To mark Mental Illness Awareness Week PIPSC teamed up with the Canadian Mental Health Association for a workshop on mental illness in the workplace. Unlike mental health, mental illnesses are diagnosed conditions that affect the way we think about ourselves, relate to others, and interact with the world around us. Host, Alexandra Petrisano, BASc, PGCert, will provides training on many topics, including:
Approximately every 6 days, right here in this country, a woman is killed by her intimate partner.
The pandemic has led to an increase in crisis calls and demands for shelter. Sexual assault is the only violent crime in Canada that isn’t declining – and hasn’t since 1999.
We could spend all day talking about the stats but taking action is what’s going to change things.
We’ve partnered with internationally recognized women’s rights advocate and public educator, Julie Lalonde to bring you 2 workshops on taking action to end gender-based violence:
Bystander intervention to build community care
Teaches you how to step-in when you see inappropriate or aggressive behavior, including in the workplace, and how you can step in to support others who may be dealing with intimate partner violence.
Creating consent culture with your youth
Learn how to discuss the important topics of consent, party culture and harassment with the young people in our lives, and help turn the tide for the next generation.
Watch the workshop: Bystander intervention to build community care
Watch the workshop: Creating consent culture with your youth
This was the last straw for Patent Medicine Price Review Board member Mathew Herder.
Recently, he and several high profile staffers resigned after the government's U-turn on its repeated promises to properly regulate drug prices in Canada.
In 2016, in response to big pharma's twenty year failure to deliver on domestic research and development spending commitments, the government adopted legislation to reform the decades old drug pricing model which artificially inflated new drug prices. These evidence-based reforms were to put an end to price-gouging on new medications and bring prices in line with peer countries. They were also meant to introduce pharmacoeconomic analysis – where a drug's maximum price is based on its effectiveness when compared to existing medications. Independent evidence demonstrates that this would have no negative impact on access to new drugs or drug supplies.
Lobbyist and industry front groups came out in force, bumping into PIPSC representatives and Canadian Labour Congress advocates at public consultations. Slowly but surely, the government caved – first when it failed to appeal pharma's court challenges against the reforms, and again when it issued a never ending stream of postponements. We called on the government to do better.
These challenges have left the law as a shadow of its former self which, in turn, sets Canada even further behind in achieving the long promised public pharmacare system. Pharmacare and reasonable drug pricing is not just fair – it is effective public policy that improves health outcomes and saves money long term.
PIPSC continues to urge the government to stay true to its word and recommit itself to drug pricing reform and public pharmacare. Covid has proven this is more essential now than ever.
For the last 3 years, PIPSC members have worked hard to get Canadians through a global pandemic. Now our employer has the opportunity to show up for us the way we have shown up for them.
But we know it won’t be easy.
The experience of other federal public service unions at the table shows that this government will continue to try to short-change us.
We need to come to the table united – and ready to fight for a better deal: the leave we need, the pay we deserve and the flexibility to keep giving our best.
Here are some core issues for the employer to tangibly demonstrate the recognition and respect public servants deserve. For specific demands we’re making at the table, please refer to your group bargaining team.
Pay
It is crucial that our members are paid at a rate that reflects both the value of their work and the skyrocketing costs of living. Otherwise, we are essentially taking a cut in pay. Strong salaries are also a key pillar in recruitment and retention efforts we need to build a strong public service. PIPSC will continue to fight for competitive pay that keeps up with inflation and keeps top talent like you.
Telework
Some of our members are needed on the frontlines to provide essential services, but others are now able to do their best work from their own homes. Forcing employees back to workplaces without rhyme or reason shows a lack of trust and respect. PIPSC will continue to fight for a return-to-office plan that is safe, flexible, and based on the “presence with a purpose” principle – and we’ll continue to push to negotiate telework at the table, where it belongs.
