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Happy Holiday Season!

On behalf of the CIU National Office, I wish you and yours a safe and joyous Holiday Season and hope the New Year will bring you health, happiness and peace.

In solidarity – Mark Weber, National President

 

Please note that the CIU National Office will be closed for the Holidays from December 24 to January 2, inclusively.

Should Branch representatives require any assistance during this time, they can contact their Branch President. Should Branch Presidents require assistance, they can contact the National Vice-President assigned to their region.

‘We’re inundated with managers’: Holiday special

We’re pleased to announce the winners of the November round of our ‘We’re inundated with managers’ contest. We’ve received many fantastic submissions and, as a special holiday treat, we have decided to double the number of winning entries for this round!

In the ‘absurdity of the employees/management ratio’ category, congratulations to:

  • A member from Osoyoos, who reports a ratio of six managers for two employees, explaining: “This is the number on a random weekday (not a weekend or evening as managers don’t want to work those). Breakdown: Two officers doing the job. Three administrative superintendents, two operational superintendents, and a chief.” Only missing is a partridge in a pear tree!
  • A member from Walpole Island, with ten managers for four employees, stating: “My initial submission was ten managers to eight employees (this is total who work there) but in office that day were actually four officers to at least ten managers.”

And in the ‘originality of the submission’ category, congratulations to:

  • A member from Lansdowne, who shares a classic CBSA tale: “Fishing season was upon us and lots of traffic was headed north! I walked over the overpass to see a lineup well past US customs while coming in to relieve night shift. That morning, we had two chiefs, two administrative superintendents, two shift superintendents, four officers that morning — and no shift schedule made for the day.”
  • A member from Headquarters, whose anecdote answers the question ‘do we really need so many managers?’: “I was on a team of three, one manager and two analysts. When I went on parental leave, that left one manager to manage one analyst. When I returned from leave, the manager left for another role in a different department and CBSA elected not to replace them. Funny thing is the work never missed a beat with just us analysts. We were even without a director for a good stretch, and we still managed (pun intended).”

Thank you to all who participated! We’ll be announcing the winners for the month of December in the New Year (previous submissions will also be considered, so no need to resubmit them).

Ending gender-based violence in Canada is everyone’s responsibility

On the National Day of Remembrance and Action on Violence Against Women, we remember those who have been murdered in acts of gender-based violence and commit to taking collective action to end violence against women in Canada.

36 years ago, the lives of 14 women were taken at École Polytechnique — just because they were women. This was a targeted act of violence against women seeking an education. In 2024 alone, 187 women and girls were killed by violence in Canada.

On December 6, we honour these women and all those who are killed in acts of gender-based violence, but we must also continue to ensure that adequate action is taken to prevent violence and harm towards all.

Taking action against gender-based violence is everyone’s responsibility.

It’s our responsibility as a union

As a national collective of workers, it is our responsibility to ensure women feel safe at work and in their communities. However, we know that women workers face disproportionate levels of sexual harassment and violence at work. A 2024 survey by StatsCan showed that 94% of survey respondents who reported experiencing sexual harassment at work were women, with Indigenous, Black and other racialized workers, 2SLGBTQIA+ workers, and workers with disabilities being more likely to experience harassment than other groups.

Women workers who have experienced harassment on-the-job often don’t get the support they need due to inaction by management, or fears of negative impacts to their career and reprisals by managers for reporting incidents of harassment.

PSAC continues to push for better training on workplace sexual harassment and violence prevention policies and stronger legislation that supports survivors of harassment and assault and ensures women are protected. As a union, we are committed to fighting for the protection of all workers regardless of their identity.

It’s the government’s responsibility as policy makers

Vital programs to prevent and address gender-based and domestic violence cannot exist without adequate funding. Cuts to public services threaten the resources these programs need to survive.

While the 2025 federal budget proposes $223.4 million in funding over five years to strengthen federal action in response to gender-based violence, it included an overall 2% reduction in operating costs for Women and Gender Equality Canada (WAGE), meaning potential job cuts for the workers who make these programs possible.

The budget also had no mention of or any dedicated funding for addressing Missing and Murdered Indigenous Women, Girls, and Two-Spirit + (MMIWG2S+) individuals in Canada. This so-called “generational budget” leaves out any focused and sustained investments for future generations of Indigenous Peoples.

It is unclear how cuts to WAGE funding will affect program delivery, service quality, and the government’s ability to meet its commitments under both the 2SLGBTQI+ Federal Action Plan and the National Action Plan to End Gender-Based Violence. Organizations across Canada have named gender-based violence as an epidemic and given the federal government tangible steps it can take to stop it.

