PIPSC firmly stands with the Indigenous Federal Employees’ Network (IFEN) in advocating for fair treatment of Indigenous public sector workers. Many federal Indigenous employees, including PIPSC members, have raised serious concerns about the implementation of the federal government’s Return-to-office (RTO) mandate. These concerns centre around the denial of exemptions for Indigenous employees living within 125 km of their formal work location.

The federal government’s RTO mandate includes a key standalone exemption allowing Indigenous employees to work from their communities no matter their proximity to the office. This exemption is critical for both cultural identity and personal safety. However, many Indigenous workers have faced repeated denials of this exception.

Denying this exemption directly contradicts the federal government’s obligations under the United Nations Declaration on the Rights of Indigenous Peoples and the Truth and Reconciliation Commission’s Calls to Action. The arbitrary restriction is especially harmful to Indigenous women, whose safety concerns—amid the ongoing crisis of Missing and Murdered Indigenous Women and Girls (MMIWG)—make remote work a vital option. 

The denial of exemptions undermine the well-being of Indigenous employees and Canada’s commitment to reconciliation. Treasury Board President, Anita Anand, needs to step in.

PIPSC, alongside other unions, is calling for immediate action from Anand to clarify the standalone exemption for Indigenous people to all Deputy Ministers, their equivalents, and any relevant senior civil service staff in all federal departments and agencies covered by the mandate before November 28, 2024.

Indigenous employees have the right to work in a way that respects cultural needs, personal safety, and well-being. PIPSC will always advocate to ensure these rights are respected and protected in the workplace.

Read our joint letter to Treasury Board President, Anita Anand.

The Standing Committee on Access to Information, Privacy and Ethics recently tabled their report from their study: “Federal Government's Use of Technological Tools Capable of Extracting Personal Data from Mobile Devices and Computers.”

PIPSC takes our members’ privacy extremely seriously, which is why we’re pleased to see that our insights and concerns influenced the committee’s report and that several of our key recommendations were adopted. Notably, the report emphasized our position on the greater obligation to conduct privacy impact assessments (PIAs) and the need to consult with the Privacy Commissioner before using new or substantially updated technological tools.

Among other issues, the report highlights our concerns around:

• Employee consent, especially given that current privacy policies were formulated before the advent of cloud-based services (pp. 39)
• The significant variation in consent practices across different institutions.
• Conducting PIAs (pp. 37, pp. 41) and the need for real consequences when senior bureaucrats fail to conduct these assessments appropriately.
• The necessity of Treasury Board to establish clearer guidelines on when new and modified programs require new PIAs. 

Read the full report.

PIPSC will continue to defend the rights of our members and advocate that the government accept our recommendations to prioritize your privacy in evolving workplaces.

In 2024, we awarded 21 scholarships to laureates. Thank you to our members and corporate sponsors. Congratulations to all our laureates.

$5,000 scholarship

• Julia Kirney, Ottawa, ON (Chris Kirney, NR), University of Waterloo

$1,500 scholarships

• Rowan Blanch, Upper Nappan, N.S. (Julie Paquet, SP Group), Mount Allison University
• Emily Qi, Nepean, ON (Aidu Qi, NR), University of Waterloo
• Sachin Gupta, Dartmouth, N.S. (Sanjeev Gupta, AFS), Dalhousie University
• Jonathan Ndayegamiye, Charlottetown, P.E.I. (Judith Nyiraneza, RE), Dalhousie University
• Ava Zidek, Ottawa, ON (Angelika Zidek, RE), University of Ottawa
• Tessa Dec, Vancouver, BC (Katja De Bock, NFB), University of British Columbia
• Tara Emadi, Nepean, ON (Daryoush Emadi, NR), McGill University
• Callista Chan, Markham, ON (Melissa Lam, AFS), Western University
• Liz Herr, Mississauga, ON (Qi Herr, AFS), McMaster University
• Kate Grant, Cornwall, PEI (Darcy Grant, NR), University of New Brunswick
• Joelle Marchenko, Winnipeg, MB (Uri Marchenko, IT), University of Manitoba
•  Zander Karaganis, Ottawa, ON (George Karaganis, SP), University of Toronto
• Pari Goyal, Vancouver, BC (Sarika Goyal, AFS), University of British Columbia
• Ava Nouri, Mississauga, ON (Bijan Nouri, AFS), McMaster University
• Kanto Ratsimandresy, St. John’s, NFLD (Andry Ratsimandresy, RE), University of Ottawa
• Emilia Wesolkowski, Ottawa, ON (Slawomir Wesolkowski, NR), University of Ottawa
• Alexis Shepherd, Surrey, BC (Aaron Shepherd, IT), University of British Columbia
• Sam Waite, Kelowna, BC (Brent Waite, CFIA S&A), Carleton University

