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Gaps remain in government’s return to workplace plan

June 26, 2020

This week, the government released its guidelines for federal public service workers to return to the office as COVID-19 restrictions begin to ease across the country. The plan doesn’t outline when employees will be asked to return to the workplace, instead leaving it up to each department to gradually transition their staff based on a series of conditions that must first be met.

Treasury Board has implemented a number of PSAC’s recommendations, including a clear acknowledgement that collective agreements will be respected, recognition that improving access to mental health support is necessary, and that health and safety committees and unions will be consulted.

The guidelines also acknowledge that many workers won’t be able to return to the office until they have access to important services like child care and schools for their children. Further, they recognize other important preconditions like the availability of PPE; the ability to prepare and maintain a clean and safe physical space; and the coordination mechanisms needed to plan, supervise and monitor the transition.

PSAC has some concerns with the current guidelines:

  • Since department heads will oversee the return to workplaces, there is a risk that the guidelines will not be followed consistently across the federal public service. Local managers should not be allowed to create unequal working conditions between departments.
  • We want to make sure that appropriate scientific experts are determining whether worksites are safe and what personal protective equipment is required – not local managers
  • We expect workers to get at least two weeks’ notice before they’re asked to return to the workplace.
  • There was little about consulting employment equity committees on issues related to return to the workplace for designated groups, including people with disabilities. We urged the government to commit to a process that takes into account COVID-19’s impact on diverse groups such as women, racialized workers, LGBTQ2+ workers, Indigenous workers and those with disabilities.

Until there is a vaccine, keeping both our members and the public safe means allowing employees to work remotely for as long as needed, and ensuring workplaces have all the appropriate safety measures in place should they return to the workplace.

New telework policy?

As he announced the new guidelines, Treasury Board President Jean-Yves Duclos said that one lesson learned from the pandemic is that it’s possible and perhaps practical for some public servants to work from home permanently. He added that the government has started reflecting on the number of offices and office spaces that they want over the next few years.

COVID-19 has created an opportunity to rethink telework in the federal public service, but changes to our members’ working conditions must be negotiated with our union in full consultation with the membership.

Source: PSAC

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For the Public Good: The growing threat of privatization and workers’ proposals to protect our future

PSAC has been one of several unions participating in the Canadian Labour Congress’ Task Force on New Forms of Privatization. On June 25, the Task Force has released its report For the Public Good: The growing threat of privatization and workers’ proposals to protect our future.

The report is the culmination of a thorough analysis of new forms of privatization, in particular social impact bonds (SIBs), pension fund and investor participation in privatized infrastructure, and new federal agencies that motivate and support privatization of services and infrastructure. Which by any measure, should be fully within the public sector in order to serve the public interest. These agencies – The Canada Infrastructure Bank, FinDev Canada, and the Social Finance Fund, along with more traditional forms of privatization, all contribute to the growing instability in public services, at a time when we, more than ever, need a robust public service to ensure competent and effective services for Canadians.

While largely written prior to the COVID19 pandemic, the report does raise the critical role that public services have had in Canada’s response to the crisis. Public sector workers – PSAC members – have been doing this critical work across the country – at the control hub of the response at the Public Health Agency of Canada, in food plants ensuring our food is safe, at our borders and our airports, delivering emergency benefits to workers and to businesses, developing and testing vaccines and treatments.

In some sectors, privatization has resulted in devastating loss of life. We only need to look at the privatized Long-Term Care homes to see the very real, and very tragic results when profit comes before people.

The report outlines a hopeful path forward, bringing public services back in house, and furthering best practices for publicly funded, built and maintained infrastructure that will be critical to not only the recovery from the economic crisis stemming from the COVID19 pandemic, but will also be instrumental in better weathering future crises, whether pandemics, climate change or other.

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Bargaining to resume for 100,000 PSAC members

After months of pressure from PSAC and its members, the federal government has agreed to return to the bargaining table. Negotiations for 70,000 federal public service workers in the PA group – PSAC’s largest bargaining unit – will resume with Treasury Board June 23 to July 3. It will include Treasury Board common issues and Phoenix damages.

Bargaining will also resume for nearly 30,000 PSAC-UTE members at Canada Revenue Agency the week of July 6.

“Elsewhere in Canada, the need to provide stability and fair compensation to public service workers during this pandemic was recognized months ago – provinces, municipalities and large employers across the country have been negotiating and settling contracts,” said PSAC National President Chris Aylward. “It’s high time the federal government did the same for their employees.”

