Facebook
Facebook

New round of Treasury Board bargaining begins this month

Bargaining teams for the PA, SV, TC and EB groups are heading back to the table this month for their first meetings with the employer — talks that will set the tone for the months ahead as we negotiate new contracts for more than 120,000 federal public service workers.

These initial meetings are our first opportunity to present the priorities identified by members. It’s also the employer’s first chance to show whether they’re ready to make meaningful improvements to members’ working conditions.

The PA and SV group will meet with the employer on June 11 and 12, and the EB and TC groups will meet on June 18 and 19.

Key priorities

Thousands of members helped shape PSAC’s bargaining proposals by participating in our bargaining survey, submitting bargaining proposals, and attending our National Bargaining Conference.

Our key priorities include fair compensation that reflects the value of our work, greater job security and safer workplaces, and stronger provisions for remote work. We’ll share our demands once they’re tabled and keep you updated as talks unfold.

Stay connected

Make sure you’re on our mailing list to receive the latest bargaining updates as they happen. We’ll be sharing more throughout negotiations.

This article was first published on the PSAC website.

New CIU Scholarship Program: The Laurel Randle Memorial Bursary

CIU is proud to announce our new scholarship program! Starting this year, in an effort to help offset escalating tuition costs which act as a barrier to post secondary education, CIU will be offering a yearly bursary of one thousand dollars — the Laurel Randle Memorial Bursary.

A former member of the CIU National Board of Directors as well as a Labour Relations Officer working at the CIU National Office, Laurel Randle dedicated her professional life to union activism. In recognition of all her contributions to CIU and to union causes, Laurel’s name and legacy lives on through the Laurel Randle Memorial Bursary.

The yearly deadline to apply for the bursary is July 31 at 11:55 pm ET. For more information regarding the Scholarship Program, its eligibility requirements, and how to apply, please see: https://ciu-sdi.ca/en/laurel-randle-memorial-bursary/

CIU National President meets with Public Safety Minister Anandasangaree

On May 30, 2025, Customs and Immigration Union National President Mark Weber met with the new Public Safety Minister, Gary Anandasangaree, along with Secretary of State for Labour John Zerucelli.

With the new parliamentary session having just started this week, CIU is pleased that the Minister took time early in his mandate for this introductory meeting. The meeting focused on the party’s campaign promises — such as hiring 1,000 additional border officers —  with both the Minister and the Secretary of State taking a clear interest in matters affecting CIU members. It is evident that Minister Anandasangaree is keen on maintaining the good working relationship the union established with his predecessor. This first meeting set a positive tone and we look forward to the next opportunity to sit down with the Minister and advance ongoing issues of importance to our membership.

Employer to reimburse vacation and compensatory leave used on DPH

In a positive step forward for variable shift schedule workers at CBSA, the Union and the Employer have signed a memorandum of agreement (MoA) settling issues around the use of vacation and compensatory leave to cover hours not worked when an employee is scheduled on Designated Paid Holidays (DPH).

Background

The employer has long insisted that variable shift workers should use leave to cover the difference between the 7.5 hours credited to day workers on a holiday and the rest of their scheduled hours of work when they could not complete a shift scheduled on a DPH, a practice that the union has always argued was contrary to the language of our collective agreements. This led the union to file an unfair labour practice (ULP) on March 3, 2022, regarding the employer’s requirement for an employee who is scheduled to work on a DPH, and who requests not to complete an entire shift, to use vacation or compensatory leave to account for the unworked hours. On October 10, 2024, the Guay-Bassett decision addressed the use of sick or family-related leave in a similar context, providing much needed clarity by finding that the employer’s practice was indeed incompatible with our collective agreements.

In light of the 2024 Guay-Bassett decision, the employer and the union have now agreed that, moving forward, the employer will cease the practice of requiring that employees use any leave — sick, family-related, vacation, and compensatory — to cover unworked hours on a scheduled DPH. The new MoA also aims to address outstanding cases where employees were required to use vacation or compensatory leave in that context, for the period between May 3, 2022 (when the ULP was filed) and October 10, 2024 (when Guay-Bassett was issued).

