PSAC and Treasury Board have reached an agreement to lift the moratorium on the automatic cash-out of vacation and compensatory leave for the PA, TC, EB, SV and FB groups.
In previous years, in order to address the shortcomings of the Phoenix pay system and allow compensation advisors to focus on fixing outstanding pay issues, PSAC and Treasury Board had agreed to suspend the automatic cash-out of vacation and compensatory leave permitted under PSAC’s collective agreement until March 31, 2022.
Under most of PSAC collective agreements, leave that is earned in a fiscal year and remains outstanding on September 30 of the following fiscal year is subject to an automatic cash-out provision.
Payment of outstanding vacation and compensatory leave credits will resume on March 31, 2022. However, in order to return to the carry-over levels allowed in the collective agreements, PSAC and Treasury Board have agreed on a transition process.
This means that each year, for a five-year period, 20 per cent of the vacation and compensatory leave balances above the annual carry-over limit will be cashed out.
Members with a balance above allowable limits remaining on March 31, 2026, will receive a cash-out for the portion in excess, in its entirety, with respect to the applicable collective agreement provisions.
PSAC acknowledges that many members prefer paid time off over a cash payment in lieu. Members will continue to be allowed to use their vacation and compensatory time or to request a cash-out of their vacation or compensatory leave balances during the year, in the amounts and manner described in their collective agreement.
If a member is having ongoing issues with their leave balance, for example in situations regarding a dispute about the balance due to the Phoenix pay system or a pending transfer situation, in consultation with the employee, the mandatory leave cash-out can be paused by the employer.
I have often wondered about the origin of the Universal Declaration of Human Rights which was adopted by the General Assembly of the United Nations (UN) on December 10, 1948 in Paris, at the Palais de Chaillot, by resolution 217 (III) A. It specifies the fundamental rights of humankind. Because of the horrors of the Second World War, the international community decided to draw up an international bill of rights to affirm the values put forward in the fight against fascism and Nazism.
But as I continued my research, I found that the origins go back even further to Antiquity:
In the Nicomachean Ethics, Aristotle talks about the principle of dignity and the respect that the individual should have for others.
In Marcus Aurelius’ Thoughts and Cicero’s Tusculana (on the notion of jus hominum, “the right of men”), taking up Plato’s words.
In religious texts (such as the Ten Commandments, which command the right to life, to honor, etc.).
In Saint Paul, in the epistle to the Corinthians, who speaks about the interior man, totally virgin, by granting him an absolute dignity.
In literary texts, such as the play Antigone by Sophocles, or in philosophical texts, such as those of the Stoic school of thought.
Moreover, we find writings in several regions of the world like the Edict of Milan or Edict of Constantine I in the year 313; in the 13th century with the Charter of Manden in Africa; in the 15th and 16th centuries with the great Islamic jurisconsults of the Mali Empire.
Also, through the Great Texts (13th – 17th centuries), we can go back to the Middle Ages to find the first manifestations, concrete and with real effects in practice, of the idea of human rights, gathered under the name of human rights of the first generation:
The Magna Carta in 1215. This text is important but was only really used from the 17th century moving forward, as an instrument against the royal absolutism of the Stuarts.
The Twelve Articles in 1525.
The Petition of Rights in 1628.
The Habeas Corpus Act in 1679 (foundation of criminal law).
The Bill of Rights in 1689. It is considered in the English-speaking world to be the basis of current human rights concepts.
The first Declaration of Human Rights (June 12, 1776) was the one of the State of Virginia, written by George Mason, who was called “The Father of the Bill of Rights”. It was included in the Declaration of Independence of the United States on July 4, 1776, by Thomas Jefferson, and inspired the Declaration of Human Rights of 1948. A few years later, France, under the reign of Louis XVI, promulgated the Declaration of the Rights of Man and of the Citizen on November 3, 1789. Unfortunately, this declaration excluded women and it was not until 1948 and the intervention of Eleanor Roosevelt that the notion of gender was explicitly included in an international convention, the famous Universal Declaration of Human Rights of the UN.
Human rights are based on respect for the individual. Their fundamental principle is that a person is a moral and rational being who deserves to be treated with dignity. They are called human rights because they are universal. Human rights are the fundamental rights and freedoms that belong to every person in the world, from birth to death. These fundamental rights are based on common values such as dignity, fairness, equality, respect and independence.
In closing, I would like for this day to open up the discussion in your communities, your families, your workplaces because it is the basis for a better world and it is up to each of us to promote it by continuing to defend these rights. The UNE’s Human Rights Committee is proud of its leadership within PSAC and will continue to help members address the importance of respecting and defending those RIGHTS.