$1,000 scholarships

• Michael Yang, Markham, ON (Min Xu, AFS), John Hopkins University
• Serena Valdez Soc, Winnipeg, Manitoba (Giselle Valdez Soc, CP), University of Manitoba

You can help us support a new generation of young professionals and make a difference in their lives.

Donate now

In 2023, we awarded 20 scholarships to laureates. Thank you to our members and corporate sponsors. Congratulations to all our laureates.

$5,000 scholarship

• Guntaas Randhawa, Chestermere, AB (Harpreet Randhawa, AFS), University of Calgary

$1,500 scholarships

• Adele Winker, Victoria, BC (Robert Winker, AFS), University of British Columbia
• Annabel Lu, Ottawa, ON (Jie Wu, IT) University of British Columbia
• Antong Hou, Ottawa, ON (Jiali Shang, RE), Harvard University
• Cynthia Zhang, Ottawa, ON (Yanhui Tong, NR), University of Waterloo
• Diya Chakravarty, Ottawa, ON (Dipankar Chakravarty, SP,) University of Ottawa
• Isla Smith, Ottawa, ON (Murray Smith, SP), Bishop’s University
• Katherine Langille, Ottawa, ON (Heather Langille, SH), University of Waterloo
• Paul Felfli, Ottawa, ON (Georges Felfli, NR), Carleton University
• Ronan Briggs, Carp, ON (Stephanie Watson, SP), University of Ottawa
• Sophia Song Qu, Ottawa, ON (Haicheng Qu, NR), University of Waterloo/Wilfrid Laurier University
• Anna Reso, Maple, ON (Enton Reso, CFIA S&A), Queen’s University
• Grace Zhou, Oakville, ON (Amy Ly, AFS), Western University
• Joshua Dierickse, Waterloo, ON (Jie Dierickse, AFS), University of Waterloo
• Julia Gotovsky, Thornhill, ON (Gail Dangoor, SH), Western University
• Lisa Kappen, Brampton, ON (Sumy Kappen, AFS), McMaster University
• Julian Lau, Edmonton, AB (Andy Lau, IT), University of Toronto
• Marika Leblanc, Middle Sackville, NS (Stéphane Leblanc, SP) Sainte-Anne University

$1,000 scholarships

• Affaan Abid, Corman Park, SK (Aman Abid, NRC-RO/RCO), University of Saskatchewan
• Anil Singh, St Andrews, NB (Rabindra Singh, SP), University of New Brunswick

You can help us support a new generation of young professionals and make a difference in their lives.

Donate now

PIPSC is raising serious concerns about the Canada Revenue Agency's announcement to terminate approximately 580 term positions by mid-December. These cuts can be seen as an indication of broader workforce adjustments across the public service.

"How can Canadians expect the same level of service quality with fewer hands?" says PIPSC President Jennifer Carr. "These aren't just numbers on a spreadsheet – these are skilled professionals who play vital roles in our tax system."

One of the key roles played by CRA workers is protecting revenue sources by going after wealthy tax cheats and off-shore tax havens. Ensuring those groups pay what they owe could eliminate any need for these devastating cuts. 

