The following op-ed by PSAC National President Sharon DeSousa was published by The Hill Times on August 6, 2024.

We are at a pivotal moment in shaping the future of this country. The shift towards remote work has ignited a potential revolution in Canada’s workforce and public service. But if the government doesn’t change its shortsighted approach, we’re in danger of missing this golden opportunity.

The question in front of us isn’t just about where we work, but how we work, why we work, and what we’re working towards. We need to ask ourselves: what do we want this country to look like ten years from now? And what kind of public service will make that vision a reality?

Canada’s public service workers have a global reputation for excellence. The UK-based Institute for Government has consistently ranked our public service among the world’s most effective. This is thanks in large part to the dedication, competence, and vision of thousands of workers across the country. Workers who take immense pride in serving Canadians.

Unfortunately, instead of harnessing the collective wisdom and experience of our public service workforce, the government is making unilateral decisions and failing to engage with us around the future of our public service. This actively undermines our ability to deliver the kinds of services and programs that are envied around the world. Public service workers, and the people and businesses we serve, deserve better.

Rather than fighting to be treated with basic respect, we could be collaborating on building the public service of tomorrow. One that seamlessly integrates cutting-edge technology while maintaining the human touch that Canadians value. One that is a leader in innovation – not just in Canada, but on the global stage.

To build a better future, we need forward-thinking policies and a team effort. The government should be working with us on things like reducing costly outsourcing, enhancing service delivery, and creating a motivated, diverse workforce made up of talented workers from every corner of our vast country.

We need to invest in continuous learning and the development for our workforce, ensuring they are equipped to navigate the challenges of an AI-driven world. We must reimagine our organizational structures to be more agile and able to respond to changing needs. And critically, we need to foster a culture that values and empowers our public service, recognizing that their well-being and motivation are key to delivering excellent services and programs.

Remote work also creates new economic and social opportunities. The think tank l’Institut de recherche et d’information socioéconomiques reports that for every dollar spent in the public sector, as much as $1.28 is injected into our economy. Just think about the benefits this could bring to cash-strapped smaller or remote and Indigenous communities.

Workers spread out across the country will also make our public service more inclusive and accessible. This means a public service that’s more representative of Canada’s diverse population.

Canadians are ready to embrace a new future of work. Seven in 10 say they’re in favour of employees having the flexibility to work from home, according to a recent Abacus poll.

Forcing employees into a random office one more day a week to spend their days in Zoom meetings won’t prepare our workplaces for coming technological advances. It won’t help transform buildings into much-needed affordable housing. And it won’t build the Canada of the future.

The outlook for Canada’s public service is bright. But reaching our potential requires a genuine partnership between the government and its employees. We are ready to bring our expertise, our dedication, and our innovative ideas to the table. We challenge the government to match our commitment, stop imposing arbitrary edicts and start engaging in meaningful dialogue.

Let’s choose the kind of change that brings the most benefits to our people and communities. Together, we can forge a public service that not only meets the needs of today, but leads the way into tomorrow.

This article was first posted on the PSAC website.

As part of our ongoing fight to rescind the federal government’s arbitrary one-size-fits-none telework policy for federal public service workers, PSAC is now encouraging members impacted by the mandate to file individual grievances contesting their telework agreements.

Collectively filing thousands of individual grievances will hold Treasury Board accountable for violating the agreement on telework PSAC negotiated in the last round of bargaining and pressure them to respect their obligations under the agreement.

The government’s misguided telework policy flies in the face of the collective agreement and the Letter of Agreement on Telework that we fought hard for and won in the last round of negotiations. Part of that agreement committed the government to creating joint panels in each department to handle telework disputes individually and fairly based on the unique personal situation of all workers.

But for over a year, the government has delayed and stonewalled our efforts to establish most of these panels, instead rolling out a regressive policy that limit our members’ flexibility around telework.

The Trudeau Liberal government has shown a complete disregard for federal public service workers and the bargaining and consultation processes that are fundamental to labour relations. Filing individual grievances will put incredible pressure on the government to respect its obligations under the agreement and move forward with the creation of these joint panels in each department.

File an individual grievance

Individual grievances should be filed for the following issues:

• Where the amended Direction on prescribed presence in the workplace 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.

Grievances should be individualized to reflect the specific circumstances and concerns of individual members. You may adapt and customize the template grievance language provided in our frequently asked questions section. However, you should always go through your union when submitting a grievance. Contact your local and/or component for support from a steward or labour relations officer.

PSAC’s legal challenges

Unfair labour practice complaints

Given the profound impact this decision has on workers, PSAC took immediate legal action by filing two unfair labour practice complaints with the Federal Public Sector Labour Relations and Employment Board on behalf of the FB and the PA, SV, TC, and EB bargaining units. The Union of Taxation Employees (UTE), a componeent of PSAC, did the same on behalf of members at CRA. These complaints accuse the employer of bad faith bargaining.

Our complaints maintain that Treasury Board and CRA are attempting to circumvent not only the bargaining process but the role of the union as bargaining agent by altering terms and conditions of employment that were negotiated at the bargaining table. In fact, PSAC called off our national strike and entered into a collective agreement based on commitments from Treasury Board that they now refuse to honour. The FB complaint also claimed the employer breached the statutory freeze by altering terms and conditions of employment while bargaining.

PSAC demands the employer revoke these unilateral changes and engage in meaningful consultation to restore trust and adherence to the previously agreed upon terms.

Policy grievance

PSAC filed a policy grievance challenging the arbitrary application of management rights and the discriminatory impact of the amendments, which will disadvantage members of human rights-protected groups.

The policy grievance directly challenges Treasury Board’s arbitrary and unreasonable exercise of management rights, as well as the employer’s back peddling on the principles enshrined in the Letter of Agreement on Telework. The grievance addresses the abuse of authority, given the employer’s decision was based on political pressure, rather than a genuine assessment of workplace needs or concerns.

The grievance also addresses the systemic discriminatory impact the amendments will have on many employees based on human rights grounds — such as disabilities and family caregiving obligations — due to the reduced accessibility, inclusiveness, and flexibility of workplaces in the federal public service.

The policy grievance calls for the rollback of these amendments and meaningful consultation with PSAC going forward. It also seeks damages to compensate affected employees for all losses they may experience.

Next steps

PSAC remains dedicated to opposing these unilateral changes and advocating for fair labour practices that respect the rights and needs of all members. We will continue to keep members informed as this situation evolves, including more information about the joint panels.

Join us in the fight for telework that works for workers: 

• Email your MP and Treasury Board President Anita Anand to demand fair telework for all;
• File an individual grievance against the unilateral amendment of the Direction;
• Visit our frequently asked questions page for more information;
• Be sure to keep your contact information up to date to receive all the latest updates.

This article was first posted on the PSAC website.