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PSAC to government: Keep public services stable, head back to the bargaining table

Statement from PSAC National President Chris Aylward: 

Over the last two months of the COVID-19 pandemic, PSAC members have been on the frontlines battling the virus and delivering emergency financial support to millions of Canadians. They continue to provide these critical services, they do so without a new contract, and many have not seen wage increases for up to four years.

It’s time for the federal government to fix this by heading back to the bargaining table and reaching a settlement for over 140,000 public service workers.

PSAC members  are putting Canadians first during this unprecedented crisis. They work around the clock to deliver benefits, and they face the virus head-on every day at our borders, in our federal penitentiaries, in meat packing plants as they inspect our food, and the list goes on. Thousands have also stepped forward to do completely new jobs wherever there has been a need to support the government’s relief efforts. They want to keep working but they also want a fair contract.

Elsewhere in Canada, the need to provide stability and fair compensation to public service workers during this pandemic has been recognized. The government of Ontario bargained and settled with its teachers’ unions in the first weeks of the crisis, and the Quebec government is at the bargaining table with unions representing over 500,000 public sector workers. Even large federal employers like Canada Post reached a tentative agreement with PSAC members just days ago.

And in response to the pandemic the government implemented massive changes at lightning speed across the public service (with the help of PSAC members), yet they have refused to move forward on the comparably modest task of settling a round of bargaining.

There is no reason for the federal government to delay. Canadians need a stable public service that is well supported during this difficult time, and our members certainly deserve to have their basic right to a fair contract respected.

We should also keep in mind that these are the same workers who continue to experience four years of Phoenix pay nightmares and have yet to be compensated for their hardships.

We are urging the federal government to get their negotiators back to the table with a mandate to reach a fair settlement to the benefit of PSAC members and all Canadians.

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April 17 – Equality Day in Canada

Every human being is entitled to the same fundamental human rights: the right to live free from torture, the right to live free from slavery, the right to own property, the right to equality and dignity, and to live free from all forms of discrimination etc. just to name few among others.

If all human beings are born free and equal in dignity and rights, why are we still fighting against discrimination, racism, inequal pay and gender inequality? Why are we still fighting against social and economic inequalities deep rooted in some communities in this country?

Well! Should we say Equality or Inequality Day instead? Well, let’s see, shall we?

Tomorrow will be Equality Day in Canada. We celebrate Equality Day every April 17 to mark the coming into force of the equality provisions in the Canadian Charter of Rights and Freedoms. The Charter was signed on April 17, 1982. However, Section 15 of the Charter on Equality Rights and Freedoms for all without discrimination, was implemented on April 17, 1985, three years later. The Canadian Charter of Rights and Freedom is here to protect all Canadian’s fundamental rights. Well, easy said than done!

The reality is, many decades later after this great breakthrough, we are still talking in this country about gender inequality: Canadian women still face major income inequality – gender pay gap between women and men. For example, in 2017, on average, women earned between 64 cents and 79 cents for every $1 that men earned. The pay gap is even wider for racialized women, immigrant and migrant workers, indigenous women, women with disabilities and LGBTQ2+ people.

Research also shows that there is a growing gap between the rich and the poor in Canada. Nonetheless, 35 years later, we are still fighting to address gender-based violence towards girls and women, fighting for equal opportunity in our workplaces and fighting against all forms of discrimination and racist behaviors! In addition, and surprisingly some communities are still fighting to have their basic needs met such as clean water, medical accessibility etc.

Yes, the implementation of the section 15 of the Canadian Charter of Rights and Freedoms on the rights for equality was a touchstone in Canadian history. It is one of our country’s greatest accomplishments and widely admired around the globe! As Canadian, this is one of the things I proudly brag about. However, have we reached the rights to equality and dignity goals? No! It is work in progress! Let’s admit it, there is still much work that needs to be done at home before reaching full equality rights in all areas in our society, workplaces and community at large.

Brothers, Sisters and fellow activists, today, April 17, is Equality Day in Canada. Let’s celebrate! However, every day should be Equality Day because every day we need to fight against the systemic inequality we experience or witness. In doing so, we reaffirm our commitment to the Charter of Rights and Freedoms.

We don’t need a special day to promote or to defend our rights for equality. Let’s reflect today on the right to equality, its role in our society, and what we can do to promote and protect those rights. In conclusion, calling April 17, Equality or Inequality day in Canada, is up to you and me. Happy reading!

