The Legacy Foundation awards post-secondary education scholarships to the children and grandchildren of both regular and retired PIPSC members. Its mission is to promote professionalism and service to the community and the country. 

Through the generous donations of our PIPSC community and corporate sponsors, the foundation has generated more than a million dollars in scholarships for young Canadians.

We are seeking volunteers to participate in this year’s selection panel for the Legacy Foundation Scholarship program. 

Panelists will commit to a training session and evaluate approximately 60 applications over a 4-week period. We have a specific need for bilingual panelists. If you would like to volunteer in this year’s scholarship selection panel, please send an expression of interest to scholarship@pipsc.ca by April 25, 2025.

Less than three months into Donald Trump’s second presidency, the U.S. federal public service is in chaos. Sweeping executive orders, mass layoffs, and aggressive policy shifts have sent shockwaves through government agencies. While Trump did not explicitly campaign on slashing the civil service, his administration has embraced Project 2025—a blueprint for dismantling government bureaucracy, orchestrated by the conservative Heritage Foundation. The result? An unprecedented assault on the workforce that keeps the country running.

Weaponizing public service cuts

At the heart of this strategy is Russell Vought, the newly confirmed head of the Office of Management and Budget (OMB). As an architect of Project 2025, Vought’s vision for the federal workforce is clear—and disturbing. Speaking at a conservative event, he stated:

“We want the bureaucrats to be traumatically affected. When they wake up in the morning, we want them to not want to go to work because they are increasingly viewed as the villains. We want their funding to be shut down so that the EPA can’t do all of the rules against our energy industry because they have no bandwidth financially to do so. We want to put them in trauma.”

This isn’t just about trimming “wasteful spending” or “finding inefficiencies”. It’s an ideological purge designed to weaken, demoralize, and ultimately shrink the role of government in American life.

Slashing government services and funding

Within days of his inauguration, Trump signed an executive order creating the Department of Government Efficiency (DOGE). Its mission? To “maximize efficiency”—a euphemism for politically-motivated deep cuts and privatization.

The consequences have been swift and brutal – and this is just a snapshot: 

• Freezing financial assistance: On January 27, Trump paused all federal grants and loans, hitting sectors from healthcare to education.
• Gutting science and research: Billions in funding freezes, drastic cuts and layoffs to critical institutions, including the National Institute of Health, the Centre for Disease Control, the Environmental Protection Agency, and National Archives. Heavy restrictions have been placed on research, including bans on studies that mention particular words relating to sex and gender, race, disability and other protected characteristics.
• Slashing foreign aid: 90% of foreign aid contracts were eliminated overnight, gutting humanitarian efforts and diplomatic initiatives.
• Targeting healthcare: The Energy and Commerce Committee must cut $880 million—a figure that almost certainly means slashing Medicaid, which provides care for 72 million low-income Americans.
• Dismantling public education: The Department of Education eliminated $600 million in teacher training grants tied to diversity, equity, and inclusion (DEI).
• Undermining climate science: The National Oceanic and Atmospheric Administration (NOAA) saw a 20% workforce reduction, disrupting critical weather services. Some firings were hastily reversed when officials realized the National Weather Service had been crippled. Trump’s executive orders rolled back 100 environmental protections in what’s being called the “biggest deregulatory action in U.S. history.”

While some of these freezes have been temporarily blocked by federal judges, the long-term damage is already being felt.

Hostile work conditions and layoffs

The Trump administration is not just cutting jobs—it’s making life miserable for those who remain.

• Mass-resignation incentives: Federal employees were offered full pay and benefits until September if they resigned—but later updates made key details unclear. The Office of Personnel Management (OPM) encouraged staff to move into the private sector.
• Forcing employees back to the office: Trump banned remote work, requiring all employees to return by February 6 or get fired, regardless of office capacity or readiness.
• Productivity surveillance: Employees were ordered to submit weekly five-bullet-point reports on their work, with failure to comply considered a resignation. DOGE plans to feed these reports into AI to determine job relevance. Federal workers have already filed lawsuits, arguing this violates labor laws.
• Mass layoffs and relocation plans: On February 26, the administration directed agencies to submit plans for large-scale layoffs by March 13 and employee relocations to cheaper cities by April 14. Legal challenges are already underway.

