PSAC is getting ready for the next round of bargaining for over 4,000 members working at Parks Canada. As the first step in this process, we need to hear from you.
What would you like to see in your next collective agreement? This is your opportunity to share your ideas with us. Your participation is crucial to our strength as a union.
The proposals will be reviewed and brought to the next bargaining conference to be held May 7-9, 2025, where delegates from locals across the country will prioritize them for negotiations. Talks for the next contract are expected to begin soon afterwards.
The current collective agreement expires August 4, 2025.
Please keep your contact information up to date to receive more updates as we prepare to negotiate your next contract.
PSAC Parks members work in architecture, commerce, engineering, finance, forestry, general labour and trades, historical research and program administration. From seasonal workers to office staff, from park wardens to canal workers, members working for Parks Canada help preserve our rich natural heritage.
Members are united and mobilized heading into this round of bargaining on the heels of PSAC’s historic national strike in 2023. Over the past week, more than 200 Treasury Board members gathered at the national bargaining conference in Montreal to discuss members’ priorities and elect bargaining teams for the next round of negotiations.
This marks the first step toward securing new collective agreements that recognize the critical services federal public service workers deliver for Canada.
The current collective agreements expire on the following dates:
PA: June 20, 2025
TC: June 21, 2025
EB: June 30, 2025
SV: August 4, 2025
Federal public service workers deliver essential public services that keep our country running — delivering vital programs like Employment Insurance and child care benefits, protecting our coasts and waterways, supporting our veterans, and keeping our communities safe.
“O’Siyo ᎣᏏᏲ “o-si-yo,” (Cherokee: I see you) Hello and Bonjour Union Sibling,
The Union of National Employees (UNE) elected leadership would like to thank all UNE local and regional representatives who have taken the time to represent UNE members during the grievance procedure.
Please remain diligent of your duty of fair representation while representing members during the grievance procedure and understand that you must never act in a manner that arbitrary, discriminatory or in bad faith.
Representatives of UNE’s belief in the member should never be a factor in the quality of representation we provide to members as even guilty members are entitled to the best representation, we are capable of offering them.
To prevent any misunderstanding or confusion moving forward when it comes to termination grievances, all termination grievances shall be automatically referred to the appropriate level (i.e., final level) of the grievance procedure in the timely manner prescribed in the respective collective agreement.
UNE National Labour Relations Officer will do the assessment of the merits at the final level to determine a referral to adjudication or a non-referral of the termination grievance.
Thank you for your continued cooperation and collaboration regarding termination and all grievances.
Merci, thank you, ᏙᎾᏓᎪᎲᎢ « di-da-yo-li-hv-dv-ga-le-ni-s-gv », ce qui veut dire « à la prochaine ».
Attending the Canadian Black Summit was a truly empowering experience that offered me a new perspective on what it means to occupy space authentically. As a racialized woman, I’ve often felt the pressure to adjust my behavior, language, and even demeanor when navigating predominantly white environments. In many settings, there’s an unspoken expectation that I will code-switch — that I will mold myself to fit a norm that wasn’t built with me in mind. But at the summit, something remarkable happened: I didn’t feel the need to do so. For the first time, I was in a space where I could simply be myself, without feeling the weight of modifying my identity to meet someone else’s expectations.
As a racialized woman, the act of code-switching can be an exhausting survival strategy. Whether it’s adjusting my speech to sound “more professional” or toning down aspects of my culture and personality that might be seen as “too much” or “too different,” it takes a mental and emotional toll. Yet, at the Canadian Black Summit, there was a shared understanding that allowed me to relax. I was surrounded by people who shared similar experiences and histories, and in that shared space, I didn’t have to shrink or adjust in any way. I was free to express myself authentically, without fear of being judged or misunderstood.
Another observation stood out to me during the summit — the absence of the usual “scent-free zone” policy that is often enforced in many union and work spaces. While these policies are typically put in place to accommodate individuals with sensitivities to fragrances, they can also unintentionally create an atmosphere where cultural practices are subtly policed. For many racialized communities, including mine, certain scents — from oils to perfumes to traditional remedies — are a part of our identity and cultural expression. In other spaces, these elements are often seen as a disruption, as if our choices are something that must be contained or altered to fit within a Euro-dominated standard.
