paid in one instalment. Please note that general damages payments are subject to overpayment recovery.
Federal court judge Jocelyne Gagné rejected the government’s earlier request for a delay. This hearing is a crucial step and will determine if the class action proceedings will continue.
The lawsuit continues to gain momentum, with 1,082 former and current Black federal public service employees seeking over $2.5 billion in damages. A large number of plaintiffs are past and present PSAC members.
If you identify as Black, Caribbean or of African descent and currently work or have worked for the federal government in the past 50 years, you are eligible to join the class action.
Background
The lawsuit reaches back 50 years, arguing the federal government perpetuated Black employee exclusion: the systemic practice of limiting skilled Black workers from career advancement opportunities, which has led to them being disproportionally underrepresented at the highest levels of the federal public service.
According to 2020 Treasury Board statistics, Black employees are one of the largest groups of racialized workers in the federal government at 3.5 per cent, yet only comprise 1.6 per cent of those at the executive level. Black workers also tend to be clustered in lower-level administrative categories.