Daniel Toutant National Vice-President for Human Rights UNE-PSAC
PSAC-UNE members of the Audit Services Group, Office of the Auditor General (OAG) (Local 70153), began a job action against their employer on November 26, at midnight :
• 3 years without an economic increase of a patterned settlement with the core public administration • 3 years without the employer willing to give them a designed pay grid, that has the look, feel and application of all other employees at the OAG, and practically every federal public servant • 3 years of contract negotiations without an employer that has a mandate to bargain
A Public Interest Commission (PIC) report was received during the current contract impasse which was favourable to this workforce, 75% of whom are women. A request was made to move their dispute settlement route to binding arbitration. That was denied by their employer, knowing the PIC’s report would be a catalyst for the Audit Services Group to achieve a fair and just collective agreement.
Our request to meet with Karen Hogan, Auditor General of Canada, and Mona Fortier, President of the Treasury Board Secretariat, for the benefit of our members, was also unanswered.
OAG, get a mandate and return to the table.
UNE proudly represents our 160 PSAC members at the OAG.
On October 6, 2021, the federal government released its mandatory vaccination policy. The policy applies to employees in the core public service. Since that time, PSAC has released an FAQ that is regularly updated.
The following information is to be read as a guideline only. It will be subject to change as the policy is implemented and the jurisprudence develops. The federal government’s mandatory vaccination policy states that it will be subject to review in six months.
Duty of fair representation
While PSAC has a duty of fair representation in light of its status as the exclusive bargaining agent, this does not equate to an absolute right to representation on every issue that members raise to challenge. For example, members who choose not to be vaccinated and have no legitimate human rights grounds to request an exemption are unlikely to succeed with grievances that challenge the legality of this new employer policy.
The duty of fair representation simply requires that the Union turn its mind to the issue raised by the member, review and analyse it and provide a rationale or explanation.
PSAC has clearly stated that it supports a vaccine mandate within specific parameters to protect the health and safety of all employees in the workplace. PSAC is not advising or counselling members without legitimate medical conditions or religious beliefs to find ways to avoid the policy. Doing so would also be contrary to our obligations as parties to policy health and safety committees mandated under Part II of the Canada Labour Code.
Grievances involving financial loss
The employer has stated that members were to be placed on leave without pay (LWOP) as early as November 15 if they were unvaccinated or had not submitted their vaccination status and had no legitimate human rights reason.
Grievances challenging the fact that a member has been placed on LWOP because they simply chose not to be vaccinated are very unlikely to succeed or to be referred to arbitration as there are arbitral decisions which have deemed LWOP to be a reasonable consequence of an employee’s refusal to follow a mandatory vaccination policy. The policy is likely to be seen as serving a legitimate purpose, reasonable and a good balance between the workplace concern (i.e., spreading COVID-19) and the intrusion on employee’s privacy.
Grievances involving a refusal of duty to accommodate on human rights-related grounds
PSAC is beginning to hear that some managers have stated that medical accommodations will not be allowed even though the policy clearly allows for medical accommodations and exemptions pursuant to the collective agreement and the Canadian Human Rights Act(CHRA) if the required documentation is provided and it is approved by management. Any blanket decisions not to accommodate members with legitimate human rights reasons should be challenged with a grievance alleging a failure of the duty to accommodate and discrimination on the basis of disability and possibly other intersecting grounds.
Grievances that deny members with sincere religious beliefs from obtaining an accommodation may be more difficult to detect. However, the policy supports exemptions on the basis of sincere religious belief with a sworn affidavit signed by a commissioner of oaths that attests that the person chooses not to be vaccinated due to their sincere religious beliefs.
As in all normal circumstances, a member requesting an accommodation must collaborate with the employer by providing supporting documentation.
Grievances that attempt to get around the policy
There is nothing in the policy that indicates that managers will be authorized to replace LWOP with sick leave, vacation leave, or personal leave if the intent is to circumvent the mandatory vaccination policy.
Falsifying or providing inaccurate information regarding the vaccination status may result in severe consequences and will likely lead to disciplinary actions from the employer.
As a result, it would be extremely difficult for PSAC to support grievances that attempt to circumvent or delay mandatory vaccination without any legitimate human rights reason.
Grievances involving personal belief or political conviction
A personal belief or political conviction is not a ground covered under collective agreements or the CHRA.
Grievances challenging the requirement for teleworkers to be vaccinated
The vaccine policy requires all federal public service workers in the core public administration to be vaccinated even if the majority are still teleworking. There is no exception for people who are teleworking unless the request to telework is a specific human rights accommodation following an individualized assessment.
Therefore, PSAC will not be supporting grievances by members who choose not to be vaccinated and use the fact that they always telework as a justification for their decision.
Policy grievances
No policy grievances will be filed on the basis of a failure to meaningfully consult with bargaining agents as the remedies are limited and are unlikely to be effective or meaningful for individual members. In the event there is a widespread privacy breach in the bargaining unit regarding the use, disclosure or storage of members’ personal medical information, PSAC will analyze the option of filing a policy grievance or a privacy complaint.
