Author Archives: Pierre St-Jacques

PSAC declares impasse in Treasury Board bargaining over insulting wage offer

After nearly a year of negotiations with Treasury Board, we made the difficult decision to declare impasse for more than 120,000 of our members in the PA, SV, TC and EB groups.

This week, we filed for conciliation with the federal labour board, and we’ll be ramping up our pressure on the government across the country this summer to reach a fair settlement quickly.

Every round of bargaining matters, but this one is especially critical. So much has changed for our members over the past two years, and our collective agreements need to reflect that. We’ve seen how the pandemic has impacted the way we live and work, and now the cost of living is getting out of hand.

We’re asking for sensible improvements to our members’ working conditions so that workers aren’t left behind. We need more options for remote work and better work-life balance as we recover from the pandemic, inclusive workplaces, better job security and fair wages that keep up with rising inflation.

But all we’ve seen at the table is disrespect from Treasury Board and a complete disregard for the issues that matter most to PSAC members. They have flat-out rejected our proposals on mental health and anti-racism and discrimination training for all federal public service workers.

They’re also hell-bent on pushing through concessions around technological change, discipline, leave provisions, and the Work Force Adjustment policy that will hurt workers.

But the real tipping point was the government’s insulting wage offer averaging 1.75% per year over a four-year agreement from 2021-2025 that’s entirely out of touch with record-high inflation.

If the government expects PSAC members who have been getting Canadians through the pandemic to shoulder the costs of Canada’s recovery, they’re in for a rude awakening.

You deserve a fair and decent contract, and we’ll be counting on your support over the weeks and months ahead to fight for the issues that impact you.

Taking strike action is always a last resort, but if we need to go on strike to get the contract you deserve, that’s exactly what we’ll do. We need to be prepared, get mobilized, stay engaged, and be ready to take action.

In solidarity,

Chris Aylward
PSAC National President

This article was first posted on the PSAC website.

PSAC kicks off Pride season with launch of Gender Inclusive Language Toolkit

Using inclusive language helps people feel valued and welcomed within our union, the labour movement, and our communities. By using gender inclusive language, we’re not only showing that we value inclusion, but we’re also promoting gender equity for all.

We’re proud to launch PSAC’s Gender Inclusive Language Toolkit on May 17, the International Day Against Homophobia, Transphobia and Biphobia, and at the beginning of Pride season, in which we celebrate the activism, advocacy and resilience of LGBTQ2+ communities.

This toolkit is designed to help members, elected leaders and staff interact in a way that respects and celebrates our unique and diverse gender identities

According to the 2020 Public Service Employee Survey results, 21 per cent of gender diverse respondents indicated that they were victims of harassment on the job, compared to 10 per cent of men and 11 per cent of women. This demonstrates that the workplace is still not a safe place for trans, two-spirit and non-binary employees.

People should feel safe and supported regardless of their gender identity. This toolkit outlines the small but tangible steps we can all take to be more inclusive because respecting pronouns and gender identity is for everyone.

The toolkit arises from the “Gender Inclusive Terms” resolution adopted at the 2018 PSAC National Triennial Convention. Resolution GEN 18/100 called on PSAC to “find and implement alternative, more inclusive terms” and to “educate the membership on the importance of inclusivity in greetings.”

You can also download and print a brief one-pager to post on the union bulletin board in your workplace or share as a handout at events. This companion piece gives readers an overview of the topic and encourages them to learn more with the full toolkit.

This article was first posted on the PSAC website.

Bear Witness Day: Take action to support First Nations children, youth and families

On May 10, we recognize Bear Witness Day to raise awareness for Jordan’s Principle — a child-first principle and legal rule named in memory of Jordan River Anderson that ensures First Nations children receive the same standard of social, health and educational services as the rest of the Canadian population.

This year, we were encouraged to see the 2022 federal budget include a section dedicated to Jordan’s Principle and propose $4 billion over six years to ensure First Nations children continue to receive the support they need. This is a significant improvement over the 2021 budget, where there was only a passing mention of Jordan’s Principle and vague commitments to First Nations children.

But promises are easily made and just as easily broken.

We will continue to keep a close eye on this important issue and expect the government to follow through on their commitment. We are all responsible for protecting and defending the rights of Indigenous peoples, especially children.

Show your support and “Bear Witness”

PSAC is proud to be one of the first unions in Canada to recognize this day annually. We encourage all PSAC members to take part in actions in support of reconciliation and equity.

One way to do that is to support the ongoing work of the First Nations Child & Family
Caring Society by sending a letter to your MP calling on them to endorse the Spirit Bear Plan to end the injustices experienced by First Nations children and families living on reserve and in the territories.