Right to disconnect
PIPSC members regularly go above and beyond during their work days, and they shouldn’t have to field work-related emails, phone calls, and meeting requests once that day is over. This is a recipe for burnout and resentment. PIPSC will continue to fight for work-life balance for employees, complete with rest periods that are essential to wellness, health and safety. If Doug Ford’s government can offer its employees the right to disconnect, so can this one.
Leave
Employees are human people with their own lives. Sometimes those lives come with individual or family challenges that require workers to take time away from their jobs. When these challenges arise, you should be able to count on the support of your employer. PIPSC will continue to fight for leave policies that recognize the variety of valid reasons our members might require time off.
Solidarity and belonging
Everyone deserves conditions that allow us to give our best. For some this means working from home, for others, this means being able to show up as our true selves – without having to worry about harassment or social exclusion. In fact, our employer should be celebrating and accommodating our differences in ways that enable us to do our best work. PIPSC will continue to fight for modern and progressive employment policies that ensure no workers are left behind.
1. Where can I find my current collective agreement?
All members of PIPSC are part of a group. Your group is determined based on their work, classification and employer. This structure allows each bargaining unit to determine its bargaining priorities and strategies. It also allows each unit to deal with concerns specific to its members' professions.
Your group has an executive team, elected by you and your colleagues. Your group also selects the bargaining team that will represent you in negotiations with your shared employer. You can find your current collective agreement on your Group Page.
2. Why should I pay attention to the bargaining process?
Bargaining is collective. That means rather than negotiating your terms of employment individually, the union leverages the collective power of all members in your group to ensure you get the best deal possible.
This bargaining process is what shapes your collective agreement, and your collective agreement is what shapes everything from your working conditions to your salary. The more you follow this process – and participate where you can – the more likely you are to end up with working conditions that meet your needs.
3. How does the union keep in touch with me during this process?
We will send you regular updates via email or text message to let you know how the bargaining process is going. We will also post updates on this page, and on our social media platforms. Make sure your contact information is up to date, and that you are following us on Facebook, Twitter, and Instagram.
4. Is anything expected of me during the bargaining process?
First of all, collective bargaining begins and ends with members, so it is crucial that you make sure your bargaining team knows your priorities. How can they represent you to the employer if you’re not telling them what you want? So when your bargaining survey comes out, please always take a few minutes to complete it.
Secondly, you will also have the opportunity to ask questions and provide feedback to your bargaining team throughout the process through events (online and in-person) and via email. Your bargaining team wants and needs to hear from you.
Finally, it is very important that you read all communications from your Group, and that you show up to events. This will ensure that you have the most current information on the process. It will also enable you to chat with your colleagues about bargaining. You can even host a lunch and learn in your workplace to make sure everyone knows how to stay informed.
5. What sort of issues are discussed during collective bargaining?
Through negotiations, PIPSC bargaining teams and the employer’s representatives reach a collective agreement which contains provisions establishing the terms and conditions of employment, paid and unpaid leave, rates of pay, hours of work, and the rights and duties of the parties to the agreement.
6. Are there any issues not on the table during bargaining?
There are some issues that we do not bargain. There are other issues where ability to bargain varies from employer to employer.
For example, for federal government employees, we cannot bargain on your pension, your health or dental benefits, classification and staffing of positions, or administrative system changes (such as the dreaded Phoenix).
This is not to say the union doesn’t advocate for improvements and action on these important issues, but that work is done outside of bargaining. As an example, we have been working with other unions and partner organizations to review and improve the Public Service Health Care Plan (PSHCP).
7. Will any salary changes be retroactive?
Generally, yes. Once your new collective agreement is ratified and signed, the implementation of the new agreement begins. This will include any pay increases that need to be applied retroactively. The retroactive payment period starts from when the previous collective agreement expired, and ends when your salary is adjusted to reflect the new rates of pay.
You are entitled to a personalized retro payment based on your work history, which includes things like overtime, acting assignments, etc. Some compensation is not subject to retro pay however, such as shift premiums or lump sum allowances.
