Canada’s unions are expressing solidarity with advocates in the United States who are fighting to protect reproductive rights.

The Canadian Labour Congress (CLC) commits to protecting our own hard-won gains and to fill the gaps in access to sexual and reproductive health and rights in Canada, including abortion.

We can’t take abortion rights in Canada for granted. There is an alarming and well-funded effort by anti-choice groups in Canada to elect politicians who support restrictions on reproductive health services and rights. As members of the CLC, we will resist any attempt to take us backwards and support the efforts to improve access.

Canada’s unions have a deep and longstanding commitment to sexual and reproductive health and rights. Unions and labour activists joined the call to decriminalize birth control and abortion in the 60s and 70s. Since the 1988 Morgentaler decision, the labour movement has worked with feminist organizations and other allies to resist attempts to introduce new restrictions to abortion rights and access.

Canada’s unions have long called for public coverage of medical procedures and medication to allow people to decide whether and when to have children, promote maternal health, affirm their gender identity, and meet other sexual and reproductive health care needs. They have also called for better access to abortion services in regions where it remains difficult to obtain sexual and reproductive health care. Unions continue to support comprehensive sexuality education, access to health care for trans people, and protections for pregnant people in unsafe working conditions.

Access to abortion services remains a problem, especially in rural, remote and Indigenous communities, for young people, for those with precarious immigration status or who don’t have the means to travel. In some provinces, like New Brunswick and Prince Edward Island such services are virtually non-existent on account of provincial policies that restrict access or impose limits on funding. The lack of access to sexual and reproductive health care and rights has disproportionate impacts on people who experience various forms of marginalization, such as Indigenous women, Black and racialized women, women with disabilities, trans and non-binary folk, immigrant, migrant and refugee women.

Canada’s unions will not tolerate any attempt to roll back abortion rights.

Over 3,000 members, like you, participated in our recent union-wide telephone town hall on the Phoenix compensation agreement and our central bargaining wins.

For those who could not join us, you can listen to recordings of our three sessions:

English Eastern Canada (Audio file - MP3)
English Western Canada (Audio file - MP3)
French Session (Audio file - MP3)

We recommend that PC and MAC users download these files to their hard drive to avoid playback issues.

During the town hall, President Debi Daviau gave an overview on the steps being taken to replace Phoenix.

She also outlined the major announcements made on our Phoenix compensation agreement. This agreement is separate from our bargaining work.

Please note that you are not required to file a grievance to access compensation under the Phoenix Compensation agreement. We will provide details on how this claims process will work as soon as they are announced. Other questions you may have about this agreement are addressed in our FAQs.

Richard Beaulé, Director of Labour Relations joined the town hall to discuss the wins made at central bargaining table and to answer questions about group-specific tentative agreements.

Some groups have tentative agreements now and others continue their important work at the bargaining table. Find out where your group stands: pipsc.ca/groups.

Telephone town halls are an excellent opportunity to exchange ideas directly. We look forward to our next discussion in the months ahead.

The RCMP CM Negotiation Team has successfully concluded negotiations in mediation with the Treasury Board to secure a Memorandum of Agreement establishing the terms for transition of RCMP civilian members into the PIPSC collective agreements. The RCMP CM Memorandum of Agreement (RCMP CM MOA) is effective upon deeming, May 21, 2020, and your existing terms and conditions, including pay-matching, continue until that time.

This agreement is the culmination of months of preparation, including a review of all RCMP terms and conditions, membership survey, bargaining conference with CM participants, many meetings of your Negotiation team, nine days of negotiation meetings with Treasury Board and three full days and evenings in mediation. 

The RCMP CM Negotiation Team set out to accomplish a fair and equitable agreement to address the concerns and priorities of our civilian members, as identified by civilian members in the membership survey. These priorities included Sick Leave, Annual Leave, Hours of Work, Overtime, Lieu Time Banks and Retirement Relocation.

Highlights of the Agreement

The following terms will apply for all civilian members upon deeming:

1. Sick Leave – PIPSC members currently receive sick leave bank credits under the collective agreements, and are eligible for Long-Term Disability (LTD) after thirteen (13) weeks (65 days). Upon deeming, civilian members will be granted a sick leave bank of a minimum of 65 days or 10 days per year of service, whichever is greater. 
2. Vacation – Civilian Members will retain the accrual rate in effect upon deeming, until reaching the next increment under the collective agreement. In addition, each civilian member will receive:
   • A one-time vacation entitlement of five (5) days as provided for under the collective agreement; plus
   • An additional one-time vacation leave adjustment of forty (40) additional hours.

