Author Archives: Pierre St-Jacques

Eligibility for strike pay on May 1

PA, EB, TC and SV members who returned to work following the end of the Treasury Board strike on May 1 may be eligible for additional PSAC strike pay.

If you received the notice of return to work too late to be able to work your usual shift the morning of May 1, or the delay caused you to incur a financial loss based upon working a shorter day on May 1, you could be entitled to full or partial PSAC strike pay equivalent for the times in question.

Members who lost less than four (4) hours of wages but a minimum of one (1) hour of wages will be entitled to the equivalent of part-time PSAC strike pay (ranging from $53 dollars to $98.70 depending upon your work location based upon strike pay regulations) while members who lost more than four (4) hours wages will be entitled to the equivalent of a full day of PSAC strike pay (ranging from $75 to $141 depending upon your work location based upon strike pay regulations).

In order to be eligible, you must provide proof of loss of income or leave that you were required to use, then complete this form so that your PSAC regional office can process your request for additional PSAC strike pay.

Complete the form

This top-up will only cover the equivalent of PSAC strike pay. Please contact your component for further information regarding component strike pay top-ups where applicable.

Please note: CIU will issue strike top-up payments to members based on the information provided by PSAC. There is no need for members to contact CIU directly, as the required information will be communicated by PSAC to the component. Please make sure to complete the form so that your request can be processed by PSAC.

This article is based on content first posted on the PSAC website.

Quick reference guides for union representatives

What do I do? is a series of quick reference guides prepared by the Customs and Immigration Union to provide useful information to both new and seasoned union representatives on a variety of issues of interest to the membership. The series covers topics such as fact-findings and PSI investigations, the grievance process, mental health crises, use of force, tool removal, etc. While the reference guides are intended for union representatives, members will certainly find these informative as well.

Click on the image below to download the collected reference guides in a single PDF document, or see the links further down for each individual guide (PDF files).

Related content: Recourse options for members

Recourse options for members

The Customs and Immigration Union has prepared easy reference sheets detailing different redress channels to help members navigate recourse options available in various situations.

Note that in some instances, it may be necessary to seek redress through multiple channels for the same incident(s). As always, please reach out to your local union representative(s) should you have questions regarding specific redress channels.

Click on the image below to download the collected reference sheets in a single PDF document, or see the links further down for each individual topic (PDF files).

High-risk detainees in Immigration Holding Centres

Following CBSA’s decision to start holding high-risk detainees in Immigration Holding Centres (IHCs) effective August 1, 2023, the question has come up whether dealing with high-risk detainees would now be included as a ‘danger’ in the normal condition of employment of our members (please see the following document for more information on danger as a normal condition of employment as per the Canada Labour Code).

The short answer is that it depends on the circumstances of an interaction with a high-risk detainee. In some cases, CBSA officers already perform duties where interacting with high-risk detainees can be considered to fall within the normal condition of employment, such as the removal of high-risk detainees by Inland Enforcement Officers and the intake process at IHCs. Risks associated with these duties have been properly mitigated through job hazard analysis, training, policies, and personal protection equipment.

Significant changes

The two significant changes we see that would not fall under the normal condition of employment at this time are as follows:
1) Detention of high-risk individuals in IHCs, and
2) Significant increase in ground transportation of high-risk detainees

Detentions in IHCs

CBSA is currently coordinating with Correctional Service Canada to develop training on how to deal with the detention of high-risk individuals. As this is a significant shift in policy, and no hazard analysis has been done, this does not constitute a normal condition of employment. Currently, officers have no training on how to deal with high-risk detainees while they are in detention. Until a hazard analysis has been completed, procedures have been developed, members trained, and PPE issued, the detention of high-risk individuals will continue to fall outside of the definition of normal conditions of employment.

This means CBSA cannot force officers to deal with situations they have not been trained for, or situations where no risk assessment has been performed. If this happens, members can avail themselves of all the protections of the Canada Labour Code Part II, including work refusals.

Increase in ground transportation

The second item is the possible increase in ground transportation. Previously, high-risk detainees were transported from local police stations to the provincial remand centres, by provincial law enforcement representatives trained on how to deal with detainees in a long-distance ground transportation setting, in vehicles equipped for such transports.

With provinces no longer housing immigration detainees, CBSA may now be required to transport individuals for extended periods of time. While our Inland Enforcement Officers are trained for transport duties, the primary focus of the current training is on air travel and not ground transportation. The change in transportation duties may require a change in hazard analysis along with PPE and vehicles. As above, if members have not received either the tools or training required for this type of transport, they can avail themselves of all the protections of the Canada Labour Code Part II, including work refusals.

Should members have questions or concerns, please contact your Branch President.

This article is based on a memorandum sent by Acting National President Rick Savage to the National Board of Directors on August 1, 2023.

Questions about work refusals? Check out the following guide.

Emancipation Day: The Transatlantic Slave Trade in Canada, to the Black Class Action

Although no slave ship docked on Canadian shores, the transatlantic slave trade and other forms of enslavement existed in Canada for more than 200 years. Today, we reflect on the devastating history of slavery and the legacy of racism that Black, Caribbean, and people of African descent and Indigenous people, particularly women, continue to experience today.

Canada’s legacy with the Transatlantic Slave Trade

Thanks to the Halifax Regional Women’s Committee, PSAC adopted resolution GEN-041, calling for the union to investigate how Canada’s longstanding history of slavery, racism, and sexism has particularly affected Black women in the federal public service.

The result of this call to action is our report now published online: “The impact of slavery and racism upon women of African descent in the Atlantic who work in the federal public service, and the role of unions in this struggle.”

Inequality that we see today is directly tied to a history that included the Transatlantic Slave Trade, and also established racial inequality in the first place. One remedy to counter the effects of deeply rooted racism, sexism and discrimination is the call for reparations.

Reparations is linked to a key idea behind grievance resolutions: to be made whole. Following harm, a griever should be compensated to a level that brings them back to a position they were in, had the injury not taken place. This is what we are fighting for.

Read our report

The impact of slavery today

Canada’s history of slavery and anti-Black racism has permeated our institutions, helped to shape racist systems and policies, and has negatively impacted Black workers even now. PSAC members are fighting to address systemic racism and discrimination in the federal public service – a lasting legacy of slavery – through the Black Class Action (BCA) lawsuit led by twelve public service workers, including PSAC members Nicholas Marcus Thompson, Jennifer Phillips, Wagna Celidon, Michelle Herbert, and Shalane Rooney.

PSAC is a strong supporter of the BCA and join their demand to the government to stop dismissing the lawsuit. We will share updates as the lawsuit progresses.

Stay informed

We invite you to take time to read our report, reflect how the impact of slavery persists today and continue to support Black, Caribbean and leaders of African descent fight for anti-racism action in every workplace across this country.
Visit the PSAC Anti-Racism Action Plan for more information on how we are building an anti-racist union.
Keep your contact information up to date to receive the latest news including our anti-racism work.

This article was first posted on the PSAC website.