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Orange Shirt Day

On September 30, we will be observing Orange Shirt Day and the National Day for Truth and Reconciliation. This is a new federal statutory holiday. This is the day everyone wears orange to remember the First Nations children who were sent to residential schools and never returned, and to honour the Survivors, their families, and their communities.

The Truth and Reconciliation Commission of Canada (TRC) was created between Residential Schools Survivors, the Assembly of First Nations, Inuit representatives and the parties responsible for the creation and operation of the schools: the federal government and the church bodies. The TRC was also advised by a ten-member Indian Residential Schools Survivor Committee, made up of residential school Survivors from across Canada.

When the TRC released its final report in 2015, it came with ninety-four calls to action demanding action by governments across Canada on a wide range of reconciliation initiatives.

The TRC hosted national events in different regions across Canada to promote awareness and public education about the residential school system and its impacts. They also supported community events designed by individual communities to meet their unique needs.

Of the ninety-four recommendations made by the Truth and Reconciliation Commission of Canada Calls to Action, only a few have been implemented. The TRC call to action is making progress — but not quickly enough for many Survivors, their families, and Indigenous communities. One of the calls to action has to do with Child welfare. Native children are on average the most apprehended by Child Welfare systems. You could say the cultural genocide is still occurring. 53.8% of children in foster care under fourteen are Indigenous.

The Survivors’ Secretariat was established in 2021 to organize and support efforts to uncover, document and share the truth about what happened at the Mohawk Institute during its 140 years of operation. After the closing of the Mohawk Institute its name was changed to the Woodland Cultural Centre.

The Centre serves to preserve, promote and strengthen Indigenous language, culture, art, and history of the Rotinahshonni people through innovative exhibitions and programs.

The TRC provides a platform for survivors to tell their stories and the TRCs acknowledge their suffering and loss. The TRC has led to major changes in how Canadians understand history, especially regarding Indigenous treatment. However, the term “reconciliation” remains controversial among Indigenous communities due to the lack of accompanying action.

Lenora Maracle
UNE National Equity Representative for Indigenous Members

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Micromanagement and Mental Health: A Workplace Human Rights Concern

In the modern workplace, the line between diligent supervision and micromanagement is often blurred, leading to significant impacts on employee mental health. Even more concerning is the emerging discussion on whether these practices might constitute a breach of human rights within the work environment.

The excessive control over the employees’ duties can have profound psychological effects. Employees under constant surveillance and criticism may experience heightened levels of stress and anxiety, feeling as though they are perpetually walking on eggshells. This relentless pressure not only dampens morale but can also lead to more serious mental health issues such as depression, burnout, and decreased self-esteem. The psychological safety of the workplace is compromised when employees no longer feel they are trusted to perform tasks without overbearing management oversight.

Research highlights the importance of autonomy in the workplace for employee mental well-being. Autonomy is linked to higher job satisfaction, increased motivation, and better overall mental health. On the other hand, the lack of autonomy, a characteristic of micromanaged work environments, strips employees of the opportunity to engage meaningfully with their work, potentially leading to hostility and a sense of irrelevance.

The discussion of micromanagement as a human rights issue revolves around the principle of dignity in the workplace. Human rights principles, while broad, enshrine the right to fair and respectful treatment within all aspects of life, including employment. Persistent micromanagement violates this principle by undermining an individual’s dignity, suggesting that they are not competent to manage their responsibilities. This may be seen as a form of psychological harassment or bullying.

The International Labour Organization (ILO) is devoted to promoting social justice and internationally recognized human and labour rights. They have set forth guidelines suggesting that a work environment should not only be free from physical hazards but also psychological ones. Therefore, practices that harm an employee’s mental well-being could be in violation of broader human rights norms.

Recognizing the negative impacts of micromanagement and its potential human rights implications calls for a significant shift in management practices. Employers must foster environments where autonomy is encouraged, and employees feel valued and trusted. Training for managers should emphasize the importance of leadership styles that support autonomy and recognize the detrimental effects of micromanagement.

Moreover, discussion around workplace practices and mental health must include considerations of dignity and human rights, ensuring that employment laws evolve to protect these aspects rigorously.

The conversation about micromanagement, its effects on mental health, and the potential for it to be recognized as a human rights issue is evolving. As awareness grows, it is imperative for employers to re-evaluate workplace practices, ensuring they uphold the principles of dignity, respect, and autonomy in the workplace. Only through bold action can we hope to create workplace environments that not only mitigate the risks associated with micromanagement but also promote a culture of health, well-being, and human dignity.

If you believe that you are a victim of Micromanagement, speak to your Union Representative.