With the inclusion of two days of personal leave per year available under the Collective Agreement, over 85% of civilian members will receive more paid leave than under the existing RCMP Terms & Conditions.

3. Hours of Work – Change from 40 hours per week including paid half-hour meal break to 37.5 hours with unpaid lunch. 
   • While CM's are pay-matched in respect to annual salary and weekly pay, this results in a 6.67% increase in the hourly rate for the purposes of calculating overtime and payouts of leave bank and compensatory/lieu time.
   • Civilian members required to remain on duty during their lunch hours will be paid overtime.
4. All leave banks, including vacation and lieu time credits, will be maintained at existing levels upon deeming, with no adjustment due to the increase in hourly rate. This represents a 6.67% increase in the value of these credits at time of payout. Maximum carry-over provisions under the collective agreements will not apply until March 31, 2021, with excess amounts paid out at the new hourly rate.
5. Retirement Relocation benefits have been retained for those eligible due to a relocation that occurred prior to deeming.
6. RCMP Funeral & Burial entitlements have been retained.

The Agreement includes a parity clause, which requires the employer to incorporate any civilian member transition measures, negotiated by another bargaining agent (union) between now and the date of deeming, which are more generous than those contained in the agreement.

Additional Details

We will be preparing information packages and scheduling information webinars specifically for civilian members in the coming days and weeks. Please monitor your email for more information.

Next Steps

The RCMP CM Memorandum of Agreement (MOA) will be included in the Minutes of Settlement for renewal of the PIPSC Group Collective Agreements, for ratification. Presently the AV, NR, RE, SH and SP Groups have reached tentative agreements for renewal collective agreements, and these groups will be commencing the ratification process in the coming weeks. As part of the ratification process, information packages are being prepared for distribution to every eligible member of these groups, including registered civilian members, which will provide more details of the proposed changes to the group collective agreements, including the results of the Central Agreement and the RCMP CM MOA. 

The CS Group is preparing for mediation in July, and the RCMP CM MOA will form part of the outcome of the CS negotiations.

In the event that a PIPSC group collective agreement is not signed prior to deeming, the expired collective agreement will apply to the civilian members in this group, except that the terms and conditions of employment included in the RCMP CM MOA will also apply.

You Must Be a Member to Vote

In order to cast your ballot during the ratification process, you must be registered as a PIPSC member. You can register here: https://www.pipsc.ca/member-tools/application

Thank You!

The Negotiation Team would like to recognize the continuous contribution and support of PIPSC President Debi Daviau, Director of National Labour Relations Richard Beaulé, and the PIPSC Communication and Mobilization Teams during these historic negotiations.

Better Together!

RCMP CM Negotiations Team,
Daniel Chamberlain, Chair
Civilian Member

This Indigenous History Month marks the release of Reclaiming Power and Place: The Final Report of the National Inquiry into Missing and Murdered Indigenous Women and Girls.

Over three years the National Inquiry held Truth Gatherings where families and survivors shared their experiences with violence, their recommendations and their art in 1,484 testimonies. The commissioners also gathered information on institutionalized violence along with testimony from experts, Elders and knowledge keepers.

We, along with the Canadian Labour Congress, call for immediate action to end violence against Indigenous women, girls and two-spirited people.

We insist upon the implementation of the National Inquiry’s recommendations.

We continue our call for the federal legislature to pass Bill C-262 this session and ensure that the laws of Canada are in harmony with the United Nations Declaration on the Rights of Indigenous Peoples.

And, we ask our members to take action now on the Calls for Justice for All Canadians, to learn the true history of Canada and to become informed and active allies to Indigenous Peoples.

Suggested Resources for Learning:

• National Inquiry into Missing and Murdered Indigenous Women and Girls. Our Women and Girls Are Sacred: The Interim Report of the National Inquiry into Missing and Murdered Women and Girls.
• National Inquiry into Missing and Murdered Indigenous Women and Girls. Their Voices Will Guide Us: Student and Youth Engagement Guide.
• Transcripts, testimonies, and public statements offered during the Truth-Gathering Process, available at http://www.mmiwg-ffada.ca/transcripts/ and http://www.mmiwg-ffada.ca/part-ii-and-part-iii-knowledge-keeper-expert-and-institutional-hearing-transcripts/.
• Canadian Labour Congress. Indigenous Lobby Guide.