PSAC also encourages everyone to learn more about Jordan’s Principle by watching the documentary Jordan River Anderson, The Messenger by acclaimed Indigenous director Alanis Obomsawin. The film tells the story of how the life of Jordan River Anderson initiated a battle for the right of First Nations and Inuit children to receive the services they need, when they need them.

Visit the First Nations Child & Family Caring Society’s website for other ideas on how to support and honour Bear Witness Day through education, awareness, and action.

This article was first posted on the PSAC website.

PA bargaining: Treasury Board ignores key wage, equity issues

Negotiations at the PA table are nearing the breaking point after Treasury Board presented their comprehensive offer on April 28 rife with concessions and which fails to respond to most of the PA team’s key demands.

The employer refused to budge on the unacceptable wage offer they presented at the Common Issues table in March, with economic increases averaging 1.75% per year that fall well below inflation. Treasury Board also completely ignored the PA team’s key demand for wage parity with members at the Canada Revenue Agency.

Mental health and equity overlooked

The bargaining team was dismayed by Treasury Board’s silence on proposals related to mental health and equity. The employer did not respond to the team’s proposal for leave to support employee mental health and was completely silent about our proposal for an allowance to recognize employees who use Indigenous languages in the workplace.

Treasury Board continues to reject PSAC’s proposals for mandatory training to address systemic racism, harassment, and discrimination for all federal public service workers and managers at the Common Issues table. This has left the team with no evidence that the government recognizes the need to dismantle systemic racism and address discrimination in the federal public service.

Our bargaining team is very concerned about the lack of progress towards a fair deal for PA members.

Upcoming national event, stay updated

Other Treasury Board groups including SV, TC, and EB have bargaining dates set for May, which will give a clearer picture of how Treasury Board negotiations will shape up going forward.

As Treasury Board bargaining reaches a critical point, we encourage you to register for our May 17 national panel to discuss the latest bargaining news, why strong mobilization is more important than ever, and how other PSAC members have taken job action to win important victories during the pandemic.

You can also stay informed and engaged during this round of negotiations using our bargaining toolkit.

Please be sure to keep your contact information up to date via the member portal to receive all the latest updates as we negotiate your next contract.

This article was first posted on the PSAC website.

Asian Heritage Month: Remembering the past, shaping the future

It’s been 20 years since the federal government officially recognized Asian Heritage Month, but Asian and Asian-Canadian workers have been contributing their labour – and organizing for workers’ rights – for at least 200 years before that.

From building Canada’s railways to working in lumber, mining and agriculture, and later in health and other care professions, Asians from a wide variety of ethnic origins have built and enriched this country and its labour movement from the ground up since the 18th century. 

Anti-Asian racism in the workplace and in our unions dates back to those early days as well. In the late 1800s, Chinese workers in Canada were prohibited from joining unions. In the early 1900s, Canadian immigration laws were changed to deter and prevent East and South Asian workers from entering the country.

Fighting for workers’ rights 

People of Asian heritage in Canada continue to work and organize for workers’ rights despite these challenges. In the first half of the 20th century, East and South Asian workers formed their own unions demanding higher wages and better working conditions. Into the 21st century, they successfully mobilized to change immigration laws, providing better working conditions for migrant caregivers.

Since 2000, a grassroots collective of Asian community and labour activists have worked through the Asian-Canadian Labour Alliance (ACLA) to build an Asian-Canadian labour identity and represent Asian-Canadian trade union members and workers in the broader labour movement.

Anti-Asian racism continues 

Asian-Canadian workers, union leaders and organizers continue to contribute to Canada’s workplaces today. However, anti-Asian racism persists, as seen by a lack of representation in leadership positions, racial micro-aggressions, dehumanizing and divisive stereotypes, and the rise of anti-Asian hate throughout the pandemic.  Between 2019 and 2020, the number of police-reported hates crimes against the East or Southeast Asian population increased by 301 per cent, and incidents of violence against the South Asian population increased by 47 per cent.

Our union is taking action 

PSAC is demanding change by calling on the federal government to provide equity, diversity and inclusion training for all federal public service workers, and advocating for changes to the federal Employment Equity Act to address exclusion and discrimination in the federal public service.

We are also finalizing PSAC’s Anti-Racism Action Plan that will review how our union serves, mobilizes, engages and represents our Black, Indigenous, Asian and racialized members. Members will be able to learn and be heard through education sessions and workshops, a dedicated membership survey, focus groups, telephone townhalls, discussions and more.

We will be sharing a timeline of key moments in Asian-Canadian labour history later this month, and urge you to join us in taking action to combat anti-Asian racism – and all forms of racism – in our workplaces and communities.

Get engaged and take action 

This article was first posted on the PSAC website.