Throughout the pandemic, PSAC members have been on the front lines battling the virus and delivering emergency financial support to millions of Canadians. They continue to provide critical services despite not having a new contract or wage increases in up to four years.

They also continue to endure Phoenix pay issues and have yet to be fairly compensated for their financial hardships.

“The government has clearly listened to the more than 15,000 PSAC members who wrote to them in recent weeks urging Treasury Board to get back to the table,” said Aylward. “It shouldn’t take that kind of pressure to get back to negotiations, but I’m grateful to our members for supporting our bargaining teams in such large numbers.”

“And it’s a welcome change to see the government – during National Public Service Week no less – move from kind words about our members, to action,” added Aylward. “Now they have to show up with a mandate to reach a fair settlement without any more delays.”

Updates for other Treasury Board bargaining units will be coming soon.

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PSAC-Prairies and UNE urge the Canadian Museum for Human Rights to not extend Mr. Young’s term as CEO

Dear Minister Guilbeault,

We have no doubt that you have been made aware of the recent disclosure by former employees of the Canadian Museum for Human Rights (CMHR) in Winnipeg that they experienced ongoing and systemic racism and harassment while working at this institution.

As the union representing 160 members employed at the CMHR, this came as no surprise to any of us. Our union Local Executive has been raising the issue repeatedly for several years. And recently, because management was not acknowledging or taking any action, our bargaining team tabled a proposal for mandatory anti-harassment, anti- discrimination training for all staff. As evidence of management’s refusal to take this matter seriously, the proposal was rejected.

Recently in response to media reports, the CEO, John Young, stated that “the level of concern raised on social media comes as a surprise to many people working at the museum”. This was no surprise to management and in particular the CEO.

The response that administration will reach out to staff and volunteers to listen to their experiences and concerns is, at best, a weak response that does not show the employer taking a stand against racism and harassment in a toxic workplace.

We understand the Mr. Young’s appointment as CEO is due to expire on August 16, 2020. Minister Guilbeault, for the well-being of the employees and to ensure the institution is on a path to restore their credibility, we urge you to not extend Mr. Young’s term as CEO of the CMHR.

We can tell you that “discussions” with staff following the social media posts were in no way sincere and there is absolutely no confidence among staff that the management team of the CMHR, under the direction of Mr. Young, understand or appreciate the seriousness of the situation.

The official mandate of the CMHR is:

“… to explore the subject of human rights, with special but not exclusive reference to Canada, in order to enhance the public’s understanding of human rights, to promote respect for others, and to encourage reflection and dialogue.”

Our members are so very dedicated and proud of the work they do but feel that what is happening behind closed doors is hypocritical to the mandate. Unfortunately, over the years, staff have chosen to leave quietly instead of going public so as to preserve the integrity of the institution. Minister Guilbeault, we urge you to not extend Mr. Young’s term and to ensure that any potential candidates for appointment as CEO have the skills necessary to ensure that appropriate actions are taken immediately to begin the process of restoring trust with employees and confidence with the Canadian public.

We look forward to your response.

Sincerely,

Marianne Hladun
Regional Executive Vice-President
Public Service Alliance of Canada, Prairies

Kevin King
National President
Union of National Employees

PSAC Local 50773 Executive

PDF icon Letter to Minister Guilbeault_CMHR
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Reflections on National Indigenous Peoples Day

By Lenora Maracle

We have watched the public reaction to racial injustice and police brutality, we must acknowledge our own history of colonialism and the injustices that have taken place and continue today. In communities across the country, people suffer from forms of discrimination.

I want to acknowledge those who endure the effects of racism and the people who support them. So many of us are hurting and angry that cannot and should not be ignored by current events.

I stand in support of Black people, Indigenous people, People of Colour (BIPOC) and the 2SLGBTQ+, as well as people living with disabilities or limitations of any kind. I will participate in the fight against racism, oppression and marginalization.

The one-year anniversary of the release of the final report on the National Inquiry into Missing and Murdered Indigenous Women and Girls was earlier this month. We remember and honour the daughters, mothers, grandmothers, aunties and 2SLGBTQ+people who were taken away from us, and the survivors and family and community members whose lives have been changed forever.

Colonization often leaves its mark on Indigenous populations in a way not visible to the Canadian eye.