At the summit, there was no scent-free zone, and no one complained about it; even though there were over 2000 attendees. The absence of such a policy was a quiet yet powerful statement about what it means to create a truly inclusive environment. It was a space where the focus wasn’t on regulating the behaviors of others to make them fit into a specific mold, but on creating an environment that allowed us to express ourselves in the fullness of our identities. For once, I didn’t feel the need to apologize for the way my cultural practices or identity might be perceived by others. It was a space that allowed me to breathe and exist as I am.
But again, what shocked me, was the lack of complaints about the absence of the scent-free zone. I myself have a severe scent sensitivity and this has only doubled since I have became pregnant. But the moderation of scents did not harm me in the least. In many unions and work spaces, this kind of policy is often framed as a necessary accommodation for “sensitive” individuals, but it can feel like an underlying attempt to control the presence of racialized and marginalized people. It is as if our very existence — the foods we cook, the scents we wear, the way we speak — is something that needs to be adjusted or erased to avoid discomfort. At the summit, I didn’t experience this pressure. Instead, I witnessed a collective understanding that it was okay to occupy space as we were, without constantly making ourselves palatable for others.
This experience reaffirmed the power of creating spaces where marginalized people, especially racialized individuals, can exist without the need for constant modification. The summit was a place where cultural diversity was not just tolerated, but celebrated. It made me realize that true inclusivity isn’t about making everyone conform to a set of rules or norms; it’s about allowing people to bring their full selves into the space — to be seen, heard, and respected without needing to filter or alter who they are.
As we move forward in the conversation about inclusivity, it’s important to examine policies and norms that may disproportionately affect marginalized groups. The lack of a scent-free zone wasn’t just about fragrance or feeling the need to code-switch; it was about a broader principle of respect and understanding. It was a reminder that we don’t have to hide or change ourselves to fit into someone else’s idea of comfort or respectability. It is in these kinds of spaces — where the focus is on mutual respect, cultural expression, and authentic presence — that real change can begin. The summit showed me that when we allow people to exist fully in who they are, we not only uplift individuals, but we also create communities that are more whole, inclusive, and transformative.
The Canadian Black Summit was not only a powerful and affirming experience but also a great start to Black History Month. It served as a reminder of the importance of creating spaces where racialized individuals can be their authentic selves without fear of judgment or the need to conform. I truly hope that those who attended from the Union of National Employees were inspired by the experience — to reflect on how they can create more inclusive environments in their own spaces and organizations. This summit wasn’t just about celebrating our identity; it was about empowering each other to be bold, to be unapologetically ourselves, and to continue pushing for a world where we all belong.
Noha Haydari is the UNE Regional Human Rights Representative for Outside Canada.
“I want to thank Noha for sharing her experience with us and for highlighting such important topics. Her words offer us all a valuable opportunity to reflect on how we coexist in shared spaces. As we know, our spaces are designated scent-free to accommodate those who may be affected for health reasons. At the same time, I encourage everyone to continue deepening our understanding of how dominant cultural norms shape our interactions and environments.”
– Alisha Kang, National President, Union of National Employees
As we take time this month to honour and recognize Black legacies and leadership, CAPE and the Coalition of Black Trade Unionists also wanted to carve out time to have an important discussion on how Black members can build and take power in our current unions, as well as how to defend ourselves with the union as our vehicle.
Black, Indigenous, and racialized members are encouraged to attend and be prepared to ask questions on this theme.
We hope that you can join for this important discussion on concrete actions we can take. We’ll be joined by Chris Wilson from the Coalition of Black Trade Unionists and Alisha Kang, the president of the PSAC component Union of National Employees.
Some key questions we’d like panelists and participants to discuss:
How do you succeed in developing Black union leadership? What do we mean by leadership (rank and file, elected officials, staff, etc.)?
How do you succeed in organizing other Black members? What are some strategies to connect?
How do you stay connected and involved with other Black leaders and activists in the labour movement?