Once your new collective agreement is ratified and signed and implementation begins, your bargaining team will provide updates on how and when you can expect your retro pay.
Hezhao Ji is a scientist who works to understand and combat HIV/AIDS resistance, a critical research area with life-saving implications for people infected with HIV/AIDS. As a boy growing up in China, he always wanted to be a scientist, so for him, the work he does every day is a dream come true.
Hezhao taught microbiology and immunology for seven years in China, before coming to Canada in 2002 to complete his PhD in medical microbiology and infectious diseases. In 2007, he started working as a research scientist for the Public Health Agency of Canada (PHAC).
“Now I’m working in the national laboratory for HIV genetics, which is sort of a natural fit for me. I’m very happy to have the opportunity to continue my research career,” he says. “In my lab we do HIV drug resistance testing and we support research programs on HIV drug resistance.”
During the COVID pandemic, Hezhao’s research has shifted to focus on SARS-COV-2 virus that causes COVID-19. His work on COVID-19 has been critical in helping to better understand the pandemic in Canada and how the virus evolves over time at a global level. His research serves all Canadians, and his work is an important part of the fight against HIV/AIDS and COVID-19.
“When you are infected with COVID, you want to know how effective a new drug may be, or how you can prevent new infections, how the virus changes over time, or how the vaccine is effective on new strains of the virus,” he says. “My research focus is relevant to those issues.”
Hezhao is a scientist, but he is also a husband, a father and a hobbyist. In his spare time, he enjoys fishing, sports, badminton and small home renovations. These activities help him to relax and recharge outside of the lab.
Despite the demands of his work, Hezhao finds time for the things that matter to him. He is motivated by the difference his research can make in the lives of Canadians, and he is dedicated to his work as a scientist.
As a PIPSC member, Hezhao finds comfort in the support PIPSC provides. He knows that the union is always fighting for fair collective agreements and an improved work environment. With the support of PIPSC, Hezhao can continue doing the life-saving work he was meant to do.
“I can see PIPSC is working hard to benefit our members. I believe that PIPSC is always there, helping us to get more scientific freedom, which is important for scientists.”
Hezhao is a strong advocate for science and believes that it is the key to solving many of the world’s problems. As we progress through the COVID-19 pandemic, Hezhao wants to stress the importance of science-based decision making.
“As a scientist, I hope the government will pay more attention to science, support science, and support science-based decision making,” he says.
He believes that science-based decision making will help us be better prepared for another pandemic in the future. Hezhao also believes that the government should invest more in science and technology. This will help us develop new ways to combat diseases and improve quality of life for Canadians.
He is most proud of how his work helps to progress the research area that he works in, and how it impacts his Canadian stakeholders. All of the work that Hezhao does serves Canadians in research and service. And PIPSC is here to defend the public science that we all count on.
“Being part of a union you feel safe … PIPSC is like our extended professional family,” he says.
We represent over 18,000 scientists, researchers and engineers just like Hezhao. Each of our members helps to protect Canadians in a unique way, whether it’s through supporting rail safety, or researching solutions for vaccines.
As our scientists, researchers and engineers work tirelessly to serve Canadians, we work to protect and defend them. Thanks to researchers like Hezhao, we are one step closer to living in a world without HIV/AIDS or COVID-19.
Ottawa, February 20, 2023 – Federal employees began their mandatory return to the office on January 16 . Since then, more than 1,100 public servants represented by the Professional Institute of the Public Service Canada (PIPSC) have reached out to their union looking for support as they navigate the challenges created by this “one-size fits all” government order.
The concerns raised by PIPSC members range from workplace safety, availability of office and basic equipment, network capacity, breach of work agreement, accommodation issues, before and after school child care availability, and more.
One major issue is that, in spite of having been issued a return-to-office order, many federal employees no longer have dedicated offices to return to.