It becomes necessary for us to connect those dots for mainstream society; to point out that suicide rates and addictions can be rooted in trauma reaching back generations. And that Indigenous languages, culture and ceremony exist today in spite of that historical trauma.

We are a resilient people. Resilience is the inner strength that helps individuals bounce back and carry on in the face of adversity. Aboriginal identity, land, culture and history are resilience.

Resilience is in Aboriginal communities.

Aboriginal people need to reclaim their traditional culture, redefine themselves as a people of their territory and reassert their distinct identity. This is decolonization.

And we need to heal. To do this we need to learn how to learn and begin a journey to wellness that involves self-care. We need to understand the forces of history that have shaped present day lifestyles. We need to discover, name and transmit indigenous knowledge, values and ways of knowing, all the while understanding selected Western ways. We need to apply and adapt both indigenous and Western knowledge, values and ways of knowing to address challenges in today’s society.

In the Mohawk Language ‘Kanaronkwa’ means love but of an intense feeling of affection and care towards another person, this how I feel for my indigenous brothers and sisters.

Onen

 

Lenora Maracle is the UNE’s National Equity Representative for Aboriginal Peoples.

 

 

 

 

 

 

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Message from the UNE National President on National Public Service Week

Members of the UNE Family,

This week is National Public Service Week (NPSW). Its goal is to “recognize the value of the services rendered by federal public service employees” and to “acknowledge the contribution of federal public service employees to the federal administration.”

Since the COVID-19 outbreak started, our members have been exemplary and stepped up to the plate and made sure federal public services were delivered. Whether our members are performing critical work or working remotely from their homes, they adapted quickly to an unprecedented situation.

Many of our members under federal jurisdiction are still attempting to negotiate a fair and just collective agreement including separate employers members, Treasury Board members at the Program and Administrative Services (PA), Operational Services (SV), Technical Services (TC), and Education and Library Science (EB) bargaining tables, Parks Canada members, and Statistical Survey Operations (SSO) members.

UNE members have been here for Canada during the pandemic, so we expect the Government of Canada to be there for them, if they truly value their workforce, and return to the bargaining table.

Respectfully and in Solidarity,

Kevin King
UNE National President

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Message from the UNE National Equity Representative for Racially Visible People

In a turn of recent events, images captured and circulated worldwide have shown a continued pattern of racism and human rights atrocities that has continually plagued Blacks. A series of tragic events, culminating with the killing of George Floyd. And while we know that the Union of National Employees rejects racism in any form, we understand that these events also come at a time when the world is experiencing a heightened sense of isolation, uncertainty, and fear.

The National Representative for the Racially Visible members recognizes the importance of reaching out and sending a message to express ongoing support to visible minorities who may be experiencing outrage, fear and frustration – not only as it relates to recent events, but also at the lack of mechanisms to address the systemic barriers and biases that feed into the racist practices and ideologies which lends itself to the overarching issue of racism and its ongoing impact that we, people of colour, are faced with on a daily basis.

Let’s take this moment to call upon the leadership, specifically union leaders, to speak up and reach out to your Components, your locals, regions and its representatives as well as those in your membership who self-identify as visible minorities.

Time is upon us and the air is heavy with unrest. We need to seize the opportunity to self-reflect and explore, and address the attitudes, beliefs, and systemic barriers that continue to harm Black and minority communities.

It is a time for us to become better informed about all forms of racism by developing and participating in anti-racism and unconscious bias learning activities. It is a time to ask ourselves what we can do as union leaders and activists to be part of the solution. The time is now, we must stand up and become an ally, be compassionate and respectful of those in our membership ranks who may be traumatized by the experience and realities of racism.

Conversations need to include discussions around the creation of safe spaces, racism, and discrimination; as well as unconscious bias as it relates to inclusion practices in the union’s rank and file, while advocating for change throughout all departments.

As part of these efforts, our union leaders need to highlight that as a collective we are all responsible for fostering an inclusive, accessible, respectful, equitable and safe workplace for people of all races.

We no longer have the option of adopting a false sense of security.

We no longer have the recourse of our rose covered spectacles.

We no longer can shield ourselves under the premise that We, this land, our union is immune to the happenings and the events that go beyond our borders.

Let’s stand together, raise our collective voices and work towards being agents of change in addressing anti-Black, anti-Indigenous, and all forms of racism.

