Facebook
Facebook

PSAC honours National Day for Truth and Reconciliation by raising the Survivors’ Flag

On September 24, PSAC leaders, members, and staff—guided by Tina Vincent, Knowledge Keeper from Kitigan Zibi—gathered to raise the Survivors’ Flag, acknowledging and honoring residential school survivors and all the lives and communities impacted by the residential and day school systems in Canada. The flag, representing Indigenous resilience and strength, serves as a powerful symbol of remembrance and advocacy.

“This flag will remain flown at our national headquarters as a symbol of PSAC’s continuous commitment to Indigenous communities and in solidarity with their fight for self-autonomy, reconciliation and justice.” said Sharon DeSousa, PSAC national president. “I want to thank PSAC’s National Indigenous People’s circle, and our First Nation, Métis and Inuit activists who have encouraged PSAC to take these important steps towards achieving truth and reconciliation as a union.”

Residential schools were government-sanctioned institutions that forcibly removed Indigenous children from their families, aiming to strip them of their language, culture, and identity. This led to generations of profound trauma that continues to impact Indigenous communities today. The act of raising the Survivors’ Flag is an acknowledgment of this painful history and a symbolic commitment to solidarity with survivors and their families.

By raising the Survivors’ Flag, we not only remind ourselves of the injustices of the past, but also commit to ensuring these injustices are not forgotten. Public awareness and education are key components in addressing the intergenerational trauma caused by residential schools. Our union honors the strength of survivors and reinforces the ongoing need for accountability, justice, and a genuine commitment to repairing relationships with Indigenous communities.

Recognizing the deep-rooted trauma and systemic violence that Indigenous communities have faced for generations is a crucial step toward Reconciliation. True Reconciliation requires more than recognizing the past; it involves actively working to heal the ongoing harm caused by colonialism, racism, and the marginalization of Indigenous peoples.

Together, we must take concrete steps toward reconciliation by acknowledging both historical and ongoing injustices and committing to actions that support healing, justice, and the restoration of Indigenous rights and cultures.

Learn more 

  • Find out more about the flag’s imagery and creation and read about the significance of the flag.
  • Check-out these additional resources to use on the National Day for Truth and Reconciliation and after to learn, reflect, and consider how you can take meaningful action towards Reconciliation.

This article was first posted on the PSAC website.

“No training, no consultation on CARM”: CIU National President addresses House of Commons Standing Committee on International Trade

On September 25, CIU National President Mark Weber addressed the House of Commons Standing Committee on International Trade (CIIT) to discuss the CBSA Assessment and Revenue Management System (CARM), highlighting several issues, including a severe lack of consultation, glaringly insufficient training, and a complete disregard for both stakeholders and staff affected by the new platform.

Weber’s testimony in front of CIIT followed the submission of a brief by CIU last April on the many problems associated with CARM’s implementation – a brief which one MP referred to as “scathing”. When asked how the union felt today regarding CARM, Weber answered: “Confused and worried would best describe the atmosphere amongst our membership”, pointing to the “very little training” that had been delivered to CBSA personnel regarding the new platform set to be launched on October 21 – despite CARM’s launch having already been delayed.

The lack of consultation and in-house involvement in the development of CARM is also a grave concern. “I really believe this should have been developed in house” said Weber of the platform produced by third-party firm Deloitte, “I think the expertise is there.”

“You need to talk to the people who use it every day,” explained Mark Weber to committee members about CARM. “Those frontline officers have not been consulted at all. It’s again like we saw with ArriveCAN, with other apps and ideas that CBSA has had. The people who use it are not consulted and don’t have any involvement in its development whatsoever.”

“The dog ate my homework”

Weber further touched on CBSA using FB strike votes as an excuse for CARM’s failure to launch in the spring. “I’m trying to be measured in my words, but there are some questions about integrity here.” Referring to the Agency’s lack of accountability, the CIU National President didn’t mince words: “That’s the federal agency equivalent of the dog ate my homework to be honest. Our members were furious when they read that. That had no bearing whatsoever on them launching CARM. They still aren’t ready.”

The union’s overarching message to the committee is clear: CBSA and the federal government must learn from the ArriveCAN and Phoenix debacles and seize this opportunity to change course. “The launch must be delayed once again until the people who are working at the border, who are going to be able to assist […] importers have an idea how to use the system. We cannot replicate what happened with ArriveCAN” concluded Weber.