Source: PSAC Representation and Legal Services Branch
As the International Day for the Elimination of Violence against Women approaches, I have a few thoughts that I would like to share with you. My first thought is WHY. Why is this still happening? Why as a society is this still okay? Why would anyone think this is okay? My next thought is, It’s NOT. It’s not Okay. It is not acceptable and it is not something that can continue.
As a society we should and do expect more. We need to protect our rights as Women, as Grandmothers, Mothers, Daughters, Sisters, Aunties, as Nieces. We need to make sure that everyone regardless of gender, sex, race, or beliefs are protected. This is not to be tolerated any longer. If you see something, say something. Take a stand, help out your fellow human. Be that person. We all have a right to feel safe and be part of society.
On this International Day of Violence against Women, stand with me and for all those beautiful women and say, No More. We will not sit by as women are being hurt, abused, and made to feel less than men. Sisters, Brothers, and Friends stand with me on this day in Solidarity and commit to ending the vicious cycle of violence against Women.
Let every Woman know We are Strong; WE are Resilient; We are Worthy; We are Beautiful, and we are Warriors. Reach out to the programs and the education that are in place to help stop this crime against Women. It is in our workplaces, in our homes, and in our communities. Let us all do our part to educate each other and use these resources to reach the Women who so desperately need them.
We are always stronger together and together is the way we move forward. We are the Spirit; We are the Light. We are the cycle of Life. We are bigger then and we will rise. We hope that on this day, you will all rise with us. Together as we educate, learn, pool our resources that are available to us, we will all become better Humans.
Yours in Solidarity,
Ellen Cross UNE National Vice-President for Occupational Health and Safety
PSAC put forward a wage proposal for more than 110,000 federal public service workers that reflects skyrocketing inflation rates across Canada.
The common issues bargaining team proposed a 4.5 per cent wage increase in each year of a three-year agreement during negotiations with Treasury Board in early November.
Inflation rates are at the highest levels seen in more than 18 years, and members deserve a wage increase that keeps up with the rising costs of food, housing, and child care — anything less is a pay cut for federal public service workers. This year, the consumer price index rose 4.7 per cent on a year-over-year basis in October, up from a 4.4 per cent increase in September.
Many employers are recognizing there is a labour shortage and are increasing salaries accordingly to recruit and retain skilled staff. As Canada’s largest employer, Treasury Board needs to take on a leadership role by providing fair wages that recognize the rising cost of living and set the bar for other Canadian employers to help Canadians recover from the pandemic.
Group specific market adjustments, allowances, and grid re-structure proposals were not part of this package and will be submitted separately by the group-specific tables.
Employer refuses to discuss remote work
Treasury Board refused PSAC’s proposal to include remote work provisions in the collective agreement because they feel the inclusion of remote work is unnecessary and language on the right to disconnect is redundant.
Members have flagged work-life balance and the ability to work remotely as key priorities for this round of bargaining. Employees should have a say in when and where they work, and we will continue to push Treasury Board to negotiate terms for remote work and the right to disconnect into our collective agreements where they will be most effective.
New proposals on bilingualism bonus, anti-oppression training, parental leave
PSAC tabled new and revised provisions within the discrimination and sexual harassment articles to ensure our members have access to a fair process. The proposal expands the definition of what is considered harassment to better protect members. It also calls for mandatory training for all employees on the topics of “anti-oppression and discrimination,” and “harassment, sexual harassment, and violence in the workplace.”
Our proposed new training provisions push the employer to appropriately recognize and promote bilingualism in the federal public service, while the proposed increase to the bilingualism bonus aims to improve what is currently offered under the National Joint Council’s Bilingualism Bonus Directive, which has been stagnant for decades.
We also proposed improvements to maternity leave without pay and parental leave without pay to increase the top-up available to employees. We hope this will allow single parents and lowerincome families to better utilize the extended parental benefits option.
Upcoming bargaining dates
The bargaining team meets with the employer again on December 14 and 15, 2021.
The Treasury Board Secretariat announced that claim compensation for severe impacts, a claims process for losses and damages related to the Phoenix pay system, is now available to PSAC members under the Phoenix damages agreement negotiated by PSAC in October 2020.
PSAC members having suffered personal or financial consequences due to Phoenix, whether they be current or former employees or the estate representative of a deceased member, can now make one or several claims for severe impacts.
You are eligible if you were a PSAC member and incurred severe damages between April 1, 2016 and March 31, 2020 as a result of Phoenix pay issues.
Depending on the type of claim, a minimum threshold of $1,500 may apply. This means that you are eligible for compensation if the total amount of your claim exceeds $1,500. This minimum threshold will only be applied once for all claims submitted through this process.