Céline Ahodekon
UNE Steward of Local 20278 & PSAC-BC Secretary for the Lower Mainland Human Rights Committee

Sources:

 

 

 

 

 

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UNE Convention Deadlines Extended

Greetings,

The UNE’s National Executive met last night by teleconference and has made some decisions with respect to the UNE Triennial Convention 2020.

The following motion was moved, and seconded with the unanimous consent of the National Executive, on March 24th, 2020:

    • UNE will suspend any timelines contained in Local and UNE Bylaws regarding on time conformance, on time election of delegates, and on time resolution deadlines to the UNE Triennial Convention until May 22, 2020, and should this resolution require an extension, such extension will be made by majority vote of the National Executive of UNE.

These actions are interpreted as an extension of the existing timelines for on time locals, on time delegates and on time resolutions until Friday May 22nd, 2020.

Should a further extension be required, as stated above, it will require a 2/3 majority vote by the National Executive of UNE.

In solidarity,

Kevin King
National President
Unionof National Employees

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Support Rideau-Carleton Casino Workers During Shutdown

PSAC, UNE, and supporters, urge the employer to take immediate action to support workers at the Rideau Carleton Casino in these exceptional circumstances related to COVID-19. We are asking the employer to lead by example, as in Quebec, where all casino workers will receive their full wages despite closures.

Click here to sign the letter!

Other private employers across Canada have also decided to pay their staff while in shutdown such as the Maple Leafs Sports and Entertainment, Canadian Tire, Ikea Canada, Home Depot, Under Armour, Sports Check, Atmosphere, Best Buy and more. As of March 19, Casinos Regina and Moose Jaw will cover employee salaries for the next two weeks with the provision that the employer will re-evaluate the situation for workers after this time.

PSAC proposed that the Employer of workers at the Rideau Carleton Casino, a division of Hard Rock International (in Florida), immediately grant Special Paid Leave to workers for a period of time. If in response to the pandemic there is an ongoing requirement to remain closed, then the Union has proposed that the Employer shift to providing a special top up to E.I. benefits. This was also denied. As news of supportive measures by other Employers in this sector and beyond became known, the PSAC asked yet another time to support employees with no response.

Click here to sign the letter!

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UNE urges employees to maintain copies of records and test results

With the Phoenix fiasco now in its fourth year, all federal public servant employees should be used to checking and double checking their pay stubs, bank deposits, leave credits and other work-related documents to ensure that they are current and accurate.

However, there are some records that sometimes go missing and can affect your pay. The UNE encourages all members, regardless of the workplace, to maintain the accuracy of their own employment and historical records.

Language test results are just one example of an important personal work-related document that may go missing. In a recent case, a member who works for a federal government department had their language test results misplaced, which resulted in the cessation of their bilingual bonus. After some investigation, it was determined that their language test results were no longer in their pay file. Fortunately, the member retained their copy of a portion of their test results and the other portion was located by a labour relations officer assigned to the department. The bilingual bonus was then reinstated.

Please be diligent and verify your leave balances regularly and particularly before the leave credits are replenished on April 1st, the beginning of the next fiscal year. The UNE recommends that members take screen captures of this information that is accessible electronically and save it with your records.

These are just a couple of examples of information your employer keeps and maintains on your behalf. Electronic errors and other factors can lead to disputes and loss of pay and leave credits, so having your own copy is the best backup plan. Find out how you can access other personnel documents and be sure to update your own personnel records regularly.

 

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Important information for Hard Rock Ottawa Employees

UNE has received notice that Rideau Carleton Casino will temporarily shut down all operations until further notice. During this closure, staff will be placed on temporary layoff and issued a Record of Employment (ROE). This can be used to apply for Employment Insurance. The Canadian Government has reduced the usual two-week waiting period to one.

To minimize financial impact of this transition, employees are encouraged to complete the following steps.

  1. Read this communication from the employer
  2. Download Hard Rock Ottawa’s employee App
  3. Consult the Guide for Hard Rock Systems (link)

Employees who wish to use their earned vacation and lieu time should email hrnotify@hrcottawa.com.

To apply for Employment Insurance, you need a Service Canada Account.

You can find information here: https://www.canada.ca/en/services/benefits/ei/ei-regular-benefit.html

You can also find a “How-to” here. https://settlement.org/ontario/employment/financial-assistance/employment-insurance/how-do-i-apply-for-employment-insurance-ei/

UNE and PSAC remain in contact with the employer to achieve the best compensation for employees during this difficult time.

If you have questions or concerns, please contact a member of your Local Executive:

http://une-sen.org/who_we_are/locals/local.php?localnumber=71201

 

 

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Postponement of AGMs

Greetings,

The Union of National Employees is requesting all UNE Locals to postpone Annual General Meetings from March 17th onward.