The federal government must listen to those on the frontlines of the femicide crisis: the recommendations from the Calls for Justice from the National Inquiry into Missing and Murdered Indigenous Women and Girls (MMIWG), the Mass Casualty Commission, the Renfrew County Inquest, and the Women’s Legal Education and Action Fund’s (LEAF) 2024 report outline what can be done to meaningfully address gender-based violence at the federal level. But without adequate funding and attention to WAGE, these recommendations risk being ignored, disproportionately impacting Indigenous, Black and racialized women, women with disabilities, and 2SLGBTQIA+ women, and all women across Canada.

It’s our responsibility as community members

Gender-based violence is a societal problem that impacts everyone. But this also means that each of us can be a part of the solution.

By coming together and taking action against gender-based violence and harassment, we have the collective power to build a safer society built on community care and gender equality.

If you or someone you know is experiencing domestic or sexual violence, support is available. Visit Ending Violence Canada for a list of national and provincial crisis lines and resources.

In memory of

Geneviève Bergeron

Hélène Colgan

Nathalie Croteau

Barbara Daigneault

Anne-Marie Edward

Maud Haviernick

Barbara Klucznik Widajewicz

Maryse Laganière

Maryse Leclair

Anne-Marie Lemay

Sonia Pelletier

Michèle Richard

Annie St-Arneault

Annie Turcotte

This article was first published on the PSAC website.

Early retirement and pension waivers: What you need to know as a federal public service worker

The federal government announced plans in last month’s budget to move ahead with tens of thousands of cuts to federal the public service.

But that doesn’t mean you’ll lose your job. While the employer says many of these cuts will be through attrition and early retirement, PSAC is pushing back on cuts to services, and we’ll be there to fight to ensure you receive the full benefits of your collective agreement. That’s because for decades, we’ve negotiated the strongest Workforce Adjustment protections in the country that lay out clear options if your job is impacted – and we’re at the bargaining table right now fighting for even stronger safeguards.

During the sweeping Harper cuts, one in seven PSAC members received affected notices, but WFA protections like alternation and other measures meant that only a fraction of affected members left the public service involuntarily.

Although the government hasn’t announced the full scope, timing, or locations of these cuts, you should understand your rights and your options as PSAC continues to fight these cuts and defend your rights under the collective agreement.

New early retirement incentive

This week, PSAC members have started receiving letters from their employer notifying them they may be eligible for the government’s new early retirement incentive (ERI). While the employer says ERI exists outside of the negotiated workforce adjustment process, PSAC’s position is that all involuntary layoffs fall under the collective agreement, and we will enforce it.

The government hasn’t announced all the details of the program. But one thing is clear: accepting the ERI means you may not be entitled to the transition support measure — the lump sum payment based on years of service that PSAC negotiated as part of the workforce adjustment and employment transition process. That means you may not receive the entitlements negotiated in our collective agreements to mitigate the harm of job cuts.

PSAC welcomes efforts to prevent involuntary layoffs. But any early departure program must be negotiated with the union and must honour the hard-fought contractual benefits enshrined in our collective agreements. We are pressing the government to meet with us to discuss the full details of the ERI. Once we have this information, we will provide further advice to members.

Members should carefully consider their options and understand their rights before making an informed decision.

Existing pension waiver option

Under the Public Service Superannuation Act, Treasury Board can waive the pension reduction that normally applies when an employee retires before meeting the plan’s age and service requirements.

Normally, your pension is reduced by 5% for each year you retire early. For example, retiring five years early would mean a 25% reduction. However, during workforce adjustment or employment transition — including when you are laid off or alternate with someone who has been declared surplus — this reduction can be waived for eligible employees.

To qualify, you must meet all the following conditions: 

  • You retired involuntarily (this includes voluntary departure programs and alternation);
  • You are within five years of the pension eligibility age;
  • You have two or more years of pensionable service;
  • You have worked in the federal public service for at least 10 years in total.

Check which rules apply to you in terms of age requirements: 

How to apply for a pension waiver

A pension waiver must be certified by your deputy head — typically a deputy minister for Treasury Board departments, the commissioner for CRA, chief executive officer for Parks, and president for CFIA. Deputy heads do not approve or deny waivers, they only confirm whether you meet the eligibility criteria.