MoA implementation: Information required from members

As per the MoA, the employer will reimburse affected employees who were required to use vacation or compensatory leave to cover hours not worked at the beginning or end of a DPH, for the period between May 3, 2022 and October 10, 2024. As part of the implementation of the agreement, the union has sixty (60) days from the date of signing — May 20, 2025 — to provide a list of affected employees to the employer.

Therefore, if you are currently or were previously working under a variable shift schedule and you were required by management to use vacation or compensatory leave to make up for unworked hours you were scheduled to work on a DPH for the period from May 3, 2022 to October 10, 2024, please forward the following information to chantal.beauchamp@ciu-sdi.ca as soon as possible and by Monday, July 14 at the latest to ensure you are included in the list provided to the employer:

  • Grievance (if any) filed on the matter
  • Proof of management requesting that you use vacation or compensatory leave, such as emails
  • Specific information about the affected shift (date, hours, amount of leave used)
  • Work location, name of involved managers, etc.

If you were required to use vacation or compensatory leave as per the context provided above prior to May 3, 2022, please reach out to your Branch President so your case can be assessed. Branch Presidents can reach out to their CIU Labour Relations Officer for further guidance.

Branch Presidents should also forward any relevant information they have pertaining to their members to chantal.beauchamp@ciu-sdi.ca prior to the deadline indicated above.

The employer will then have sixty days to review the list provided by the union. We will make sure to inform affected employees of any important progress.

Guay-Bassett Decision: Sick leave and family-related leave

The memorandum of agreement also includes language stemming from the 2024 Guay-Bassett Decision around reimbursing employees who filed grievances on the use of sick or family-related leave to account for unworked hours on a scheduled DPH. As per the agreement, both parties will be working together to confirm the list of affected grievances within thirty (30) days from the date of signing (May 20, 2025). Members who have relevant active grievances are therefore invited to provide the following information to chantal.beauchamp@ciu-sdi.ca as soon as possible and by Monday, June 14 at the latest to ensure they are included in the final list that will be reviewed by the employer:

  • Grievance wording and number
  • Which stage the grievance is at (as the union does not have the ability to track grievances prior to the final level)

The employer will then have ninety days to review the list provided by the union. We will make sure to inform affected employees of any important progress.

Branch Presidents should also forward any relevant information they have pertaining to  chantal.beauchamp@ciu-sdi.ca prior to the deadline indicated above.

May 17: International Day against Homophobia, Transphobia, and Biphobia

May 17 is the International Day against Homophobia, Transphobia, and Biphobia (IDAHOBIT).

2SLGBTQIA+ communities are increasingly under attack in Canada and around the world. Initiatives promoting diversity, equity and inclusion are being dismantled, putting hard-won rights at risk, and leading to a rise in hateful rhetoric.

This year’s IDAHOBIT theme, The Power Of Communities, reminds us that solidarity is our greatest strength. When we share knowledge, support each other, and raise our voices together, we push back against hate and create safe workplaces where everyone can thrive without fear.

On May 17, we invite you to explore some of the important 2SLGBTQIA+ organizations offering advocacy, education, and resources:

This content is based on a post by PSAC.

Prime Minister Carney’s new cabinet must put public services first

psac logo scfp
psac logo scfp

The Carney government has named its first cabinet – now we have to make ensure protecting public services are at the core of their work.

Cabinet ministers make decisions every day that impact the public services people in Canada rely on and the workers who provide them. Each minister must ensure that supporting public services is a top commitment if we are to build a strong foundation against tariffs and economic uncertainty.

This cabinet includes key ministers and Secretaries of State who will have an important role in the delivery of public services, and PSAC will be pushing for these issues to be priorities and will keep members updated on how they will be impacted.

“This is a pivotal moment for our new government as workers in Canada face a cost-of-living crisis and families grapple with the impact of tariffs on our jobs and economy,” said Sharon DeSousa, PSAC National President. “Protecting the public services people rely on has to be at the heart of everything we do, and cabinet has a vital role to play in strengthening our public service and supporting the workers who deliver them.”

