The federal government announced in the budget that it plans to eliminate the existing sick leave provisions for federal public service workers, whether or not an agreement is reached at the bargaining table.
All PSAC members should know that our union will not be intimidated by this threat. Any move by the government to make unilateral changes to our collective agreement is a violation of our constitutional Charter rights to bargain collectively without government interference.
We will vigorously defend our sick leave.
Our members have said it must be our top priority.
Over the next few weeks, we will be consulting with you to determine what actions we will take. We will start at the union’s national convention where more than 700 leaders will be meeting.
The government’s “go to work sick” plan is a step in the wrong direction. The Parliamentary Budget Officer and Statistics Canada have refuted all claims by this government that sick leave is a burden on Canadians. On the contrary – it is essential to maintain a healthy workplace and quality public services.
Please go to psacunion.ca for more information about the budget.
Sign up on the website to receive updates on the situation by email.
With your support, we can defend our rights.
In solidarity,
Robyn Benson
National President

The federal government said today it will eliminate the existing sick leave provisions for federal public service workers, whether or not an agreement is reached at the bargaining table.
“The government is putting a time limit on the collective bargaining process and trying to pre-determine the outcome of bargaining, ” said Robyn Benson, PSAC National President. “That’s simply unacceptable. ”
“We will be consulting with our members to determine what actions we will take to defend our constitutionally protected collective bargaining rights. We will start next week at the union’s national convention where more than 700 leaders will be meeting.”
The government’s “go to work sick” plan is a step in the wrong direction. The Parliamentary Budget Officer and Statistics Canada have refuted all claims by this government that sick leave is a burden on Canadians. On the contrary – it is essential to maintain a healthy workplace and quality public services.
“Our focus is always to strengthen public services and ensure a healthy workplace,” said Benson. “The government is threatening to derail an ongoing bargaining process that was delivering positive results for the government, our members and the Canadian public.”
Public service cuts continue
The government’s operational freeze will continue for the 2015-16 fiscal year and it projects that it will lapse on billions of dollars of program expenditures. These are back-door cuts that will have a significant impact on public services.
“The government has devastated public services and they seem intent on going into an election with plans to make it worse,” said Benson.
Instead of using the EI surplus to fund greater access to job training so Canadians can get back to work, the government plans to cut EI premiums.

Important Message for our members
This message is to advise our members that as a result of personal choice, Brother Steve McCuaig has made the decision to resign in his capacity as National President of CEIU.
Our NEVP, Brother Marco Angeli, has therefore been sworn in as National President and Sister Michelle Henderson has been sworn in as the National Executive Vice-President. The National Executive, at their meeting this weekend, will amongst themselves, elect an Alternate to the National Executive Vice-President for the remainder of the term of office as per the National By-Law 12.4.3.
Our National Executive pledges to you, our members, that we will work in solidarity. Our primary focus is on our membership. We ask you to respect the privacy of Brother McCuaig, and we thank him for his years of service to our component.
As we move forward, the onus of responsibility is on all of us to stand together against this governments assaults on the rights of workers and on our collective agreements. In 2015, we have the opportunity to elect a government who is both progressive and labour friendly. What we can achieve together is limitless. And the only way that we will accomplish our goals, is united.
Solidarity forever, sisters and brothers.
On Behalf of the CEIU National Executive

AND
Effective immediately the following changes have been made to the CEIU Ontario leadership. (NVP’s)

Travis Lanhalampi will replace Jacqueline Wheway-Bacon
Bruce Flannigan will replace Nicole Ma
Valerie Fargey’s position does not change.

There is now a vacancy on Ontario Council for a HRSDC rep as this was Bruce’s previous position on Ontario Council.

April 17, 2015 — Negotiators for members of PIPSC’s SH Group have been told by Treasury Board (TB) representatives that the federal government cannot meet its proposed implementation date of September 1st, 2016 for its new Short Term Disability (STD) plan.
While Treasury Board has been pressing Groups to receive a presentation about the government’s proposed Short Term Disability plan, the invitations were issued at the last minute which did not provide President Debi Daviau and Vice President Shannon Bittman with sufficient time to adjust their schedules and attend.
TB subsequently proposed additional dates to receive the sick leave presentation, and based on their more reasonable request, PIPSC will announce its agreement to receive the government’s presentation next week at the NR Table.

http://psacunion.ca/8-public-service-issues-should-decide-federal

The 2015 election is an opportunity to set a different course for our country. When you go to the polls this year, bear in mind the Conservative government’s record on the public services Canadians depend on.