How can Black trade unionism influence electoral outcomes?
Wednesday, February 26 5 to 7 pm ET Hybrid – at the CAPE national office and online
First come first served for in-person attendance. For people attending in person, a light dinner will be served. If you selected to attend in person but our capacity has been reached, you will receive a Zoom link to attend online instead.
Alisha Kang is president of the Union of National Employees with over 27,000 members coast to coast and 80 collective agreements as well as holding a lead role in the Federal Black Employee Caucus. A published author, Alisha is a single parent and is most proud of her 22-year-old son Kael, a budding activist studying Law, and her 26-year-old daughter Kyrro, a scientist on the autism spectrum.
Christopher Wilson (he/him) is a workers’ rights advocate, community activist and lawyer with over 25 years experience in the labour movement. Christopher is a member of the Coalition of Black Trade Unionists where he led the Green is Not White Research project that has engaged over 3,000 labour and community activists in participatory workshops to confront Environmental Racism.
📢 Join Us for a Virtual Townhall on Workforce Adjustment!
🗓 Date: Sunday, February 16, 2025 ⏰ Time: 6-7p.m. EST 💻 Hosted by: Alisha Kang, National President, Union of National Employees, PSAC
Topic:Workforce Adjustment – Navigating the Future Together
In this important virtual session, UNE National President Alisha Kang will address the current and upcoming landscapes of the government’s plans for workforce adjustment and discuss the potential impacts on our members. Your voice matters—this townhall is your chance to engage with leadership, gain insights, and ask questions that matter to you.
Growing up in apartheid South Africa, I did not recognize that I was a victim of discrimination. As a racialized person, I believed what I was taught in school and told by society: that European settlers had brought civilization to South Africa in 1652. In fact, this was the first line in my history textbook. I accepted that I belonged to an inferior race, that I deserved to be segregated from white people, and that I lacked the intellectual capacity to study in the “Whites Only” institutions. I did not question why I could never aspire to jobs reserved for white South Africans. This was my reality, and it felt normal—until my world was turned upside down by a simple vacation.
At the age of twelve, my father took us to Canada for a holiday. It was my first experience outside South Africa and my first time in a country without apartheid. I was excited to see snow, to taste pizza and burgers, to do things that I only saw in the movies, but what fascinated me most was how friendly people were. For the first time, a white person smiled and greeted me. I was so afraid that I didn’t know how to react. I had my first real conversation with a white teenager and quickly realized that I was not inferior. For the first time in my life, I felt what it was like to be treated as a normal human being.
Returning to South Africa, I was a different person. I now saw and felt the weight of discrimination more than ever before. I was angry and hurt. I began recognizing every little injustice I endured and questioning it. I questioned why I wasn’t allowed to eat in certain restaurants, why the best beaches were classified as “Whites Only,” and why I had to walk for kilometers to get to a “Non-White” public transit route that could not enter the downtown core where “Whites Only” busses were allowed to enter?
As I grew older, I started questioning the broader injustices of apartheid. Why were non-whites limited to certain jobs? Why was I not allowed to run for public office or vote? Why would I be imprisoned simply for asking these questions? My brief exposure to life in Canada had made living in South Africa much more difficult. But it had also ignited a passion for human rights within me. I knew that if I wanted to advocate for justice without the constant threat of imprisonment, I had to return to Canada.
When I finally moved back to Canada, I felt a sense of freedom that is difficult to describe. My mind was free from the shackles of apartheid. I could now speak openly about the atrocities of apartheid without fear. At first, sharing my experiences felt cathartic, but over time, it became frustrating. I was invited to talk at high schools, universities and even at faculty dinner parties. People listened, but did not want to act. It felt like my pain had become a form of entertainment for them, and that hurt me deeply. That hurt made me more confrontational, and I soon found myself in heated arguments with those who downplayed apartheid, comparing it to other global atrocities. This conflict extended to my family and friends, who eventually encouraged me to seek counseling.