Suggested Resources for Allyship:

• Amnesty International. 10 Ways to Be a Genuine Ally to Indigenous Communities.
• Dr. Lynn Gehl. Ally Bill of Responsibilities.
• Indigenous Perspectives Society. How to Be an Ally to Indigenous People.
• Montreal Urban Aboriginal Community Strategy Network. Indigenous Ally Toolkit.

National Indigenous History Month is an opportunity to honour Indigenous heritage and celebrate Indigenous contributions and cultures across this land.

PIPSC President Debi Daviau, BC/Yukon Regional Director Rob MacDonald and CLC Indigenous Representative Greg Scriver will be participating in the Whitehorse APTN Indigenous Day Live event on Saturday June 22, 2019.

WATCH LIVE

Aboriginal Peoples Television Network (APTN) is also hosting live events in Whitehorse, Winnipeg and Calgary.

We encourage all members to take action in solidarity with Indigenous Peoples:

• read the Final Report of the National Inquiry into Missing and Murdered Indigenous Women
• send a letter to your Senator supporting Bill C-262, An Act to ensure that the laws of Canada are in harmony with the United Nations Declaration on the Rights of Indigenous Peoples
• learn about the efforts of the Canadian labour movement to work as allies to Indigenous people
• educate yourself on Canada’s history and how to become an ally.

The Ontario Government held consultations with public sector employers and bargaining agents in early May. We attended to represent our members in the Ontario Provincial Group, and also submitted our comments in writing to the government.

While not stated explicitly, it was clear that the Ontario government was seeking feedback on possible wage constraints or wage caps for public service workers. We, along with our sister unions, made very clear that any wage adjustment would be considered unacceptable and would be vigorously opposed. Changes to wages must be negotiated at the bargaining table and our contracts must be respected.

The consultation also sought to identify additional cost cutting tools. We were able to unequivocally advise against outsourcing as an option. Based on our disastrous experience with Phoenix federally, we know how wasteful and ineffective outsourcing can be.

We will fight any wage cuts to Ontario public servants. We know that public servants provide high quality essential public services to Ontarians. These services must be maintained, and qualified, experienced public servants are required to do this work.

On June 6, 2019 Institute Vice-President Stéphane Aubry and PIPSC Economist Ryan Campbell appeared before the Standing Senate Committee on National Finance regarding Bill C-97, which seeks to implement provisions of the March 2019 federal budget.

The Senators were particularly interested in what the Institute had to say about “supporting employees who must reimburse a salary overpayment to their employer due to a system, administrative or clerical error”.  This was likely a direct consequence of the PIPSC submission earlier this year to the Department of Finance about proposed new measures to help correct the critical issue of tens of thousands of our members having to repay the gross instead of the net amount of a salary overpayment caused by Phoenix. 

Current legislation requires employees who have been overpaid in the previous year to reimburse their employer the gross amount of the overpayment. They must then seek reimbursement from the Canada Revenue Agency (CRA) for the excess income tax, Canada Pension Plan (CPP) contributions and Employment Insurance (EI) premiums that were deducted when the overpayment was made. This is patently unfair and places an undue financial burden on affected employees.

Finance Canada is proposing new measures to address this problem.

Our representatives reminded the Committee of the terrible impact that this flawed pay system has had on PIPSC members. For the past three years, they have been subjected to a pay system that is unable to pay them on time or correctly.  They have received too little, too much or sometimes simply no pay. 

Yet they continue to show up to work despite all this.  Why? Because they are dedicated public servants.  Because they are professionals. And they deserve to have their employer, the federal government, take the necessary steps to spare them the consequences of the incredible failure that is Phoenix.

The Institute’s overall position is that the proposed legislative amendments will assist its members with some of the negative tax consequences they have faced resulting from overpayment.  Vice-President Aubry nevertheless took the opportunity to outline some of the Institute’s concerns with the amendments.

We understand that the Canada Revenue Agency will be publishing additional guidance in the near future to assist employers in the implementation of the proposed amendments.

While this will certainly be helpful, we cannot overemphasize how important it is for the government to make sure all its departments and agencies are aware of the “net vs. gross” overpayments policy and that they apply it correctly for our members.

Our members have suffered enough because of Phoenix.  Let’s make sure they are treated well, and effectively, when it comes to repaying overpayments that occurred through no fault of their own.

It is Pride Month and we are ready to celebrate!

The labour movement has an important role to play in continuing to fight for the rights of LGBTQ2+ people. From ending the blood ban and ensuring healthcare for transgender people to establishing Pharmacare and negotiating collective agreement language that includes everyone ­— there is still work to do.