 

PSAC is calling for:

  • Strong, well-funded public services;
  • Enacting improvements to Canada’s Employment Equity Act and delivering justice for marginalized workers who have endured decades of discrimination.

The ministerial role of Government Transformation, Public Works and Procurement could be especially important in ensuring these issues are addressed.

“We support building an efficient, modern and robust federal public service, but we expect to be consulted and be part of an open dialogue about government transformation,” said DeSousa. “Major changes to the way the government operates will inevitably impact public services and the workers who deliver them.”

 

We’ll be seeking clarity about Minister Lightbound’s mandate and its impact on the future of Canada’s public service and plans to cap the size of government.

We are also disappointed that labour issues and workers’ rights haven’t been prioritized as a key portfolio in Prime Minister Carney’s central cabinet. While we look forward to advocating for workers with Secretary of State John Zerucelli, the lack of a voice for labour in a core cabinet position will mean there’s less of a focus on workers and families, especially the most vulnerable and precarious workers.

PSAC is also concerned about the lack of portfolios to address systemic barriers for many equity groups across the country, including anti-racism, 2SLGBTQIA+ communities, and persons with disabilities.

 

Key cabinet positions with an important role in the delivery of public services include:

  • President of the Treasury Board, Shafqat Ali
  • Minister of Government Transformation, Public Works and Procurement, Joël Lightbound
  • Minister of Jobs and Families, Patty Hajdu
  • Minister of Public Safety, Gary Anandasangaree
  • Minister of National Defence, David J. McGuinty
  • Minister of Women and Gender Equality, Rechie Valdez
  • Minister of Artificial Intelligence and Digital Innovation, Evan Solomon
  • Secretary of State (Labour), John Zerucelli

 

Together, we’ll ensure public service workers are respected, and the services people rely on are protected.

This article was first published on the PSAC website.

PSAC’s 2025 Scholarship Program is now open

The program consists of 24 scholarships, including:

  • 14 scholarships for dependent children of current PSAC members, who will be attending full-time studies at a recognized post-secondary institution in the fall of 2025;
  • three scholarships for PSAC members who will be registered in full-time studies at a recognized post-secondary institution in the fall of 2025;
  • two scholarships for PSAC members who will be registered in part-time studies at a recognized post-secondary institution in the fall of 2025;
  • five scholarships for members or dependents of members who self-ID as a woman, Indigenous, person with a disability, racially visible or 2SLGBTQIA+.
  • Deadline: June 23, 2025, at 11:55 p.m. ET

Application details:

PSAC Scholarship Program guidelines

Online application form

Applicants are required to submit a 750- to 850-word essay, a YouTube video, infographic, song, or other original creative work answering the scholarship question. This year’s questions focus on:

  • For members: Beyond Accommodations – Transforming Union Culture: How can PSAC shift from reactive accommodations to proactively designing accessible workplaces, relationships, events, and campaigns? Provide practical examples illustrating this transformation.
  • For children of members: What does solidarity mean to you? and how can youth contribute to building fair and just workplaces for the future?

All submissions must be original and under five minutes in length. Sources used must be cited to avoid plagiarism.

Applicants must either be a PSAC member in good standing or the dependent child of a PSAC member in good standing as of March 31, 2025.

View the list of 2024 scholarship winners.

We look forward to receiving your application!

This article was first published on the PSAC website.

Asian Heritage Month: Celebrating diversity and sharing our stories

Asian Heritage Month is an opportunity to honour the diverse histories, cultures and contributions of Asian communities across Canada. Officially recognized in 2002, this month invites us to celebrate the achievements of people of Asian descent and reflect on the challenges they continue to face – from discrimination to underrepresentation in leadership roles.

Asian Canadians have played an important role in shaping Canada’s labour history – from Chinese railway workers and Japanese fishermen in the 1800s to the recent contributions of activists from the Migrant Workers Alliance for Change and Justice for Migrant Workers who advocate for the rights of migrant and temporary foreign workers across the country.

While we have made progress to build inclusion and dismantle racism and discrimination in Canada, anti-Asian racism and other forms of discrimination persist in our workplaces, unions and communities.