Hayley Millington
UNE National Equity Representative for Racially Visible People

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Pride Month

Members of the union family,

As the National Equity Rep for LGBTQ2+, I ask that we take some time to bring focus to and ask for support for the 2SLGBTQ+ community.

June is Pride Month, a time were people from within the community get together to celebrate the rights we have gain and fight for those we have not or bring focus to those who have yet to have the same rights. The community works to build the strength to be their authentic self in public, with family, friends and more so to themselves. Not everyone sees pride the same way. For some it is a Pride Parade, or social activities that bring people together, it is being with close friends, or going to a bar, doing karaoke, spoken word or live entertainment, or it is going online and learning about who they are. The list of activities varies and is very personal.

In this time of COVID, a large portion of the events have been cancelled or postponed. It makes for a very difficult time for people as this could be or have been their only time to be their authentic selves in a safe accepting environment. When you look at the news and you see oppression of marginalized groups everywhere, you see Straight Pride movement and town after town saying they will not support pride. It makes it very hard to draw on the strength needed to be who you really are with the lack of community or the feeling of support and acceptance. For some people being with their union family is the first and only time they are safe enough to be their authentic selves and now they are alone and needing more then ever support of there community.

We all know and are living a very difficult 2020 so far. With COVID, being asked to isolate, practice social distancing and work from home or in smaller isolated working groups, we need to take time and reach out and be active in our social communities. There are members in the 2SLGBTQ+ community that had to give up their social and family circles to live as their authentic selves. Their only support is their work community or union family and might in this difficult time, be very alone and need for someone to reach out and see how they are doing. Let them know that they are still apart of a community, they are missed and not alone.

This is also a time when you can learn about and how to support the community. Learn about the 2SLGBTQ+ acronym, about the letters and the umbrella terms that fall from those. Watch a 2SLGBTQ+ documentary or movie. Check out resources from your 2SLGBTQ+ community resource centre. Support and attend a Two-Spirit Pow-Wow. Be an activist, reach out, learn and support how ever you can.

As we are all family, sometimes we need our family members to just be there and be supportive until we are ready and feel safe before we can be our authentic selves.

Chris Little-Gagne
National Equity Representative  for LGBTQ2+
Union of National Employees

References:

www.unfe.org

https://twosofttwohard.com/

https://www.history.com/topics/gay-rights/the-stonewall-riots

https://www.cbc.ca/arts/the-fruit-machine-why-every-canadian-should-learn-about-this-country-s-gay-purge-1.4678718

www.egale.ca

www.ilga.org

 

 

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PSAC remains committed to ending Homophobia, Transphobia and Biphobia

May 17th is the International Day Against Homophobia, Transphobia and Biphobia. The date of May 17th was specifically chosen to commemorate the World Health Organization’s decision in 1990 to declassify homosexuality as a mental disorder. Today, the Public Service Alliance of Canada (PSAC) recommits itself to fighting against the oppression, discrimination and harassment faced by the LGBTQ2+ community.

This year’s theme is ‘BREAKING THE SILENCE’; to speak up, speak out and take up space, because the voices, stories and lived realities of the LGBTQ2+ communities matter!

Lesbian, gay, bisexual, trans, queer, non-binary and two-spirit people continue to face discrimination, violence and harassment at work, in the community and in their daily lives. This is exacerbated for members of the LGBTQ2+ from further marginalized communities such as black, racialized, immigrant, living with disabilities and Indigenous.  PSAC stands in solidarity with our LGBTQ2+ workers in creating workplaces that are free from homophobia, transphobia and biphobia and work towards policies and initiatives that address:

PSAC remains committed to:

  • Fighting for the inclusion of HIV prevention medication and gender-affirming hormone therapies in extended health plans
  • Advocating for gender inclusive washrooms in workplaces
  • Providing education and raising awareness on being an ally to our LGBTQ2+ siblings (Take a look at our guide on Building Trans-Inclusive Workplaces)
  • Advocating for the recognition and inclusion of the LGBTQ2+ community in the Employment Equity Act
  • Bringing issues affecting LGBTQ2+ workers to the bargaining table

We all have a role to play to ensure LGBTQ2+ people feel safe and can participate fully as they are in society and in their workplaces. PSAC will continue to work towards breaking down barriers and making equity and equality a reality, because LGBTQ2+ rights are human rights!