Crushing federal unions

Trump’s war on the federal workforce also extends to union protections. In March, he issued an executive order stripping collective bargaining rights from up to 1 million federal employees.

By exploiting a national security exemption, the administration is arguing that anyone whose job touches border security, defense, foreign relations, or the economy should not have union protections. This unprecedented move could leave massive swaths of the workforce without a voice in their own working conditions.

Destroying Diversity and Inclusion efforts

The attack on Diversity, Equity, and Inclusion (DEI) programs was swift and ruthless.

• January 20: Executive orders fired all DEI-related employees, enforced binary gender recognition, and cut funding for gender-affirming care.
• January 21: Federal departments were banned from contracting with companies that enforce DEI standards.
• January 22: Trump revoked key portions of the Equal Employment Opportunity Order (1965), rolling back decades of anti-discrimination protections.

By dismantling these safeguards, the administration has emboldened discrimination in hiring, promotions, and workplace culture—creating a hostile environment for women, racialized, and LGBTQ+ employees.

The bigger picture: Chaos by design

Trump’s actions have created a federal workforce plagued by uncertainty, dysfunction, and fear. This isn’t about cost-cutting—it’s about rendering government so ineffective that privatization seems like the only solution. These are politically motivated cuts, as former Republican staffer and director of the Senate Budget Committee said, “designed to play to Trump’s base…for ideological reasons. The playbook has not been for the dollar savings, but more for the philosophical and ideological differences conservatives have with the work these agencies do.”

But the damage won’t just affect federal employees. Every American who relies on public services—healthcare, disaster relief, education, and environmental protections—will feel the consequences.

While courts may block some of these changes, the uncertainty forces employees to make decisions before legal battles are resolved—weakening the civil service through attrition. The Trump administration is betting that if enough damage is done, it won’t be reversible.

A warning for Canada: The threat to our public service

The dismantling of the U.S. federal workforce under Trump is not just an American crisis—it’s a cautionary tale for Canada. The rhetoric of “government inefficiency” is gaining traction here too, serving as a convenient excuse for potential deep cuts, mass layoffs, and the erosion of essential public services.

We are already seeing Workforce Adjustment (WFA) notices and service reductions under the banner of “cost containment.” But what does “inefficiency” really mean? It’s a political tool, not an objective measure. For some, it’s a call to improve public services to advance the public good; for others, it’s a justification for gutting them.

Pierre Poilievre, a contender for the next Prime Minister has spent two decades attacking unions and collective bargaining rights, undermining public services, and pushing for a smaller government—not out of necessity or to help Canadians, but as a matter of political ideology. 

The Conservatives’ vision for “efficiency” is not about better services but about eliminating them. If elected, this government won’t just trim budgets, make every division a bit more efficient, or make “performance-based layoffs”; it will make deep cuts.

• Research funding? Slashed.
• Vital public programs? Eliminated.
• Services Canadians rely on? Gutted.

This vision includes dismantling your public sector pension. The Conservative Party has pledged to shift pensions to a defined contribution model, aligning employer contributions with the private sector. This change shifts the risk to you, the employee, making retirement savings unpredictable. No more guaranteed pension based on your final years of work—your savings could run out before you do. They want to raise the pensionable age in Canada to 67, even though he qualified for a $120,000 pension at age 31.

Pierre Poilievre has already signaled his intent to monitor and control public servants, questioning whether their jobs matter at all. Conservative MPs say they have had much less freedom to speak publicly since Poilievre became leader. He has press secretaries monitoring the entrance to Parliament to supervise MPs as they pass journalists. 

Current Conservative policies are very focused on ideologies around gender and race. If elected, they may try to muzzle researchers and scientists whose work touches on political issues to make sure public servants stay “on message” rather than objective and scientific – just like the Harper Conservatives did with environmental science when Poilievre was a Cabinet Minister. It’s worth noting that Pierre Poilievre has voted against environmental protection 400 times.

Poilievre's rhetoric, record, and policies echo what we’ve seen in the U.S., where “efficiency measures” led to devastating job losses, weaker public institutions, and greater reliance on the private sector. There is a reason why his fellow conservatives say Poilievre is "very much in sync with … the new direction in America."

If we don’t push back now, Canada’s public service could face the same wave of deep austerity, union busting, political interference, and job insecurity. The fight to protect public services isn’t just about jobs—it’s about safeguarding the essential programs that millions of Canadians depend on every day.