"The CRA plays a vital role in tracking offshore tax havens and ensuring billionaires pay their fair share,” said PIPSC President Jennifer Carr.  “It’s time to strengthen this capacity, not weaken it." 

Also of concern is term positions traditionally serve as a crucial entry point for new talent into the public service. With the CRA facing a wave of retirements in the coming years, it is a troubling signal for the future of our workforce. 

"Harper’s cuts in 2012 started with term positions – before expanding to eliminate 1,200 jobs," explains Carr. "If this happens again, it could create another lost generation of public servants just when we need them most."

It's time for the government to pause these cuts and engage in meaningful consultation with unions. It's time to build a sustainable workforce strategy that safeguards the quality of public services and secures the future of our public service.

The Black Class Action Secretariat (BCAS) has spearheaded a landmark class action lawsuit against the federal government to address decades of systemic racism and discrimination faced by Black public servants.

This $2.5 billion class action represents the largest discrimination case in Canadian history. It seeks justice for Black public servants who have been denied promotions and opportunities due to their race. The lawsuit aims to address the pervasive issue of anti-Black racism in our institutions and calls for transformative changes to create an equitable workplace for all.
In light of this lawsuit, PIPSC consulted its Black members to better understand their needs.

Two consultation sessions, one in English and one in French, were facilitated by Paige Galette, an anti-black racism activist and independent facilitator. The consultations were led thanks to the initiative of the PIPSC Black caucus, a subcommittee of the national Human Rights and Diversity Committee.

The consultations acknowledged that PIPSC had to do better at welcoming Black members to the union. They also underscored the importance of PIPSC intensifying its advocacy efforts with employers – whether the federal government, provincial governments, or separate employers – to ensure that they provide Black members with equal access to career advancement opportunities.

Read the report

“We are extremely preoccupied with the lack of career advancement reported by our Black members,” said Din Kamaldin, Black caucus co-chair. “Even those with over 20 years in the federal public service haven’t been promoted.”

“Employers must understand the profound impacts of workplace discrimination on our members’ family lives,” added Jennie Esnard, Black caucus co-chair. “It was heartbreaking to hear that members had to take sick leave to deal with the unbearable stress that they faced due to discrimination.”

“PIPSC is committed to supporting its Black members, and as Human Rights and Diversity Committee Chairperson, I’ll work with our teams and our Black caucus to address the report’s findings and move them forward,” said Stacy McLaren.

Thanks to the leadership of the Black Class Action Secretariat and the public service professionals who initiated this call for justice, we can support this critical lawsuit, stand in solidarity with our Black colleagues, and push for a more just and equitable Canada.

Following a disappointing meeting with Treasury Board Secretariat (TBS) on November 7 2024, PIPSC is voicing concerns over the government’s approach to public service cuts. The union is disappointed by both the lack of consultation, and by TBS’s apparent lack of preparation, despite the fact that these cuts were first introduced in the 2024 budget. 

“We expect genuine engagement with our members and consultation at the departmental level,” said PIPSC President Jennifer Carr. “Without this, we risk seeing the same type of blanket cuts we saw during the Harper era—which had a detrimental impact on the programs and services Canadians rely on.”

While it’s encouraging to see TBS advising departments to cut back on consultants and contractors, only time will tell if departments will follow through. Without firm measures and oversight, this shift could become an empty promise, and our members will bear the brunt.

The government’s reassurance that cuts “will not affect services to Canadians” rings hollow when we consider the reality of attrition. 

“Every position left unfilled represents real work not being done and real services not being delivered to Canadians,” said Carr. “Every vacant position means fewer people doing the same amount of work—or more. Burnout among our members is an inevitable outcome of this approach.”

We are particularly concerned by ongoing cuts to training—as well as temporary, casual, term, and student positions. These roles often represent a first step for young workers into the public service, and cutting them is short-sighted. With a wave of retirements on the horizon, we should be investing in the next generation of public servants, not pushing them away. 