Child care
Fewer than 1 in 4 Canadian kids has access to regulated child care. The Conservatives abolished the federal-provincial-territorial funding agreements on childcare, cutting $1 billion out of childcare in Canada. Instead of making childcare affordable, the government introduced cash payments directly to parents, which represent only a small fraction of monthly childcare costs.

Job cuts
The Conservative government cut 26,000 jobs in the public service with plans to cut 9,000 more, putting families and local economies in jeopardy. These job cuts mean that 35,000 full-time jobs will have been permanently eliminated from the economy. The cuts have directly hurt front line public services.

Employment Insurance
Legislative changes to EI are hurting workers and economies in many communities in Canada. Fewer than 40% of laid off workers are now covered by EI, the lowest in 40 years.

Retirement Security
The government is planning legislation on target benefit pension plans that will erode pension benefits for workers and undermine existing pension plans, including those of our members. It also increased the age of eligibility for Old Age Security from 65 to 67 — a direct hit on the retirement security of the next generation of Canadians.

Health care
Because of federal cutbacks – estimated at $36 billion over the next decade and changes to the funding formula, our health care systems will soon face serious spending cuts and will not be sustainable.

Human rights
The Conservative government has been steadily reversing gains on women’s rights, including gutting pay equity for federal employees. The Conservatives have also cut funding to programs that support Aboriginal peoples, people with disabilities, immigrants and refugees and to civil society groups that are critical of the government.

Environment
Over the last decade, Canada has gone from having a good record on environmental protection, to one of the worst among industrialized countries. Environmental laws and standards have been gutted, and the government abandoned its Kyoto Accord commitment to reduce greenhouse gases.

Veterans
This government closed nine Veterans Affairs offices and cut hundreds of front line workers who provide services to veterans. As a result, many veterans are not getting access to the services they need.

Designations are coming. This is some info. distributed by employer:

Frequently Asked Questions

General information

Q1. What are essential services?

A1. In the event of a strike, the Government of Canada must ensure that Canadians have access to essential services. The Public Service Labour Relations Act defines an essential service as “a service, facility or activity of the Government of Canada that is or will be, at any time, necessary for the safety or security of the public or a segment of the public.”

The following are examples of essential services in the government of Canada:

• border safety and security;
• correctional services;
• national security; and
• income and social security (most relevant to our department).

Q2. What does it mean to occupy a designated position?

A2. Under the Public Service Labour Relations Act, a person who occupies an essential services position:

• must exercise duties in the interest of the safety or security of the public; and
• must perform these duties in whole or in part at any particular time or after any specified period.

For those reasons, an employee who occupies such a position is prohibited by law from participating in a legal strike by members of his/her bargaining unit. The employee will continue to pay union dues.

Identifying essential services positions

Q3. Who decides which positions provide essential services and how?

A3. The employer [Treasury Board of Canada Secretariat (TBS)] has the exclusive right to designate essential positions to maintain the safety and security of the public in the event of a strike.

Determining whether or not a position is designated as essential is based on whether or not the position supports a government service, facility or activity that is, or will be, at any time, necessary for the safety or security of the public or a segment of the public.

Consult the Guidelines for Essential Services Designations for more information.

Q4. How did management select which positions to identify as essential within the same work unit?
A4. Management recognizes that multiple positions performing the same duties may exist in a work unit responsible for an essential service, but that in some cases, the entire unit does not need to be designated to support the essential service. In these cases, management was asked to consider the following principles when selecting essential position(s) in the work unit:

• avoid preferential treatment;
• use sound judgment;
• consider legal requirements such as providing bilingual services; and
• take into account operational requirements relating to the essential service.

Q5. Do positions designated as essential need to be reviewed at each new round of collective bargaining?

A5. Prior to each new round of collective bargaining, the employer (TBS) will complete a review of designated essential positions previously identified for that bargaining unit and provide the bargaining agent with any revisions, updates or changes to the list.

Q6. Once a position has been designated as essential, can the designation be changed or revoked?

A6. Yes. If the functions of a position evolve or change over time — for example, due to organizational restructuring, a change in service delivery or the creation/elimination of other positions — there may be a need to review the position to determine whether the designation is still warranted.

The employer (TBS) may designate a position or revoke a designation at any time as circumstances.

Consultations between TBS and bargaining agents
Q7. How is the union consulted on positions that have been designated as essential?