As a union, PSAC is committed to continue fighting for safer and more inclusive workplaces and communities. This fight requires action from all levels of government, institutions, unions, and allies.

Share your story

This Asian Heritage Month, we invite PSAC members of Asian descent to share their stories and experiences. By amplifying these voices, we foster dialogue, promote awareness and strengthen our union’s commitment to social justice.

Together, let’s use this month as a catalyst for lasting progress – building a union and a country rooted in equity, inclusion and solidarity for the future.

This article was first published on the PSAC website.

Jewish Heritage Month: Celebrating Jewish history and amplifying members’ voices

May is Jewish Heritage Month, an opportunity to celebrate the vibrant history, culture, and outstanding contributions of Jewish Canadians in the labour movement and society. Jewish Canadians have been at the forefront of the fight for workplace rights and justice, helping to secure many of the protections we benefit from today.

Jewish Canadians have made significant contributions to Canadian labour history, especially in the early 20th century. Many worked in garment factories in cities like Montreal and Toronto, where they became leaders in union organizing and labour activism. They helped establish strong unions such as the International Ladies’ Garment Workers’ Union and fought for fair wages, better working conditions, and social justice.

Jewish labour activists also played key roles in broader movements for workers’ rights and anti-racism initiatives. Their legacy continues in Canada’s strong tradition of labour organizing and progressive social advocacy. From leading garment worker strikes to championing fair wages and safe conditions, Jewish Canadians have played a pivotal role in building a more just and equitable workplace for all.

Fighting for safer workplaces 

As we reflect on these achievements, PSAC reaffirms its commitment to recognize the contributions of Jewish Canadian workers and oppose antisemitism and all forms of hate in our workplaces, our union, and our communities.

PSAC will soon launch new training tools for union leaders focused on identifying, addressing, and preventing antisemitism in our workplaces and within PSAC, including resources to help all members recognize and oppose antisemitism, fostering safer and more supportive environments for everyone.

Celebrating Jewish Canadian history is not just about honouring the past – it’s about our commitment to equality. Throughout Jewish Heritage Month, PSAC will amplify Jewish members’ voices by sharing their stories, fostering understanding, and inspiring solidarity across our union.

Share your story

Together, let’s honour Jewish Heritage Month, celebrate the achievements of our Jewish labour activists, and renew our commitment to building a union where every member feels heard, valued, and respected.

This article was first published on the PSAC website.

May Day 2025: Celebrating our strength, uniting for the challenges ahead

As we gather to commemorate May Day, we reflect on the significant contributions and dedication of workers in Canada and around the world. This is a powerful celebration of workers’ rights and hard-fought battles by the labour movement, but also a time to recognize the need to continue the fight for justice, equity and safe and healthy workplaces.

Across the country, PSAC members are showing their collective strength. Academic workers are organizing and taking collective action to secure fair agreements. Gaming workers are fighting to win decent wages. And let’s not forget the firefighters, healthcare workers and other public service workers who keep us safe every day.  Whether it is fishery officers safeguarding our oceans, a housing worker ensuring families have a roof over their heads or a lab technician developing cancer treatments, our work matters, and so does our rights.

As we look ahead, we must remind ourselves of the challenges that lie ahead.

The next few years will demand everything we have to protect the rights of workers, and the public services people depend on. We’re ready to work with the new elected government to protect public pensions and ensure a fair bargaining process for PSAC members. And we will continue to hold the new government accountable to ensure they strengthen public services and support the workers who deliver them.

Our strength lies in our unity. A better future for workers and families doesn’t just happen. We build it, together.

May Day is a reminder that progress has never come from waiting patiently. It comes from people coming together to say: we deserve better. And it comes from believing that dignity at work isn’t a luxury — it’s a right.

So, wherever you are and whatever work you do, this May Day we invite you to stand with the workers who are making change — not just in big ways, but in quiet, powerful acts of courage every day.

Because when we fight together, we win together. And when we honour every worker, we build a better future for all of us.

This article was first published on the PSAC website.

123...87Page 1 sur 87
Facebook
© Syndicat des douanes et de l'immigration Customs and immigration union