See selected clips below. A full recording of the Committee proceedings can be viewed here (with interpretation language options).

PSAC renews call for Indigenous languages allowance amid federal inaction in the North

PSAC logo SCFP
PSAC logo SCFP

The recently released report by the Office of the Languages Commissioner of Nunavut highlights the continued failure of the federal government to fulfill its legal and moral obligation to provide services in Indigenous languages in Northern Canada.

In Nunavut, as well as the Northwest Territories and Yukon, recognizing and supporting Indigenous languages is essential for reconciliation. These languages are central to Inuit and First Nations identity and culture and are spoken every day in many communities. Some territorial governments already provide services in, and allowances for, Indigenous language speakers. Federal workers shouldn’t be left behind.

Language plays an important role in building relationships and strengthening community bonds. When Indigenous languages are recognized and used by public institutions and in everyday life, they reinforce the social fabric of Indigenous communities and affirm that Indigenous cultures and languages are valued, vital parts of Canada’s cultural heritage.

This recognition contributes to a more inclusive and equitable society, fostering mutual respect and understanding.

Moving forward, it is critical for the federal government to address ongoing shortcomings and fulfill its obligations. PSAC reiterates the call for the federal government to introduce an Indigenous languages bilingual allowance. This measure will help ensure the staffing resources needed to address these shortcomings while at the same time recognizing the importance of Indigenous languages.

A commitment to Indigenous language is not only a moral responsibility under the United Nations Declaration on the Rights of Indigenous Peoples, but also a crucial step toward meaningful reconciliation.

This article was first posted on the PSAC website.

What the federal government was hiding about their telework mandate

New Access to Information documents show that the federal government’s decision to impose a rigid three-day in-office mandate was not based on data or research on productivity, despite clear evidence that hybrid work boosts performance. The documents reveal the government ignored their own evidence and steamrolled ahead with a plan.

Internal documents show that telework is proven to enhance productivity and improve employee well-being — something PSAC and other unions have long argued. Statistics Canada data also confirms that as hybrid and remote work increased from 2019 to 2023, public service productivity saw a net positive impact. Yet, none of this evidence was factored into the mandate.

“This government once had a vision to build a modern, productive, and inclusive public service, but they’ve thrown it all away for no valid reason,” said Sharon DeSousa, PSAC National President. “They had the research and results supporting a more flexible approach, but decided that butts in seats is more important than productivity. Their failure to follow the evidence on hybrid work is mindboggling.”

In 2022, the government was fully committed to flexible work arrangements, with internal communications highlighting a goal for a “distributed, flexible, talented, inclusive, productive workforce and welcoming workplace.” Yet in a complete 180-degree turn, the new mandate was implemented without any supporting data.

The documents also revealed that the government anticipated strong opposition from both employees and unions, yet they moved forward with the least popular option anyways. Treasury Board officials knew the policy would cause workplace disruptions but gave bargaining agents just one hour’s notice, despite months of planning.

PSAC is calling on the federal government to scrap the mandate, rethink its approach, and follow the evidence, which shows that hybrid work leads to higher productivity, better work-life balance, and healthier workplace cultures. The current mandate not only threatens productivity but undermines the values of fairness and collaboration the government claims to support.

“If the government really wants to be a leader in the future of work, it’s time for them to start making evidence-based decisions that benefit both workers and the Canadian population,” added DeSousa. “Arbitrary mandates and ignoring the data will only set us back.”

This article was first posted on the PSAC website.

Call for PA, SV, TC, EB bargaining demands

bargaining-pattern_psac
bargaining-pattern_psac

The Public Service Alliance of Canada will soon be approaching the employer to begin negotiations for the renewal of the PA, SV, TC, and EB collective agreements. To ensure bargaining demands reflect issues of importance to the CIU membership, direct input and involvement from our members is essential.

PSAC has prepared an online form to make it easier for members of these bargaining units to propose changes and improvements they would like to see made to their collective agreement. We encourage all members from the PA, SV, TC and EB groups to avail themselves of this tool.

This form will be open for input until November 15, 2024, and is available here: https://psacunion.ca/eform/submit/bargaining-input. Note that members will need a valid PSAC ID to submit the completed form.

Alternatively, members who are unable to complete the form should contact their Branch President, who may submit demands on behalf of their members. Branch Presidents should print and post this memo on all union boards, including the QR code below — members can scan this code with their mobile device to access the input form online.