We further ask to possibly postpone meeting requests such as AGMs, for at least the remainder of the month of March 2020.

UNE recognizes this inconvenience, but we are in consideration of health protocols in federal, provincial and territorial jurisdictions during the COVID-19 global health crisis and responses.

UNE will be updating this information by email and on its website frequently as circumstances warrant.

Respectfully submitted and in Solidarity,

 

Kevin A. King
National President
Union of National Employees

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COVID-19: Your rights at work

Updated on March 15, 2020

Please note this page will be updated regularly as we remain in close contact with both employers and members during this health crisis.

Who is at the highest risk of contracting the virus at work?

Front line workers in direct contact with the public are at the highest risk. This may include airport personnel, border services and immigration employees, teaching assistants, passport offices employees, healthcare staff etc. Anyone who comes in close proximity with a possibly infected individual could be at risk for contracting the coronavirus.

What are the employer’s responsibilities and my rights in the workplace?

There is a general duty on all employers to take all reasonable precautions to prevent harm to employees in the workplace. Employers should have a detailed plan in place to deal with this pandemic and specific protocols, including providing personal protective equipment for workers and the necessary training to use and dispose of that equipment. The approach must be proactive and focus on the protection of the worker.

PSAC is urging all employers to focus on the steps that will be required should the situation escalate within Canada. Employers also have a responsibility to provide appropriate education and training to all of their employees.

Under health and safety legislation, employees have the right to refuse dangerous work.

Workplace health and safety committees have a legal right to participate in the development of any workplace prevention and preparation strategies dealing with the virus.

For more information, consult the Canadian Centre for Occupational Health & Safety.

If you have any questions or concerns about your health and safety at work, speak to a member of your PSAC local or a health and safety representative in your workplace. You can also reach out to your PSAC regional office.

What kind of leave can I take if I am quarantined or forced to self-isolate?

The employer has agreed to our demand to use “other leave with pay” rather than force our members to use sick leave. Treasury Board has said:

Employees that are required by public health officials to self-isolate, if in good health and able to work, will be asked to discuss with their managers the option to telework. If that is not possible, the employees will be granted “other leave with pay (699 code)” as per their collective agreements.

In the event that your collective agreement does not provide alternatives to sick leave as mentioned above and your employer is refusing to grant you paid leave, you are entitled to take sick leave if you are quarantined. Refer to your collective agreement for details.

If you do not have any (or not enough) paid sick leave, you can take unpaid job-protected leave. The Canada Labour Code provides up to 17 weeks of job-protected medical leave. Many provinces have such leave under their employment standards legislation. You can claim Employment Insurance (EI) benefits for periods off work due to illness if your employer doesn’t pay for your sick leave. The Liberal government has recently announced a change to the rules for Employment Insurance (EI) so that workers affected do not have to serve the waiting period to claim EI sick benefits, as well as other measures to help employers and employees. For more information, visit Government of Canada takes action on COVID-19.

If you contract coronavirus at work, you may be able to file a claim for workers compensation benefits. These types of claims were made by healthcare workers during the SARS outbreak. For more information contact your provincial or territorial workers compensation board or speak to a union representative in your local, PSAC regional office, or component.

The union is urging all employers to be flexible in allowing employees to take paid and unpaid leaves or to allow employees to work from home if possible.

Can I telework to avoid exposure to the virus, or if I am ill or quarantined?

PSAC has urged all employers to allow telework wherever possible and Treasury Board has now committed to being “as flexible as possible” in granting leave and other provisions for our members . However, if you are ill, you should not have to work, but instead have the right to take sick leave.

In workplaces where telework is not possible, the employer must either allow you to take leave for quarantine or illness and take all necessary measures to ensure that your workplace is healthy and safe in accordance with health and safety legislation.

As well, COVID-19 may be considered a “disability” under human rights legislation, which would then require employers to accommodate you to the point of “undue hardship”. For more information, contact the Canadian Human Rights Commission or your provincial/territorial human rights commission (if you do not work in the federal public service or under federal jurisdiction).

What can I do if my children’s school or daycare is closed?

Treasury Board has said that if employees cannot work because their children cannot attend school or daycare due to a closure or because of attendance restrictions in place in relation to the coronavirus situation, employees will be granted “other leave with pay” (699 code).

The above provisions for disruption of school and daycare operations related to the coronavirus will remain available to employees and managers for the duration of the disruption in the respective jurisdictions but will be reassessed by the Employer on April 10, 2020.

