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International Holocaust Remembrance Day: Memory, dignity and justice

Significance of barbed wire: During the Holocaust, barbed wire fences surrounded concentration and extermination camps, including Auschwitz-Birkenau. Over time, barbed wire has become a widely recognized symbol of how ordinary infrastructure and policies were used to carry out cruelty. 

January 27 is International Holocaust Remembrance Day, marking 81 years since the liberation of Auschwitz-Birkenau, the largest Nazi concentration and extermination camp. It is a day to remember the millions of people murdered during the Holocaust and to honour the survivors whose lives and voices carry this history forward.

Also known as the Shoah, the Holocaust was the systematic persecution and murder of Jewish people organized by Nazi Germany and its allies between 1933 and 1945. Approximately six million Jewish people were killed. Alongside, millions of non-Jewish victims were murdered because of who they were or what they believed.

Those persecuted and murdered also included unionists, labour organizers, social justice activists, political opponents, Romani and Sinti peoples, people with disabilities, 2SLGBTQ2IA+ people, Slavic peoples, Black and racialized people, Jehovah Witnesses, and other religious groups such as Catholics who resisted or were deemed a threat by the Nazi regime. This genocide was carried out through laws, propaganda, forced labour, mass shootings, and a vast network of camps.

Camps, cruelty, and genocide

Between 1933 and 1945, Nazi Germany established more than 44,000 concentration camps, labour camps, and sub-camps across occupied Europe. Conditions were brutal — marked by starvation, disease, overcrowding, forced labour, torture, and mass murder.

Certain individual camps and certain areas within concentration camps were designated specifically for female prisoners. In May 1939, the Schutzstaffel (SS) opened Ravensbrück, the largest Nazi concentration camp established for women. Over 100,000 women had been incarcerated in Ravensbrück by the time Soviet troops liberated the camp in 1945.

Auschwitz-Birkenau alone was the site of over 1.1 million deaths, most of them Jewish people. Other extermination camps included Treblinka, Sobibor, Belzec, Chelmno, and Majdanek.

Canada was not immune to antisemitism during this period. Immigration policies were designed to prevent Jewish refugees from entering the country. In 1939, Canada turned away 907 Jewish refugees aboard the MS St. Louis, forcing the ship back to Europe. Nearly 254 passengers later died in the Holocaust.

This year, the United Nations’ theme for International Holocaust Remembrance Day emphasizes the importance of education, remembrance, and safeguarding historical truth to help prevent genocide and mass atrocities in the future. Remembering the Holocaust is not only about the past — it is about learning from history and applying those lessons today.

PSAC’s commitment to equity and justice

PSAC strongly condemns all forms of discrimination and hate, including antisemitism. Every worker deserves dignity, safety, and respect — in the workplace, in our union, and in our communities.

As hate crimes and discrimination continue to rise, International Holocaust Remembrance Day reminds us that remembrance must lead to action. We all have a responsibility to speak out, challenge injustice, and stand in solidarity with those who are targeted today.

Honouring the victims of the Holocaust means continuing to learn from history and applying those lessons today. PSAC remains committed to building inclusive workplaces and communities rooted in equity, inclusion, and respect for all.

Available resources

This article was first published on the PSAC website.

Workers win at the labour board: Telework is not “off limits” at the bargaining table

Remote works - Pour vous, de n'importe oú
Remote works - Pour vous, de n'importe oú

In a win for PSAC members at the Library of Parliament, the Federal Public Sector Labour Relations and Employment Board (FPSLREB) ruled that the employer cannot avoid negotiating telework into the collective agreement.

This decision sets an important precedent for workers’ rights around telework.

For too long, the employer has argued that telework falls outside the FPSLREB’s jurisdiction when it is acting as an arbitration board under the Parliamentary Employment and Staff Relations Act, framing telework as a unilateral management right that can be imposed or changed without consulting workers or unions. PSAC has consistently pushed back on this because telework improves work-life balance and productivity, saves money, and reduces traffic, among other benefits.

What does this mean?

In this case, the FPSLREB has confirmed that key telework provisions can be negotiated at the bargaining table, for example:

  • Telework requests must be fairly considered by the employer;
  • Written reasons must be provided as to why telework is being denied;
  • Workers have access to union representation in telework discussions;
  • Unions must be meaningfully consulted before declaring positions “unsuitable” for telework.

This decision strengthens PSAC’s position at the bargaining table. It also builds on the union’s ongoing work to defend and expand telework rights, not just for our members, but for all workers who can work remotely in Canada.

This article was first published on the PSAC website.

Labour Board rules PSAC’s grievance on transition to Canada Life will move forward

PSAC welcomes a recent decision from the Federal Public Sector Labour Relations and Employment Board that allows our grievances over problems with the Public Service Health Care Plan to move forward.

The Employer had made objections to the grievance being heard at all in an attempt to prohibit us from obtaining damages or other resolutions for the failed transition.  But in a clear victory for PSAC, this decision confirms that our union can challenge the ongoing problems members have faced since the government moved the health care plan to Canada Life. Members have dealt with long delays, unpaid claims, and poor service, and the Board agreed these are not one-time issues but problems that have continued over time. This ruling means PSAC can keep pushing for accountability and real solutions for members who have been affected.

The ruling also provides important context about how these issues can be addressed. While individual claim denials continue to go through a separate appeal process, the Board confirmed that broader failures in how the plan is run can still be challenged through the grievance process. Since the transition from Sun Life to Canada Life in July 2023, PSAC has raised serious concerns about service breakdowns and their impact on workers and their families.

Next steps 

PSAC will continue this fight to make members whole, which aligns with what the parliamentary committee has recommended. We expect the hearing on the grievance itself to be scheduled in the coming months.

 

This article was first published on the PSAC website.

The New Union Frontier, episode 4: John Bay

In the fourth episode of The New Union Frontier, our host Amanda sits down with John Bay, CIU’s National Human Rights Representative, to discuss union affairs from a human rights perspective. Go to ciu-sdi.ca/podcast to listen now!

Episode 3: Weaponizing the DTA

The third episode of The New Union Frontier is now live! In our third episode, we discuss the weaponization of the Duty to Accommodate (DTA) by CBSA. An interesting round table with James Prowse (CIU Labour Relations Officer), Chris Schuurman (CIU Labour Relations Officer and ex-Niagara Falls CIU Branch President), and John Bay (CIU National Human Rights Representative) — and as always, our host Amanda. Go to ciu-sdi.ca/podcast to listen now!

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.

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