PIPSC marches in solidarity with LGBTQ2+ communities across the world. Members will be out marching in cities across the country throughout the Pride season.

You can join us in:

• Regina
• Hamilton
• Victoria
• Charlottetown
• Montreal
• Ottawa
• Calgary

If you’d like to organize a group of PIPSC members to march in your community, please let us know! We can provide support and promote your event.

ORGANIZE A PRIDE EVENT

Take this opportunity, as folks in the LGBTQ2+ community and as allies, to celebrate and keep fighting!

Learn more about our Human Rights and Diversity Committee.

President Debi Daviau signed the agreement with Treasury Board that provides compensation to all PIPSC members paid by Phoenix. The agreement details were announced earlier this month.

This agreement provides each member paid by Phoenix with five days of paid leave in compensation. Members will have a claims process to receive every dollar that they’ve lost due to Phoenix, as well as a mechanism to be compensated for its damages.

Days of leave and the updated claims process will come into effect 150 days after signing, November 12, 2019.

The Treasury Board and 15 public service unions finalized this joint agreement that will compensate 146,000 current and former employees who were paid by Phoenix.

READ THE NEWS RELEASE

The agreement applies to employees, retired employees, former employees and the estates of deceased employees. Separate agencies are expected to duplicate this agreement shortly.

Answers to your frequently asked questions on this Phoenix compensation agreement are available now.

PHOENIX FAQs

Despite not getting paid properly, our members have come to work each and every day to give their best in service of the public. We can't erase the loss and suffering that Phoenix has caused for these dedicated public service professionals. But with the commitments and the compensation enshrined in this settlement, the Treasury Board has taken important steps forward.

For support in dealing with your individual Phoenix case please contact our PIPSC Phoenix Team.

Today, President Debi Daviau joined the Treasury Board to announce the next steps in the journey to replace Phoenix. This is an encouraging step forward.

PIPSC members, including President Daviau have been an integral part of the process and will continue to be consulted through piloting and testing. It is critical that we remain vigilant and ensure the process to replace the pay system stays on track

Details in the press release below:

Government of Canada qualifies 3 vendors to advance Next Generation solution

June 12, 2019 - Ottawa, Ontario – Treasury Board of Canada Secretariat

Canada’s hard-working public servants must be paid accurately and on time. The Government of Canada is committed to making this right for its employees.

Today, the Government reached another milestone in its ongoing efforts to eventually replace the Phoenix pay system. Following an innovative and agile procurement process that sets the template for transformative technological change, the Government has selected Ceridian, SAP, and Workday as the qualified vendors. These vendors will continue to work with the Government to identify the path forward for the Next Generation solution, in preparation for the replacement of Phoenix.   

For the past year, the government has been asking vendors to prove their capacity to deliver through a series of three increasingly complex stages (or gates). Throughout the process, the government engaged closely with bargaining agents, technology providers and, most importantly, public service employees. From January to April, in-person and digital User Expos were held across the country to gather insights from thousands of employees on potential features of a new system and for them to provide feedback.

Bargaining agents, notably the Professional Institute of the Public Service of Canada representing government IT professionals, have been closely involved throughout the process and the government is committed to continuing to work with them in the next stages of the project.

The next step will be to establish partnerships with one or more of the vendors for the co-design and the delivery of pilot projects, to test solutions against the real complexity of federal government HR and pay needs. The government will continue to engage with employees and bargaining agents in an open and transparent manner, so that the new solution addresses the needs of a modern public service.

Quotes

“We’ve learned the lessons of the past and have radically changed the way we are pursuing a modern, user-friendly and mobile HR and pay solution. We’re investing the time and resources to make sure the solution fits the needs of our employees. Our world-class public service deserves no less.”

- The Honourable Joyce Murray, President of the Treasury Board and Minister of Digital Government

“Our Government is committed to finding a system that meets the needs of employees, in the most efficient and cost-effective manner. To support this goal, we are taking an agile procurement approach that includes continuous collaboration with industry, government departments, unions and employees at each stage of the process.”

- Steven MacKinnon, Parliamentary Secretary to the Minister of Public Services and Procurement and Accessibility

“This is another encouraging step on the long road to a new, reliable pay system. The consultation process has been productive and our members will continue to participate in ongoing piloting and testing. I will remain vigilant that the work to replace Phoenix remains on track and is a top priority.”

- Debi Daviau, President of the Professional Institute of the Public Service of Canada

Associated links

• Next generation human resources and pay system for the public service
• Government of Canada takes next steps towards next generation pay system