Drafting effective bargaining demands

PSAC is organizing virtual training sessions on how to draft effective bargaining demands. Each session will include a 30-minute presentation, followed by a Q&A session. All members and union representatives are encouraged to attend by registering here: https://psacunion.ca/register-now-tb-town-halls-learn-how-submit

Thank you and in solidarity.

Federal in-office mandate takes effect, workers hold their ground

As the federal government’s new three-day in-office mandate officially took effect on Monday, thousands of union members took to the street in protest, determined to defend telework and the future of work in Canada.

PSAC members united with members from the Professional Institute of the Public Service of Canada (PIPSC), the Canadian Association of Professional Employees (CAPE), and the Association of Canadian Financial Officers (ACFO) at nationwide protests to contest the government’s policy and fight for a fair approach to telework that puts workers first.

Telework has become more than just a temporary solution, it’s a proven model that enhances productivity and the well-being of workers. It helps workers balance their personal lives with their jobs, reduces our carbon footprint, and creates a more inclusive public service.

“Telework isn’t just a trend, it’s the future of work and the next frontier of workers’ rights,” said PSAC National President Sharon DeSousa. “We’ve seen firsthand how telework improves peoples’ lives and makes our public service more inclusive and responsive to the needs of Canadians. That’s why we’re committed to fighting for a future that puts workers first.”

It’s clear that PSAC members have serious concerns about this new mandate:

  • Over 20,000 registered for our virtual telework town halls;
  • More than 40,000 signed our petition in its first week;
  • And 65,000+ filled out our telework survey.

Our members are engaged, fired up, and ready to take this fight to the next level.

In the coming weeks, we’re kicking off a national telework campaign in partnership with PIPSC, CAPE, and ACFO. Fueled by a $1 million investment —a clear demand from members at our national convention — the campaign will drive the fight for fair, flexible, and future-focused telework policies that truly work for workers.

We know that #RemoteWorks. Together, let’s make sure the government knows we won’t back down.

Take action now:

  • Sign the petition: Demand the repeal of the three-day in-office mandate.
  • Take our survey: Share how the mandate impacts your work and life.
  • File a grievance: Hold the government accountable for violating the telework agreement.
  • Read our FAQs: Get answers to your most pressing questions about telework and the government’s mandate.
  • Use our digital tools: Show solidarity with virtual backgrounds, social media images, and #RemoteWorks posters.
  • Spread the word: Start a conversation on social media and encourage coworkers to take action, too.

This article was first posted on the PSAC website.

New FB collective agreement now available

The most recent FB collective agreement, which expires on June 20, 2026, is now available on the Treasury Board website. As per article 10.02, where electronic access to the agreement is impractical, members can also request a printed copy from their local manager. We invite all members to avail themselves of this option to ensure easy access to the collective agreement at all times.

Walking In Our Truth Together: a new online course to support Truth and Reconciliation

In recognition of the National Day for Truth and Reconciliation, PSAC is proud to introduce a new online course – Walking In Our Truth Together. This foundational truth-seeking online education program has been created for members to help support the pursuit of justice and reconciliation.

As a union committed to reconciliation, we aim to foster inclusive workplaces that reflect the unique lived experiences of Indigenous peoples. This course was inspired in part by several Calls to Action from the Truth and Reconciliation Commission,  which urge governments and organizations to provide education on the history of Indigenous peoples. These include the history and legacy of residential schools, the United Nations Declaration on the Rights of Indigenous Peoples, Treaties and Indigenous rights, Indigenous law, and Indigenous–Crown relations. These crucial topics are all covered in the 10 modules planned for the course.

Sign up for the course today

We invite you to sign up for the course and begin your learning journey today. The first module is available now, with additional modules to follow monthly. Each module can be completed at your own pace.

This virtual course is more than just an educational tool; it is a vital step towards understanding and addressing the injustices that have impacted – and continue to affect – Indigenous communities across Canada.

Every step we take together brings us closer to a more just and inclusive society. We all have a responsibility and a role to play on the path to reconciliation, whether it’s through education, training, advocacy, or simply listening with an open heart.

Let us move forward with open minds, reaffirm our commitment to reconciliation, and carry these lessons into our workplaces and daily lives.