With heavy hearts, we share the passing of Delbert “Del” Dickson, a dedicated leader, passionate advocate, and cherished friend. Del’s unwavering commitment to his profession and community left a lasting impact on all who had the privilege of knowing him.

Del devoted 30 years of his career as an accountant and auditor with the Canada Revenue Agency (CRA). Alongside his professional work, he was an active and respected leader within the Professional Institute of the Public Service of Canada (PIPSC), where he tirelessly defended the rights of members and championed their interests.

He received a Steward of the Year Award and served for many years as an NCR Director on the Board of Directors and Chair of the National Finance Committee. He played a key role in the AFS National Executive, contributing to the Bargaining Team and National Consultation Committee. He also served as president and executive member of the AFS HQ Sub-Group and was an active Ottawa Centreville Branch executive.

At Regional Council meetings and National AGMs, Del was a familiar presence at the microphone, speaking passionately on issues that mattered to members. His leadership, activism, and dedication earned him the Lifetime Membership Award, a testament to his lasting contributions.

Del’s presence, wisdom, and unwavering support will be deeply missed by his colleagues, friends, and all who worked alongside him.

The NCR Executive mourns his loss and extends heartfelt condolences to his family and loved ones.

The government's current patchwork approach to AI in the federal public sector is inadequate to keep pace with rapid technological changes. PIPSC remains disappointed by the TBS strategy unveiled in March 2025. 

We’ve long advocated for a federal strategy that guarantees transparency, including a registry on all AI use – a commitment previously made by Chief Data Officer of Canada, Steven Burt—but this was not delivered. There were also no assurances against job cuts due to AI or against its misuse from monitoring public servants, which we know is already happening. 

Most critically, there was no mention of an independent AI regulator. AI, when used responsibly, can empower workers, enhance jobs, and drive efficiencies. However, its unregulated use invites abuse: replacing workers, threatening privacy and undermining public sector standards.

PIPSC wants to see more substantive engagement and ongoing consultation on AI, and we continue to call for the creation of joint federal union and government committees. Public servants deserve to understand how AI will reshape their jobs and workplace, and our members deserve a stronger voice in this transformation. It's too crucial for the future of the public service for workers to be sidelined or their critical feedback ignored. 

Canada’s federal public sector needs a comprehensive and transparent approach to AI —supported by regulation and independent oversight, ongoing consultation, and collective bargaining— that addresses privacy risks, ensures employee rights, and safeguards good public sector jobs. 

Specifically, PIPSC is advocating for a federal strategy on AI that includes the following protections, safeguards and principles: 

• Consultation: Whether it’s introducing new AI into workflows or developing a federal strategy, government must consult unions and affected parties at all times. Establish regular consultation mechanisms across sectors, including with the Treasury Board, meeting at least four times annually. Strengthen the AI Advisory Council by incorporating union representation as we are directly affected by AI use.
• Regulation: Establish federal oversight bodies to regulate AI across all levels of government, including national security institutions, ensuring privacy and human rights protections. Ideally, Canada establishes a single regulatory framework that governs AI in both private and public sectors.
• Transparency: Treasury Board, departments, and agencies must publicly disclose all AI uses, particularly regarding recruitment, staffing, performance management, security screning, and visitor access.
• Equity, Diversity, and Inclusion (EDI): AI policies must be developed with an EDI lens, ensuring no discriminatory practices, like Clearview photo recognition, are used. All AI must be inclusive from the outset.
• Bargaining AI: Mandate the inclusion of AI use in the collective bargaining process so that employers and unions can bargain on how AI affects an employee’s work life.
• Monitoring: End all covert AI employee monitoring, including surveillance tools and robots, as highlighted by recent media reports.
• Review: New AI systems must be regularly reviewed after implementation to assess their effectiveness and make necessary adjustments.
• Whistleblower Protection: Protect employees who report unethical AI use, following successful models like those in Australia.
• Research: Federal departments should lead AI research to enhance existing programs or develop new ones, ensuring that research is conducted by public servants unless exceptions are justified.
• Training and Retraining: Provide mandatory, fully-funded AI training or retraining for employees, starting immediately when needed.
• Advance Warning: Extend the notice period for AI-related job changes or layoffs to at least one year, allowing sufficient time for retraining.
• Job Guarantee: If retraining is impractical, guarantee new job opportunities for employees impacted by AI-driven layoffs.