You may ask your manager to have the form completed by the deputy head, so that you can submit it to the Government of Canada Pension Centre. If all conditions are met, the Pension Centre will process the waiver.

If your pension waiver request is denied, contact your PSAC component to understand why and discuss your next steps.

How alternation works

If retirement is on the horizon for you, alternation may be an option. Alternation allows a non-affected, indeterminate employee to “swap” positions with an employee who has been declared affected or surplus. This lets the affected employee keep their job and would allow you to leave the public service early.

Key considerations: 

  • Alternation is available from the start of the 120-day decision period until the end of the surplus period (for those who chose Option A).
  • The alternation must result in the permanent elimination of the affected employee’s position.
  • Management has final approval.
  • Alternation must be between employees in the same group and level or equivalent positions, as long as salary discrepancies do not exceed six per cent.

If you alternate to leave the public service, you are entitled to: 

  • Option B – Transition support measure: A lump-sum payment based on years of service.
  • Option C (i) – Education allowance: The same lump sum payment, plus up to $17,000 in reimbursable education expenses.

Visit PSAC’s alternation platform to register and browse listings for potential alternation matches.

Next steps

Before making any decisions about retirement, alternation, or voluntary departure, speak with your PSAC component to understand how the pension waiver, alternation, or the proposed ERI might apply to your specific situation.

PSAC is fighting these cuts on every front, through government relations, media, and direct engagement with members. We will continue to defend your rights and the protections you’ve secured through collective bargaining.

Visit our frequently asked questions to learn more about pension waivers, alternation, and the workforce adjustment and employment transition process.

This article was first published on the PSAC website.

Psychological injuries on the job are workplace hazards, and employers must treat them that way

A landmark decision out of Sudbury has reaffirmed what workers, PSAC and other unions have been saying for years: occupational mental injuries are as real, and as deadly, as any physical hazard on the job.

In October, an arbitrator ruled that the death of a Sudbury firefighter qualifies as an accidental death under his collective agreement. The decision found that the employer violated its obligations by purchasing an Accidental Death & Dismemberment (AD&D) insurance policy that excluded coverage for suicide, despite the well-established recognition that PTSD is an occupational illness for firefighters.

Accidental death

The arbitrator concluded that the death by suicide was an “accidental death” under the collective agreement because he developed PTSD through workplace exposures — exposures no firefighter reasonably expects or chooses. The decision draws a direct link between traumatic work environments, mental illness, and suicide, and rejects outdated, stigmatizing assumptions that treat suicide as a purely intentional act outside the scope of workplace responsibility.

This ruling aligns with the Workplace Safety and Insurance Board’s recognition that PTSD and suicide can be compensable workplace injuries for firefighters. While WSIB accepted the PTSD claim and granted survivor benefits, the insurer initially denied AD&D coverage because the employer purchased a policy that excluded suicide. The arbitrator found that exclusion to be a breach of the collective agreement.

By excluding suicide from its AD&D policy, the employer effectively excluded coverage for a known, documented workplace hazard in the fire sector: death resulting from occupational PTSD.

What now?

This decision is not just an important precedent for firefighters. It reinforces a broader truth that applies across every sector PSAC represents. Workplace hazards include psychological hazards. Occupational illnesses include mental illnesses. Employers have a legal obligation to prevent them.

Workers in high-stress, high-trauma, or high-risk environments deserve the same protections whether the harm is physical or psychological, including:

  • proper recognition of mental injuries as workplace injuries;
  • access to adequate benefits and supports;
  • Safe staffing levels and manageable workloads
  • training, prevention measures, and employer accountability;
  • collective agreements that reflect evolving understandings of workplace health and safety.

Workplace deaths are preventable. The trauma workers endure may be inevitable, but workplace deaths should not be. Systems at work are meant to protect workers.

PSAC will continue to challenge outdated policies, fight for comprehensive protections, and demand that employers treat mental health as the workplace safety issue it is. Because every worker deserves to come home safe, in body and in mind.

This article was first published on the PSAC website.

FB bargaining conference: Members of equity groups, women, and young workers encouraged to apply

In preparation for the next round of negotiations on behalf of 9,000 PSAC-CIU members at the Canada Border Services Agency, PSAC will host a national bargaining conference for members in the FB group from March 24–26, 2026, in Ottawa. The conference will bring members together to review and discuss bargaining issues and elect their bargaining team.

The participation of all groups in collective bargaining is critical. We encourage young workers (35 years old or younger) and members of equity groups – Indigenous, Black, racialized, 2SLGBTQIA+, members with disabilities, and women – to apply to take part in the conference.