“As we feared, we are now living with the logistical nightmares created by this hastily-implemented policy. Many departments and agencies were wholly unprepared for the practical realities involved in this government order,” said PIPSC President Jennifer Carr. “As a result, some of our members are returning to buildings that are now doubling as construction sites. Others are having to bounce between various federal government co-working spaces, which often means staying up until midnight to secure a space close to home.”
These logistical problems are not only bad for morale, they are hindering federal employees’ abilities to keep the country’s most important institutions operating smoothly and productively.
“The same people who built CERB from home are now wasting time every day setting up and taking down makeshift workstations in the cafeteria,” explained Carr. “Or they're trying to have crucial video meetings from buildings with unreliable Wi-Fi – often with team members on separate floors of the same building.”
For workers who are parents, there is the additional challenge of suddenly needing before and after school care on a moment's notice – at a time when these types of programs are long-since booked solid.
“Like all parents, I know the stress created by a last-minute childcare emergency,” added Carr. “Think of the panicked scrambling you have to do on a snow day – then imagine having to suddenly figure this out two to three days a week.”
It is time for the federal government to acknowledge that they made a mistake, sit down to consult with the people affected, and present a reasonable plan that works for employees while delivering the services Canadians rely on.
“We take no joy in having been right about what a mess this was going to be,” Carr concluded. “The good news is, it’s not too late to work together to build a better solution.”
PIPSC represents over 72,000 public service professionals working for the federal government as well as some provincial departments and agencies.
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For more information: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca
McKinsey contracts: just the tip of the contracting-out iceberg
On January 30, 2023 PIPSC President Jennifer Carr, accompanied by Jordan McAuley, our specialist on outsourcing, testified before the House of Common Standing Committee on Government Operations and Estimates (OGGO) about the now-infamous McKinsey contracts awarded by the federal government.
Ottawa, February 7, 2023 – The Professional Institute of the Public Service of Canada, on behalf of its Audit Financial and Scientific (AFS) Group members, has filed a bad faith bargaining complaint against the Canada Revenue Agency. The complaint concerns the Agency’s recent decision to impose a “one-size-fits-all” return to office edict rather than continue to negotiate telework at the bargaining table.
PIPSC members and the CRA have been in negotiations since October 2022, where telework has been established as a top priority for AFS members, and where PIPSC and the employer have both exchanged proposals on the issue. Yet at the January 17-19, 2023 bargaining meeting, the CRA said it no longer had any intention of including any telework language in the collective agreement.
“You cannot just remove a core issue from the table – which has been established as a top priority for members – and call it anything other than a bad faith maneuver,” said PIPSC President Jennifer Carr. “The CRA's about-face subverts what has already been accomplished at the table and delays or even prevents the conclusion of an agreement. Keep in mind this is the same government that promised a new era of collaboration with members of the public service – but has chosen again to shut the door on negotiating, in favour of imposing a wildly unpopular edict.”
The CRA expects all of its employees to return to the office for 2 days a week as opposed to continuing to telework on a mostly full time basis, as AFS members have been doing safely and productively since March 2020.
“Given our demonstrated dedication to Canadians, public service delivery, and our employer, it would be reasonable to assume that the CRA would be willing to recognize our rights to fair consideration in telework requests,” said AFS Group Bargaining Chair, Doug Mason.
The CRA’s edict mimics the Treasury Board's December directive – a “one-size-fits-all” approach to telework that PIPSC has opposed since it was announced.
“From the beginning, we’ve been clear that bulldozing through a directive like this in the middle of bargaining doesn’t bode well for good faith negotiations, and will cause more problems than it solves,” said Carr. “The proof is now in the pudding. We are looking to the government to stop barreling towards an unnecessary confrontation and bring this issue back to the table, where it belongs.”
“The pandemic forced governments to modernize labour practices, and these practices need to be embedded into employee contracts. It protects everyone. It’s just good labour practice.”
PIPSC represents over 70,000 members across Canada, and over 14,000 AFS members employed at the CRA.
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For more information: Johanne Fillion, 613-883-4900 (mobile), jfillion@pipsc.ca