Sign up for the course today

Miigwitch,

Sharon DeSousa, PSAC National President, the PSAC National Indigenous People’s Circle.

Header image is from “Wisdom of the Universe,” a beautiful painting from award-winning Métis artist Christi Belcourt.

This article was first posted on the PSAC website.

This Labour Day, don’t be fooled by fair-weather friends of labour

As we mark another Labour Day, let’s reflect on a time-honoured tradition: politicians suddenly discovering their deep, abiding love for the working class – just in time for election season. It’s a dance as old as democracy itself, but in 2024, the moves are looking particularly desperate.

On one side, we have Conservative leader Pierre Poilievre. He’s attempting a blue collar rebrand that’s about as convincing as a CEO in a hard hat – hoping his new look will make us forget that he is a career politician, has never been a worker himself, and has spent decades casting votes against workers’ rights.

On the other side, we have Prime Minister Justin Trudeau. He wants to be seen as a friend to labour, while also fighting federal employees trying to build a workplace that prioritizes accessibility, environmental responsibility, and a more diverse and inclusive public service.

This battle is currently playing out in the fight for telework, an issue as crucial to our generation as the weekend was to our great-grandparents. And just like the weekend, it’s under threat from those who’d rather see us commuting two hours a day than being productive and thriving at home. Telework is a powerful equalizer. It opens doors for disabled workers, parents, and rural Canadians. It breathes life into small towns and cuts our carbon footprint faster than you can say “Zoom meeting.”

Surveys show the average person commutes 8.5 hours per week to work – that’s 408 hours or 17 full days of wasted time in transit per year. That’s 17 days not spent with our families. Seventeen days not contributing to our communities or being productive at work. For workers who CAN work remotely, it’s a complete and utter waste of time and energy.

But some politicians can’t see past their corner office windows. They spout nonsense about “water cooler moments” and “office culture,” ignoring that returning to the office actually looks like workers taking most of their meetings by video call – in federal buildings plagued by poor ventilation, rats, bats, bed bugs and, shockingly, asbestos. Any politician who claims to support workers while pushing for a return to these conditions deserves our skepticism, not our votes.

Because at the end of the day, true support for labour isn’t about wearing the right jacket or using the right slogans. It’s about consistently fighting for policies that improve workers’ lives. And in 2024, that fight includes embracing telework to create more inclusive, efficient, and people-friendly workplaces. Remember, it’s easy to don a hard hat for a day – it’s much harder to fight for workers year after year.

So let’s honour our predecessors by continuing their fight for better working conditions. Let’s make telework the new standard for anyone who can do it effectively. If we don’t, we’ll be explaining to our grandkids why we gave up the chance to revolutionize the way we work – all because some politicians couldn’t imagine a world beyond their outdated office parks.

This Labour Day, as we fire up our BBQs and enjoy a well-earned day off, let’s remember the fights that got us here. The great activists of our time didn’t face down police batons and corporate greed so we could waste our lives in traffic. They fought for a better future – and in 2024, that future is remote work.

This article was first posted on the PSAC website.

Fighting for telework: Important resources

Every worker’s job and situation are unique, and a cookie cutter approach to telework can’t be applied to Canada’s diverse public service. Overwhelming evidence proves that telework improves work-life balance and increases productivity for workers.

The government’s misguided decision to mandate federal public service workers into the office at least three days per week blatantly disregards their well-being and violates their collective bargaining rights.

This decision was made without any consultation with unions or workers, and flies in the face of the telework agreement PSAC negotiated in the last round of bargaining.

It’s time to fight back

PSAC has prepared a number of resources to help workers fight for telework. We’ve collected some of these resources below: Grievance wording, virtual backgrounds, useful information, etc. Take a look!

On this page:

When to file a grievance
Proposed grievance wording
Telework petition
Fight for telework questionnaire
Telework visual assets
Changes to the Telework Directive: What you need to know

Also see the PSAC telework FAQ

When to file a grievance

As part of our coordinated legal response, we are encouraging all affected members to put in grievances against the unilateral amendment of the Direction. Grievances should be filed for the following issues:

  • Where the amended Direction results in a member being arbitrarily required to work more days in the office;
  • Where a member has had an existing telework agreement disregarded or altered because of the Direction;
  • Where a member experiences additional adverse impacts because of their membership in a human rights-protected group;
  • Or, where a member has experienced losses or out-of-pocket costs because of the Direction.