Your voice and lived experiences are essential in shaping our bargaining proposals. Your input will help ensure the collective agreement promotes fairness, addresses systemic barriers, and reflects the needs of all members.

Applicants must be a member of the FB bargaining unit, hold union office, and demonstrate evidence of union activism.

Please submit your application by filling out the form on the following page before January 9, 2026, at noon ET to be considered. 

You can also submit bargaining proposals until December 5, 2025.

This article was first published on the PSAC website.

International Day for the Elimination of Violence against Women, and 16 Days of Activism Against Gender-based Violence

November 25 is the International Day for the Elimination of Violence against Women. It marks the start of the 16 Days of Activism Against Gender-based Violence campaign that runs from November 25 to December 10 and calls attention to the need for action to put an end to gender-based violence against women and girls.

Gender-based violence and toxicity can find their way at home or in the workplace. Within the Canada Border Services Agency, recent discussions at parliamentary committees have brought to the forefront the very real issue of toxic culture aimed at women. The recent CBC article on the murder of Patricia Foreman in 2022 also serves as a stark reminder of the presence of gender-based violence in our communities.

The Customs and Immigration Union recognizes the need for more to be done to build psychologically and physically safer workplaces, which is why we have been advocating for CBSA to put in place a stronger standalone Intimate Partner Violence Policy to:

  • Provide improved processes in response to cases of intimate violence
  • Educate CBSA personnel on the signs and symptoms of intimate partner violence
  • Ensure that people facing violence have access to the resources they need

 What Canadian unions are doing 

From the Canadian Labour Congress:

From November 25 to December 10, Canada’s unions are taking part in the global call to end gender-based violence. Every worker deserves safety, dignity, and respect on the job:

  • Safer workplaces through the full implementation of ILO C-190, including protections against third-party violence.
  • Stable funding, decent work, and real support for the frontline workers helping to end GBV every day.

 16 Days of Activism in Canada 

We invite all our members to take a look at the federal government’s page on the 16 Days of Activism campaign for ways to get involved and to take action.

Some stats (from Women and Gender Equality Canada):

  • Between 2018 and 2024, police-reported intimate partner violence (IPV) increased by 14%. In 2024, women and girls accounted for 78% of all IPV victims.
  • That same year, 42% of women who were killed died at the hands of a spouse or intimate partner, up from 32% in 2023.
  • Indigenous women and girls continue to face disproportionate harm: 61% have experienced IPV in their lifetime, compared with 44% of non-Indigenous women.

 Internationally 

Be sure to also check out the related United Nations campaign UNiTE. Led by UN Women, this initiative “was created to support the civil society led 16 Days of Activism against Gender-based Violence campaign around the world.”

The 2025 UNiTE theme is No Excuse for Online Abuse: “What can start small, on screens – a message, a comment, or a post – can quickly spiral into a torrent of threats and violence in real life. Private photos are stolen without consent. Lies spread in a matter of seconds. Locations are tracked. AI is weaponized to create deepfakes designed to shame and silence women.”

 Additional resources 

Government of Canada

UN Women

‘The security of our border starts with an adequate human presence’: National President to Committees on Bill C-12

This week, the National President of the Customs and Immigration Union, Mark Weber, addressed the House of Commons Standing Committee on Citizenship and Immigration as well as the Standing Committee on Public Safety and National Security as part of the Committees’ studies Bill C-12, the Strengthening Canada’s Immigration System and Borders Act.

Acknowledging some of the positive aspects of C-12 — such as language in the Customs Act that would see commercial operators need to provide border officers with access to facilities for both import and export inspections — Mark Weber impressed on both committees how the bill reinforced the need for adequate staffing to ensure a well-functioning border along with a secure, fair immigration process.

“While Bill C-12 seeks to speed up the refugee claim process to address ‘lengthy processing times and backlogs’,” said Weber, “it is worth pointing out that without the sustained understaffing our border system has experienced for years, these lengthy processing times and backlogs, and therefore the pressure to seek efficiencies, would likely be far less considerable.”

“Efficiencies,” continued the National President, “as implemented by CBSA management, almost always result in a degradation of the security and integrity of our border processes. We’ve seen it with traveller operations, where people seeking entry into Canada do so through an automated machine, with no real interaction with officers. And, outside of Bill C-12, we’re already seeing it in some circumstances with the refugee claim process itself, where the Agency’s simplified intake process — known as ‘One Touch’ — means claimants spend significantly less time meaningfully interacting with officers, with the result of reduced security for the sake of expediency.”

