We are in no rush to have members return to the worksite until every precaution necessary has been taken and health authorities believe it is safe to do so.
PIPSC has been in discussions with the Treasury Board Secretariat on guidelines for returning to the workplace for several weeks. There is still no date for that return.
We don't see the reason to throw caution to the wind and return members to the workplace when they've been so productive working from home. It's a virtual world and federal public servants have proven their ability to be productive while working remotely.
Under no circumstance will we stand for compromised safety and that may mean it will take some time for you to return to the workplace. It also requires departments to be transparent and to work with our representatives on their plans to open up worksites.
If we don't feel confident that adequate health and safety measures have been put in place, such as distancing requirements and sanitation of common spaces like bathrooms and kitchens, or even the safety of ventilation systems and workspace airflow we will be pushing back.
For those of you who have been in the workplace this entire time, on the frontlines, we’re going to continue to push for adequate PPE and ensure you can refuse work if it is unsafe.
For parents, balancing work and childcare has been especially stressful. To mitigate the strain on families, the leave code 699 must be available while daycares and schools remain closed, voluntary or limited.
In areas where schools and daycares have reopened, families that do not feel comfortable sending their children should continue to have access to the leave code. We are calling for the short term flexible use of Code 699 to remain in place until the start of the new school year, to allow time for any negotiations required.
We will fight to ensure you have the leave you need made available. You shouldn’t have to choose between a pay cheque and taking care of your kids!
It goes without saying, that the employer must respect the collective agreements and all applicable legislation. And we will be identifying potential temporary measures, beyond existing collective agreement provisions, to adapt to the new reality of COVID-19.
This may mean finding opportunities to test innovative flexible work solutions. There might not be a one-size fits all solution in the future. A solution at one worksite may not be a solution in another, as regional, occupational and site specific facility requirements vary greatly. Whatever your situation, we will be here to help!