Counseling was a revelation. After recounting the traumas I had endured, I was diagnosed with Post-Traumatic Stress Disorder (PTSD). It was then that I truly understood the phrase, “Hurt people, hurt people.” My unresolved pain had led me to lash out at those who cared about me. I knew I had to find a way to channel my hurt into something constructive, something that would help me stop hurting others—and myself.
That was when I found healing through service. I became involved in volunteer work, helping refugees in Canada adjust to their new lives. I counseled them by sharing my experiences and how I overcame my trauma. Additionally, I took on a more active role in advocacy, serving as a National Human Rights Officer for racialized members in the Union of National Employees. By helping others navigate the trauma of discrimination, I found the strength to heal my own wounds.
Today, I continue to fight for justice, not out of anger, but out of love and a deep commitment to human rights. I have learned that the cycle of pain can be broken—not by suppressing it, but by transforming it into action, empathy, and empowerment. “Hurt people, hurt people” is a truth, but so is its antidote: healed people help heal people.
Sam Padayachee
Sam Padayachee is a former member of UNE, now retired. His contributions to the UNE Human Rights portfolio continue in his writing.
During the Union of National Employees (UNE) National Executive (NE) meeting which took place last week, information was shared with respect to Amazon making plans to close all seven of its warehouses in Quebec. The Amazon warehouse closures will result in 1,700 permanent staff layoffs.
It has been less than a year since Amazon’s distribution centre in Laval, QC was unionized. While the company claims the shutdowns are not related, we believe this is an obvious case of union busting.
As a result, the National Executive unanimously passed a motion to boycott Amazon. UNE will no longer be reimbursing any union related expenses for goods purchased at Amazon.
Standing together, we amplify our strength. We encourage all UNE members to support Amazon workers by boycotting their employer.
Recently, the Federal Court of Canada approved a Final Settlement Agreement of a class action for Canadian Armed Forces (CAF) members who experienced racial discrimination during their military service. While this is a victory for those workers, the government of Canada still has a lot of work ahead.
“This is a step in the right direction, but the fight on the hands of those who have suffered racism in the federal government goes on,” said UNE National President Alisha Kang. “There are 45,000 more past and present federal government workers waiting for this government to recognize the discrimination that has gone on for the last 50 years.”
Link – Statement by the Minister of National Defence on the Settlement of the Canadian Armed Forces Systemic Racism Class Action
Yesterday, Conservative Party Leader Pierre Poilievre was asked about newly-elected American President Donald Trump’s proclamation that the country will only recognize two genders – male and female. Mr. Poilievre boldly agreed and said that he was only aware of two genders. The clip is also making rounds on social media platforms such as Tik tok.
UNE strongly condemns this viewpoint. “It saddens me that this rhetoric is being so blatantly flaunted by someone who aspires to be the leader of our government,” said Alisha Kang, UNE National President. “Canada has its own values and for everyone who has worked so hard to create space for all people we don’t want to see those gains rolled back. We will not be discouraged. Everyone deserves a safe, inclusive workplace. UNE will continue to ensure all feel welcome.”
The Union of National Employees is strongly devoted to safeguarding, promoting and advancing human rights. While all unions have a rich history of advocating for human rights, our members are especially proud of our dedication to this cause. In essence, we believe diversity is richness; our membership’s diversity is a core element of what helps us grow and move forward.
Please reach out to your union siblings, including members of your Human Rights Committee. `
Public Sector Pride Network (PSPN) Gender Expression and Identity Committee: A safe place for trans, gender-diverse, and non-binary employees to connect and support each other. If you would like to join this committee, email us : pspn-rffp@csps-efpc.gc.ca
Organizational Pride Network Contacts: Connect with your local or national Pride Network or Positive Space Ambassadors for community and support.
In addition to these. you can reach out to a trusted colleague, a mentor, a mental health or community-based resource available to you, such as:
Trans Lifeline: (support for transgender people by transgender people) 1-877-330-6366
LGBT Youth Line: Text 647-694-4275
Interligne : (Services d’écoute, d’intervention et de sensibilisation pour la communauté LGBTQ+) Téléphone + texto 1-888-505-1010
Aide aux Trans du Québec : (soutien pour les personnes trans, non binaires et en questionnement) 1-855-909-9038