Community and labour organizations across the country are calling on Canada’s federal parliament to prioritize the interests of working people as it develops an action plan in response to new US tariffs. 

Urgent improvements are needed to Canada’s Employment Insurance (EI) system, as workers face economic hardship due to tariffs from the United States. The Interprovincial EI Working Group developed the EI Roadmap to ensure the government of Canada protects all workers at this time of uncertainty and vulnerability. 

PIPSC endorses the EI Roadmap alongside the Canadian Union of Public Employees, Unifor, the Canadian Labour Congress, and over 100 other organizations and unions across Canada. 

Read the EI Roadmap

With great sadness, we announce the passing of Pascal Sylvester Kirton Joseph on March 9, 2025. Pascal was a dedicated union member and a passionate advocate for workplace fairness and equity. He will be deeply missed by his family, friends and all those whose lives he touched.

Pascal was an active and engaged member of the AFS Group at PIPSC, serving in various leadership roles throughout his career. He contributed significantly to numerous local, regional and national committees, including the Employee Assistance Program, the Union-Management Consultation Team, and the Employment Equity Committee. His dedication to union leadership culminated in his service on the PIPSC Board of Directors, representing the Ontario Region from 2009 to 2010.

Beyond his professional and union contributions, Pascal was known for his warm personality, ability to connect with people, and passion for fostering inclusive workplaces. His legacy of advocacy and leadership will continue to inspire those who follow in his footsteps.

We extend our deepest condolences to Pascal’s family, friends, and colleagues. We honour his years of service and dedication and will always remember his unwavering commitment to the labour movement.

Memories of Pascal and condolences can be shared here.

OTTAWA, March 31, 2025 – The Chalk River Professional Employees Group (CRPEG), represented by the Professional Institute of the Public Service of Canada (PIPSC) will be in a legal strike position at 12:01 AM on May 14, 2025. 

“We have been without a collective agreement since January 2024 and our nuclear scientists and engineers are running out of patience," said CRPEG President Jonathan Fitzpatrick. “They have given us the strongest mandate for job action – including a strike – in the history of the Group. Our members deserve fair pay and we are prepared to walk off the job site if that’s what it takes.”

The option of job action remains on the table as the professionals working at the Chalk River campus are considering their options while they prepare for conciliation with Canadian Nuclear Laboratories (CNL) to resolve a year-long impasse over fair pay, job outsourcing, and working conditions.

"Today, more than ever, we stand united in our commitment to securing fair pay, enhancing working conditions, and protecting our professional work from outsourcing. Fair wages are the foundation for attracting and retaining the highly skilled professionals essential for the Company to consistently deliver top-tier services," stated Mr. Fitzpatrick.

The bargaining team is entering conciliation from April 1 to 3, 2025, with the intent of reaching a negotiated agreement –without a work stoppage– that recognizes the professional work of CRPEG’s nuclear scientists and engineers. 

“We kept CNL strong during ongoing energy and trade challenges. In return, when the increase in the cost of living is high, what the company is offering is effectively a rollback in wages,” CRPEG President Jonathan Fitzpatrick concluded.

The bargaining team is disappointed with the company’s last offer; an offer which prompted the Union to declare impasse on February 6, 2025 and request support from the Federal Mediation and Conciliation Service.

PIPSC president, Sean O’Reilly, stated that the union's 75,000 professionals across Canada’s public sector, fully support the 800 scientists and engineers at Canadian Nuclear Laboratories’ Chalk River campus.

CRPEG members ensure the safe operation of nuclear reactors, and support safe radioactive waste management and environmental remediation projects across Canada. CRPEG members contribute to the health of Canadians through research on nuclear medicine.

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Media contact: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca

Almost all PIPSC Members are entitled to disability benefits through their workplace disability plan.  More information on your specific plan can be found here.

Members should proactively communicate with their doctor, employer, and benefits provider to ensure benefits are not denied due to late filing.  It is important to respect the deadline to file, which is generally within a few weeks of, in the opinion of your doctor, you becoming unable to work due to your health.

Members are urged to keep their employer and benefits provider informed of their intention to file a claim -  even when paperwork is still coming together.

Members with a denied claim or who are unable to obtain information from their employer can contact pensionsbenefits@pipsc.ca for support.