“These cuts threaten to create a lost generation in the public service at a time when we need new talent and fresh perspectives more than ever,” said Carr. 

It’s time for the government to reconsider its approach, ensure departments adhere to TBS guidance, and protect the essential services Canadians rely on.

OTTAWA, November 4, 2024 — The Government of Canada is committed to building its digital talent to deliver best-in-class digital programs and services for all Canadians.

Today, the Honourable Anita Anand, President of the Treasury Board and Minister of Transport, announced the first annual investment of $4.725 million to support the IT Community Training and Development Fund.

The fund aims to support the professional development of over 20,000 IT practitioners in the Government of Canada (GC) and was established under the latest collective bargaining agreement with the Professional Institute of the Public Service of Canada (PIPSC).

Managed jointly by the Treasury Board of Canada Secretariat and PIPSC, this fund provides support to ongoing efforts to equip the government’s IT professionals with the latest digital skills and knowledge. In doing so, the fund helps to strengthen the capacity of the public service to design, deliver, and maintain robust, human-centered technology solutions and services.

By supporting the expertise and excellence of the public service, we can deliver effective, modern and citizen-focussed programs and services to Canadians.

Details of training and development opportunities are available via the GC Digital Talent Platform: IT Community Training and Development Fund | GC Digital Talent

Quotes

“The Government of Canada is building its digital talent to deliver best-in-class services to Canadian in the digital age. The IT Community Training and Development Fund will help our efforts to future-proof our public service by building in-house technical expertise to ensure we deliver high quality and reliable services that Canadians deserve.’’

• The Honourable Anita Anand, President of the Treasury Board and Minister of Transport

"This fund is a positive step in recognizing and supporting the career development of IT professionals who are the backbone of our federal government’s digital presence. This investment not only expands skill-building opportunities for our members but also has the potential to reduce the government’s reliance on outsourcing. By strengthening in-house expertise, we can preserve critical institutional knowledge, reduce dependency on IT consultants, and ensure the high-quality, cost-effective services Canadian taxpayers expect."

•  Jennifer Carr, President of the Professional Institute of the Public Service of Canada (PIPSC)

Quick facts

• The IT Community Training and Development Fund was launched in 2024 under the latest collective bargaining agreement with the IT Group with the Professional Institute of the Public Service of Canada (PIPSC).

• A total amount of $4.725 million will be provided annually, starting April 1, 2024, for the duration of the current IT Collective Agreement to significantly invest in the enterprise-wide professional growth and skill enhancement of the GC's digital workforce, currently comprising of over 20,000 employees.

• The GC Digital Talent Strategy supports new digital skills development, recruitment and retention, including untapped and underrepresented sources of talent  to meet current and anticipated requirements of the digital community.

• The GC Digital Talent Strategy supports several Government of Canada strategies: The GC Application Hosting Strategy, The Data Strategy for the Federal Public Service, and GC Enterprise Cyber Security Strategy.

• In January 2024, the Government launched the new GC Digital Talent Platform, which serves as a centralized hub for connecting individuals, internal and external, with a wide range of digital and tech roles across the GC. The platform has approximately 850 prequalified applicants ready to be paired with digital opportunities in the federal public service. New job opportunities are posted on an ongoing basis.

Associated links

• Minister Anand announces the launch of the GC Digital Talent Platform to build a strong and diverse digital public service - Canada.ca
• Directive on Digital Talent

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For more information: 

Myah Tomasi
Press Secretary
Office of the President of the Treasury Board of Canada
Myah.Tomasi@tbs-sct.gc.ca
343-543-7210

Johanne Fillion 
Professional Institute of the Public Service of Canada
Communications Officer
613-883-4900
jfillion@pipsc.ca

Media Relations
Treasury Board of Canada Secretariat
Telephone: 613-369-9400
Toll-free: 1-855-TBS-9-SCT (1-855-827-9728)
Email: media@tbs-sct.gc.ca