Sam Padayachee

Human Rights Advocate

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UNE Welcomes Saïka Dorsainvil to the team

“O’Siyo ᎣᏏᏲ “o-si-yo,” (Cherokee: I see you) Hello and Bonjour Union Sibling,

I’m thrilled to share the news that Saïka Dorsainvil has accepted to join the UNE team as the Executive Assistant to the National Executive Vice President.

The Executive Assistant to the National Executive Vice President continues the critical changes needed post-trusteeship within the structure of the organization to institutionalize the function of the National Executive Vice President and to ensure political separation between the office of the National President. The National Executive Vice President plays a vital role at the national level for members, our financial wellbeing, and a key political function. I’m confident that Saïka will approach this new role with professionalism and vigour to support National Executive Vice President work on behalf of memberships.

Though it is customary for the National President to create the announcement and welcome emails for new members of the UNE team, I’ve asked Hayley Millington, National Executive Vice President (NEVP) of the Union of National Employees to also share a few words:

“I am pleased to welcome Saïka Dorsainvil to our team and the organization as a whole.  I am confident that her skills and experience will be a tremendous asset to us.

As my Executive Assistant, she will play a crucial role in supporting the office of the NEVP as well as helping the leadership team achieve the vision of this mandate. In working with Saïka I have come to value her professionalism, enthusiasm, and initiative; and I am excited at the prospect of her contributions to the leadership team and how that will positively impact the way we work, engage with not only each other but those we support and collaborate with.

Once again, welcome aboard! looking forward to continuing to work with you.”

Saïka Dorsainvil possesses a strong background in Public Relations after obtaining her post-secondary education and working in corporations that facilitates research to improve our world.

In her recent role as an Executive Assistant (EA) to the Corporate Secretary at The International Development Research Centre, she gained extensive experience in government affairs being the Director’s EA. Saïka was introduced to bylaws and policies and facilitated day-to-day corporate governance activities of the Crown Corporation, including grants administration that supports the Finance and Audit Committee. Throughout her career as a Communications Coordinator at the Somali Centre, Academic Coordinator at uOttawa’s faculty of medicine and Executive Assistant to Managing Partner at Logan Katz, she’s been responsible for writing communications plans, coordinating meeting arrangements, preparing comprehensive reports, and maintaining accurate project documentation. She’s adept at creating and disseminating board information and packages, ensuring that all relevant individuals receive the necessary materials on time. She’s skilled in agenda development, expense reconciliation, and minute taking, which has allowed her to effectively support board meetings, committees, and sub-committees.

Saïka’s ethics aligns with the Union of National Employees’, and she believes in her ability to excel in this role.

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Gender Equality Week: Gender Equality – A Work in Progress

Women and girls represent half of the world’s population and yet, in the labour market, still earn 23% less than men globally.  Women and girls earn less, and society expects them to spend up to three times as many hours doing unpaid domestic and care work than men.  

That is only one of many barriers faced by women.  They face sexual violence and exploitation, discrimination in public office and domestic abuse.  Worldwide, nearly half of married women lack the decision-making power over their sexual and reproductive health rights. Gender equality is a fundamental human right. Advancing gender equality is critical in the foundation of a peaceful, prosperous, and sustainable world. Unfortunately, we are not on track to achieve equality between genders by 2030. 

To keep progress on a forward path, girls need to stay in school and learn how to fight for their rights: their right for equal pay, right over sexual and reproductive health services, right to chose when and who to marry, right to choose the career they wish to pursue.  In doing so, they will gain the confidence needed and will want to get involved in shaping economic and political decision that affect not only their lives but their communities.

As a woman, we need to address unconscious biases and implicit associations that form unintended and often invisible barriers to equal opportunities. As for men and boys, they need to be our allies in the journey to achieve gender equality. We need to see more organizations like HeforShe that not only support the movement but also educate and provide opportunities and spaces for important conversations.

Structural and discriminatory social norms such as sexual harassment, rape culture, survivors’ rights, equal pay, beauty standards and reproductive freedoms have forced a fourth wave of activists to speak on these subjects.  Campaigns such as UniTE to End Violence Against Women, Women’s March, HeforShe, MeToo and 16 Days of Activism Against Gender-Based Violence have had a huge impact on the advancement of Gender Equality thanks to these courageous and steadfast activists.

If you wish to know more about the journey to gender equality, there are many films from the National Film Board of Canada to explore. 

Mireille Jaillet
UNE National Equity Representative for Women

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Invitation to participate in the Survey: Workplace Racial Discrimination and Health

You are invited to participate in an online survey lasting 15-20 minutes, which focuses on workplace racial discrimination and health. If you meet the following criteria, this survey is for you:

To participate, you must be :

• Aged between 25 and 65 years

• Speak French or English

• Currently employed or unemployed for one year or less

• Canadian or living in Canada.

Please note that self-employed are not eligible.

This study has received approval from the University of Ottawa Research Ethics Board.