Interactions between officers and anyone who seeks to enter the country is a key component of border security. These interactions allow officers to recognize patterns that can otherwise be missed, ensuring that any potential problem is detected early on and will not put further stress on the system at a later date.

Experienced officers have the training necessary to navigate complex processes efficiently without compromising security. Yet, too often, CBSA prefers to push out experienced officers — as it is currently in the process of doing with nearly 200 officers who cannot carry a firearm — eroding both its institutional memory and its ability to maintain a direct contact with people transiting through our borders.

“Ensuring the security and integrity of our border and associated processes starts with an adequate human presence” concluded Weber. “Without this, without the human element, no bill can hope to truly solve border issues on the long term.”

Full recording of the proceedings (with interpretation language options):

A silver lining to an otherwise austere affair: The adoption of the 2025 Budget brings ‘25 and out’ within reach

Despite the overall austere nature of the 2025 Federal Budget, its adoption by the House of Commons on November 17 presented members of the Customs and Immigration Union and other federal public safety employees with a silver-lining by bringing the possibility of retiring after 25 years of service without penalty within reach.

Speaking to journalists as part of the PSAC national lobby day to oppose austerity on Tuesday November 18, CIU’s 2nd National Vice-President, Brea Baresinkoff, highlighted the significance of this new step towards ‘25 and out’: “Every day, our members put themselves in harms way to keep our communities safe. We manage high-risk environments, volatile situations, and the growing demands placed on border integrity and public safety.”

For years, CIU and PSAC have worked to make ‘25 and out’ retirement eligibility a reality for our members. The inclusion of these provisions in the 2025 budget brings our members in line with personnel from other law enforcement and public safety agencies across the country. “We thank the government for working with us to make this long awaited right a reality” expressed Baresinkoff.  “This means that CIU members as well as other PSAC frontline workers will finally be able to retire with dignity after 25 years of service without financial penalty.”

We look forward to the enactment of the necessary changes, in line with the adopted budget, and we will be keeping in close communication with the government for further details as to the implementation of these changes.

Beyond ‘25 and out’, and in light of the 2025 Budget, CIU urges the federal government to continue to adequately support all federal public service workers. Our members can rest assured: We will continue to fight for our members’ jobs — and indeed all workers’ rights, including the constitutional right to organize and to strike.

Canada’s unions stand in solidarity for Trans Day of Remembrance

Today and every day, Canada’s unions stand firmly in solidarity with trans and gender-diverse communities as we collectively grieve the senseless and heartbreaking loss of life – across our country and around the world – due to transphobic violence and hate.

“Trans and gender-diverse workers are disproportionately impacted by violence and harassment, both at work and in our communities. Trans Day of Remembrance is a powerful opportunity to channel our grief towards justice by demanding that our federal government take action to end gender-based violence, and make work safer for all,” said Bea Bruske, President of the Canadian Labour Congress.

The CLC’s research reveals that when compared to their colleagues, gender-diverse workers are 82% more likely to experience harassment and violence at work. Additionally, 73% of gender-diverse respondents stated they had experienced sexual harassment and violence in the last two years.

This is why Canada’s unions are calling for the federal government to conduct a national public awareness campaign as part of Canada’s National Action Plan on Gender Based Violence. This must include a comprehensive and tripartite implementation strategy for ILO C190, the international convention asserting the right of all workers to a world of work free of all forms of gender-based violence.

“When trans and gender-diverse communities continue to be disproportionately targeted by gender-based violence at alarmingly high levels, including harassment and violence in the world of work, we cannot afford inaction,” said Larry Rousseau, CLC Executive Vice-President.

Labour’s solidarity in action means we will continue to show up: in our communities, in our workplaces, and in legislatures. We’re re-committing ourselves as trade union activists, allies, and supporters in the fight for justice for trans and gender diverse peoples towards an equitable and inclusive vision for our society.

“From coast to coast to coast, workers are united against hate. With provincial governments—like Danielle Smith’s UCP in Alberta—attacking trans and gender-diverse people any chance they get, we must continue to take action against transphobia,” said Rousseau. “We strongly condemn the UCP government’s use of the notwithstanding clause to force through harmful bills that violate the rights of trans youth and their families. Our solidarity will never waver; when it comes to justice in the fight against transphobic hate, violence and gender-based violence in all its forms, we will win.”

This article was first published on the CLC website.

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