However, you should always go through your union when submitting a grievance. Contact your Branch President for assistance. Branch Presidents should contact the CIU Labour Relations Officer assigned to their Branch for further guidance.

Proposed grievance wording

While grievances should be individualized to reflect the specific circumstances and concerns of individual members, the following template grievance language can be customized to address most cases:

This is an individual grievance hereby filed pursuant to Section 208 of the Federal Public Sector Labour Relations Act.

Details of the grievance:

I grieve the Employer’s conduct in amending the Direction on Prescribed Presence in the Workplace (the “Direction”) in violation of the collective agreement by:

  • Amending and implementing the Direction in a manner which is unreasonable, arbitrary, and inconsistent with the principles for flexible working arrangements, in violation of the provisions of the applicable Collective Agreement, including but not limited to Article 6 of Collective Agreement, the Letter of Agreement on Telework, the Directive on Telework, as well as any other applicable provisions of the Collective Agreement, employer policies, or legislation;
  • Amending and implementing the Direction in a discriminatory manner that has breached the employer’s duty to accommodate and has reduced accessibility, inclusiveness and equity in violation of my rights  protected by the Canadian Human Rights Act (“CHRA”) and [Article 19 of the Program and Administrative Services (PA), Operational Services (SV), Technical Services (TC), and Border Services (FB) agreements or Article 16 of the Education and Library Science (EB) agreement]; and
  • Amending and implementing the Direction in a manner which unreasonably and inappropriately departs from my existing telework/remote work arrangements and has caused me prejudice and hardship.

You should always go through your union when submitting a grievance. Contact your Branch President for assistance. Branch Presidents should contact the CIU Labour Relations Officer assigned to their Branch for further guidance.

Click here for more information on grievances

Petition to repeal the three-day in-office mandate 

Sign the petition to demand the government repeal the three-day in-office mandate and move to the promised case-by-case framework for telework, rather than the one-size-fits-none model they have committed to. We also want them to enshrine this policy into our collective agreements during the next round of bargaining.

Click here to sign the petition

Fight for telework questionnaire

As we move beyond September 9, how likely are you to stay involved in our fight for telework? Complete the brief questionnaire below to let us know.

Click here to complete the questionnaire

Telework visual assets

Blank Placard

Blank placard

Set of 4 placards

Social Media

Virtual Background

Changes to the Telework Directive: What you need to know

 

Treasury Board has announced updates to the Telework Directive effective April 1, 2025. Although PSAC and other unions were consulted, Treasury Board did not consider our key recommendations: rescinding the mandatory return to office and the “one-size-fits-all” approach; allowing each department to determine its own operational needs related to remote work; and creating a framework within the Telework Directive where evidence-based decisions consider the unique needs of each employee.

While some changes could potentially expand access to remote work, others remove important considerations. These changes do not, however, replace the Direction on prescribed presence in the workplace.

Most notably, the directive removes previous commitments to work-life balance, inclusion, and environmental sustainability. These were key considerations in the 2020 version but are absent from the latest update. Here is a summary of some of the other changes:

  • Case-by-case assessment: While managers still evaluate telework requests individually, the directive no longer explicitly states that requests must be “approved or denied” case-by-case.
  • Relocation & workforce adjustments: A restriction that prevented remote work from being used to avoid or force relocations has been removed. This could provide more flexibility for employees facing workforce adjustments.
  • Cost responsibilities: Departments are responsible for covering necessary equipment costs, while workers pay for their own utilities, internet, and insurance.
  • Expanded coverage: Students, casual, and part-time workers are now explicitly included in the telework policy.
  • Extended pilot for remote workers: The pilot program allowing employees 125 km or more away from their designated worksite to be placed on travel status has been extended to March 31, 2027.

What this means for you

While changes expanding eligibility and potential relocation flexibility are welcome, the removal of work-life balance considerations is a step backwards. These changes also do nothing to address the arbitrary three-day return to office mandate, the core issue for tens of thousands of PSAC members. We will continue to fight for a flexible remote work policy that benefits workers and isn’t focused on presenteeism.

Join PSAC’s Remote Works campaign to advocate for a future of work that puts people first and focuses on delivering the best services to families and business while saving taxpayers money.

 

The original version of this content was first published on the PSAC website:

1...8910...88Page 9 sur 88
Facebook
© Syndicat des douanes et de l'immigration Customs and immigration union