Click here to access the survey:

https://uottawapsy.az1.qualtrics.com/jfe/form/SV_9EvbribSMbLG0tw

If you have any questions or if you have difficulty completing the questionnaire, please contact Rose D. Dalexis at rdale075@uottawa.ca

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UNE Election for National Vice-President for Occupational Health and Safety: Results

Yann Boudreau, former UNE Regional Vice-President for the Quebec Region, has been elected as the new National Vice-President for Occupational Health and Safety (OHS).

Yann Boudreau’s main objectives for this mandate will be as follows:

  1. Work with the National Executive to advance UNE issues.
  2. Work with the UNE OHS Committee to organize an interesting and informative Health & Safety Conference for our members.
  3. Assist members in answering OHS questions.
  4. Create a community of exchange and communication between the OHS representatives of each of the Local sections.

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Happy Labour Day!

PSAC and UNE members showed up in droves to the rally in downtown Ottawa. Thank you to to all members for your hard work and the important services you provide to all Canadians.

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PSAC scores legal victory in fight to reverse federal telework mandate

The Federal Court will hold a full hearing to review PSAC’s application to quash the federal government’s decision to force federal public service workers back into ill-equipped offices three days a week beginning September 9.  

This is an important victory for workers and unions who have been pushing back against the government’s unilateral decision announced in May that has had sweeping impacts on federal workers and led to mass protests, legal challenges and a wave of individual grievances. 

“The Federal Court’s decision to hear our case is an important win for federal workers fighting for a fair and transparent approach to telework,” said PSAC National President Sharon DeSousa. “Remote work is the future of work, and we won’t let the government off the hook for breaking their commitments and ignoring the voices of federal public service workers.” 

The government attempted to have the case thrown out or delayed by the Court until existing legal challenges – including several policy grievances and unfair labour practice complaints disputing the mandate – are heard by a federal board. 

But the Federal Court judge ruled that Treasury Board failed to deliver the “knock-out punch” to the grounds for PSAC’s application to warrant dismissal. 

The hearing will be a major step for unions and workers looking for transparency around its decision to bring workers back into the office three days a week, as the government will now need to make their case and present their reasoning for making the decision to bring workers back to the office. 

Although this does not mean that the Federal Court endorses PSAC’s position, it will allow us to fully argue our case in court. This is part of PSAC’s broader effort to demonstrate that telework is the way of the future and hold the government accountable for its misguided mandate. 

What members can do 

This is just one of several ways PSAC is continuing the fight for fair telework. Members can take action by: 

This fall, PSAC will be launching a national joint telework campaign alongside other unions. But to win this fight, we will need the support of members from coast to coast to coast organizing and making noise in their workplaces. Together, we will show the government, decision-makers and the public that #RemoteWorks. 

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Dismantle the Lies – Royal Assent Slavery in Canada

By Alisha Kang

Before I speak or write, you may see me hold the tobacco pouches gifted to me by elders I wear around my neck. I pray, “Great Spirit and Ancestors, help me always seek and speak or write the truth, or may another truth bringer correct my ignorance so we may all live in an honest community.”

As a Black Indigenous woman, whose Ancestors were enslaved by Europeans’ Royal Assent, this means…

That the monarchy’s hands are drenched in the blood of my Ancestors. It means that the Royal Family had to approve of my Ancestors’ freedom. It means that the French and British benefitted from our subjugation.

The centuries of slavery are the reason my African Ancestors are made up of people from Nigerian, Ghanaian, Liberian, Siera Leonean, Senegambian, Guinean, Congolese, and Angolan descent — stolen people taken to stolen lands. As breeding stock, they forced the strongest to make more.

Then Royal Assent went somewhat as follows; all children under six were freed in 1834 but others were retained for four to six years as apprentices. People in the British Caribbean finally gained their freedom at midnight on July 31, 1838 – a full two years before some in Canada. Canada loves to downplay its hand in slavery.

This means that in Canada those enslaved could have remained so as late as 1840. The spin of history paints those in lights that harm as the heroes even when not exactly factual. I will not uphold their fantastical stories. We cannot deal in truth if we continue to repeat lies.

Twenty million English pounds (£20,000,000) were made available by the British government to pay for damages suffered by owners of registered slaves, but none was sent to slaveholders in British North America.

Not a single cent was ever paid to any generation of the Ancestors for damages or payment for their labour (work) of those enslaved.

So, though I observe Emancipation Day, it is with an understanding that it is a day to mark when European Canadians decided they should no longer own people of Indigenous and African origin.

A day to remind me never to exploit others.

Never convince myself that the ends justify the means.

I will absolutely never use the very ideals that oppressed my Ancestors.

I reaffirm my dedication to dismantle the system of oppressors and their lies.