These claims can include:
financial costs or lost investment income due to delays in pay;
leave taken because of health issues;
severe damages and personal hardship, including mental anguish.
We are working to ensure retired and former PSAC members are compensated as quickly as possible for general damages caused by Phoenix. The Treasury Board indicated that the claims process for retired and former PSAC members will be launched in December 2021. We continue to press for specific dates and quick settlement.
Please keep your contact information up to date via the member portal to get the latest news. For more information about Phoenix damages, please check out our FAQ.
The Audit Services Group has voted to give their bargaining team a strong strike mandate after talks collapsed at the bargaining table between PSAC and the Office of the Auditor General of Canada.
PSAC members at the Office of the Auditor General of Canada support the audit work the OAG conducts to ensure that Canada’s federal and territorial governments are accountable and productive. These members perform a wide range of technical, professional, administrative and clerical duties in support of the Office of the Auditor General.
But members of Union of National Employees Local 70153 at OAG have been without a contract since September 2018.
Among the key outstanding issues are achieving a pay grid like almost every other group in the federal public sector, fair economic increases, and maintaining pay parity for certain classifications with non-union workers at OAG who received significant increases.
“PSAC members at the Office of the Auditor General have looked at the numbers and the employer’s latest offer doesn’t add up,” said Alex Silas, Regional Executive Vice-President of PSAC’s National Capital Region.
At the end of June, both the union and the employer presented their proposals before a Public Interest Commission hearing. The PIC report was released on August 25th and the Commission sided with the union’s proposals.
“These workers just want fairness and to get what even the non-union workers at the OAG have received. The Public Interest Commission agrees with what we’re saying, but there’s been no movement from the employer on these key issues,” said Silas.
Despite the recommendations from the Public Interest Commission hearing, management at the OAG has not brought any significant changes to their offer, instead returning to the bargaining table with the same proposals.
“It’s time for OAG management to return to the table and respect the findings of the Public Interest Commission and respect these members and the important work they do,” said Kevin King, President of UNE.
“It’s not an easy thing to vote to strike and this is a first for these members at the Office of the Auditor General. I want to assure these members that PSAC has their back and will support their fight for a fair contract,” added Silas.
The Statistics Survey Operations (SSO) bargaining team made progress on hours of work for SSO members despite frustrating stalling tactics by the employer during negotiations on October 26-27, 2021.
Statistics Canada failed to bring any new proposals to the table even though members have been without a collective agreement since 2018. PSAC submitted two comprehensive packages of bargaining proposals in May and July, and the team still hasn’t received an adequate response from the employer.
Despite the delays by the employer, Statistics Canada and the team had a lengthy discussion about hours of work. The team is advocating for language in the collective agreement that ensures more regular, full-time work hours for SSO members.
PSAC plans to meet with the employer again before the end of the year and expect Statistics Canada to respond to our proposals for significant improvements in working conditions and work hours, including:
Wage parity with the core public service
An allowance to fully cover off 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
PSAC won a landmark pay equity victory for federal public service workers in 1999 that paved the way for more than 230,000 workers – mainly in women-dominated positions – to receive retroactive salary adjustments totaling over $3.6 billion. Members also secured ongoing pay adjustments to provide equal pay for work of equal value.
Despite this historic victory, women today still do not receive equal pay for work of equal value. The new federal Pay Equity Act is meant to address this ongoing inequity, and union members play a vital role in this process.
Pay Equity Act implementation begins
The Act was put into force August 31, 2021. This significant piece of legislation requires all federally regulated employers to implement pay equity plans within three years.
You may have already received a notice from your employer. By November 1, 2021, all employers are required to inform employees about the pay equity review process.
In order to develop and implement pay equity plans, many federally regulated employers will be required to establish joint employee-employer committees.
In unionized workplaces, union representatives will sit on these joint committees, adding a strong voice for workers at the table.
Joint committee members will develop a pay equity plan to determine if there are any compensation increases needed to ensure that employees are receiving equal pay for work of equal value.
This may be a lengthy and complex process for some joint committees that will require strong union representation and member participation.
How can I join a joint committee in my workplace?
For members employed by Treasury Board, the CRA or federal Agencies, your union Local will be working closely with your respective Component on these joint committees.
For Directly Chartered Locals, members will likely play a more direct role on joint committees.
To learn more about joint pay equity committees in your workplace, or if you want to get involved, please contact your union local. You can also contact PSAC’s pay equity team with any questions.
Potential employee compensation increases
Once the joint committee agrees on a draft pay equity plan, the committee is required to share the draft plan with all employees in the workplace for input.
When the final pay equity plan is adopted, employers must address any wage gaps by increasing the compensation of employees who are not receiving equal pay for work of equal value.
You can also reach out to PSAC’s pay equity team with any specific questions you have about the pay equity legislation, how to join your workplace’s joint pay equity committee and the work of the joint committees at any time.