What rights do I have if a family member is affected by the virus?

Many collective agreements contain provisions for family-related leave. Refer to your collective agreement to determine your entitlements. As well, the Canada Labour Code and employment standards legislation in many provinces and territories contain provisions for job-protected family responsibility leave. If the illness becomes serious, you may also claim benefits for Compassionate Care Leave under your collective agreement and Employment Insurance.

If you are required to take care of a family member with the virus who is a dependent and you have made reasonable efforts to self-accommodate, the employer may be required to accommodate you up to the point of undue hardship (i.e. flexible work schedule, reduced hour, a different work schedule…etc.). The usual obligations on the employer on the duty to accommodate apply.

Mental health

For government employees: contact the 24-7 Employee Assistance Program (EAP) or your departmental coordinator, access care through the Public Service Healthcare Plan (PSHP), or use the nationwide Specialized Organizational Services (SOS).

What do I do if I face discrimination at work?

If you face discrimination as a result of:

Having to be in quarantine due to real or perceived illness/disability
Being out of the workplace due to illness or taking care of sick family
Being stereotyped or harassed because of your race or ethnic origin
Any other negative treatment due to a ground of discrimination under human rights legislation you should speak to your local or component representative about the possibility of filing a grievance and/or human rights complaint.

Members of Asian communities in Canada and around the world have been facing racism and discrimination as a result of misinformation and stereotypes about the communities perceived to be associated with the virus. We want to remind everyone that fear or confusion about this virus should never lead to stereotyping or negative comments or actions towards people because of their race, ethnicity, or place of origin (see the PSAC Anti-Harassment Policy and the Statement on Harassment).

Source: PSAC

 

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COVID-19: Government’s telework plan falls short

UNE National President Kevin King:

“The teleworking arrangements seem far short of our nominal expectations during this COVID 19 health crises. Treasury Board and Separate Employers need to do better.”

The government has announced that federal public service workers will be allowed to work from home where possible during the COVID-19 virus outbreak. However, departments and managers have been given individual discretion on how and when to grant permission to telework. This creates a patchwork approach that leaves our members and the public at risk.

We’ve been very clear: anyone who doesn’t need to be at their workplace should be given the ability to work from home.

We’re calling on the government to issue a comprehensive telework policy for all federal public service workers – unless their jobs are deemed essential – to help prevent the spread of the virus.

To further protect the safety of all workers, especially frontline government workers and the people they serve, we’re calling on the government to:

  • Provide protective equipment like masks and gloves to all workers who need them, especially frontline staff like Border Services officers, Service Canada employees and post-secondary workers;
  • Offer additional paid days of leave for all sick or self-isolated federally regulated workers rather than depending on sick leave.
  • Develop and share an infection control program with staff and unions;
  • Continue to keep unions informed of all COVID-19 developments as they evolve.

PSAC members have the legal right to a safe and healthy workplace, and we’ll work closely with employers to find solutions wherever possible.

Find out more about the COVID-19 pandemic, or your rights at work as a PSAC member.

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COVID-19: PSAC strike votes and union events suspended

Strike votes

As the number of reported cases of the coronavirus rise in Canada, it is important that PSAC take precautions and act proactively to safeguard the health and safety of our members, as well as the Canadian public.

In keeping with recommendations from both local and national health authorities, the union has made the difficult decision to suspend activities that would require a large gathering of members.

Strike votes in particular will be suspended until March 30, and at that time the union will re-evaluate whether to continue the suspension or resume the strike votes. This includes the over 120,000 PSAC members of the Canada Revenue Agency, Treasury Board, and Parks Canada bargaining units. We must put the wellbeing of our members and all Canadians first at this critical time.

Despite the suspension of votes, PSAC will continue to bargain for all units currently in negotiations.

For updates on the 2019-n-CoV/COVID-19 situation in Canada, please visit: Government of Canada (Public Health Agency of Canada) – 2019 Novel Coronavirus infection: Outbreak update

PSAC events

Some large gatherings will also be postponed for the time being. This includes the upcoming 2020 PSAC National Women’s Conference that was set to take place in Ottawa from April 3 to 5.

Should additional events be postponed, the union will be in touch directly with any participants that have registered for events and will update members on scheduling changes.

To ensure the safety of our members, we also ask that smaller gatherings like local meetings, committee meetings, and regional activities be conducted remotely via teleconference or video conference wherever possible, or postponed.

We will be updating our national and regional websites, social media, as well as sending information by email as the situation develops. We encourage all our members to check these resources regularly and subscribe to our mailing list.