A7. Once the employer (TBS) has prepared a list of positions designated as essential in a bargaining unit, accompanied by the corresponding rationales, department and work location, a first designation notice is served to the bargaining agent. Following this first notice, the bargaining agent engages in a 60-day consultation period to provide feedback to the employer (TBS). After the 60-day consultation period ends, the employer (TBS) has 30 days to supply the bargaining agent with the final list of designated positions.

The employer (TBS) is responsible for representing all departments and agencies during consultations with bargaining agents.

Q8. Can members of the Local or National Union Executive Board or Shop Steward remain in designated positions?

A8. Whenever possible, management will take the necessary actions to avoid identifying a designated position occupied by a member of the Local or National Union Executive Board or Shop Steward.

Information for employees occupying essential services positions

Q9. What happens to an employee whose position is designated as essential?

A9. Once the employer (TBS) has supplied the bargaining agent with the final list of designated positions, departments and agencies must inform the employee by letter (hard copy or electronically) that the position he/she occupies has been determined to provide an essential service and that he/she is prohibited from participating in a strike. The employee will continue to pay union dues.

Q10. Which categories of employees will not receive the notification letter and will need to report to work during a labour dispute?

A10. The following categories of employees will not receive the notification letter and will need to report to work during a labour dispute:

– unrepresented employees [e.g. Executive Group (EX), Personnel Administration (PE)];
– excluded employees;
– term employees working under three months;
– casual employees;
– students; and
– part-time workers working less than one third of the regular hours.

Q11. What happens when an employee leaves the essential services position and is replaced by a new employee?

A11. As indicated in the notification letter, the notice is valid as long as the employee occupies the said position. Therefore, an appointed employee will be notified that he/she occupies an essential services position from the Labour Relations Director, Centre of Expertise, via the generic email address (NA-ServicesEssentiels_EssentialServices-GD).

Q12. Can employees occupying designated positions refuse to be designated?

A12. No. Management determined that the position was essential for the safety or security of the public. As a result, employees in designated positions must report to work and are prohibited from taking part in a strike. They must perform all duties of the position. However, they should not be asked to perform the duties of other positions

TO SHOW SOLIDARITY AND SUPPORT FOR OUR BARGAINING TEAM!
We will also have some blank PSAC posters available next week to write messages of support for our bargaining team. (that they can display next time they meet with Treasury Board)

A Publication of the Workers Health & Safety Centre – April 1, 2015
Almost half of Canadian workers feel bullied on the job

Forty-five percent of Canadian workers report being bullied on the job, according to a 2014 nationwide survey.

Many of those who reported being bullied suffered in silence. Just 44 per cent say they reported the bullying to the employer. Of the workers who did come forward, half said nothing was done to address the bullying. One in four chose to leave their job because of the bullying.

“Our results showed that, despite the prevalence of workplace bullying, many workers do not come forward to report it, and many of those who do feel their complaints aren’t heard,” says Mark Bania, director, CareerBuilder Canada who commissioned Harris Poll to conduct this bullying survey. “Workers should feel comfortable coming forward if they feel they are being bullied, and employers should take these complaints seriously, as they can lead to larger problems that affect not just the individual employee, but the entire organization.”

In fact, Ontario employers must take these complaints seriously.

Workplace harassment is clearly defined in Ontario’s Occupational Health & Safety Act (the Act) as “engaging in a course of vexatious comment or conduct against a worker in a workplace that is known or ought reasonably to be known to be unwelcome.” This might include insulting or intimidating conduct or comments, hostile actions, bullying or cyber-bullying and the posting of offensive pictures. It often involves repeated incidents or patterns of behaviour intended to humiliate, degrade, threaten, intimidate and/or offend the victim(s).

The Act places significant duties on employers relating to workplace harassment and violence. Chief among these obligations is the requirement to develop workplace violence and harassment policies. They must also develop programs to ensure these policies are implemented. This must include measures and procedures for workers to report incidents and how they will be investigated and addressed.

Employer must also provide all workers with information and instruction on the content of the workplace harassment and violence policies and the programs designed to implement the policy.
The Workers Health and Safety Centre (WHSC) can help.

The WHSC offers a three-hour Workplace Violence and Harassment Prevention Training program designed to help workplace parties better understand workplace violence, harassment and bullying and to fully comply with the obligations required under the Act.

The WHSC also offers compliance checklists for both employers and workers and fact sheets on workplace violence, harassment and bullying.

For additional information about workplace violence and harassment training or information contact the WHSC and ask to speak with a training services representative.

Call: 1-888-869-7950
Visit: http://www.whsc.on.ca
Email: contactus@whsc.on.ca

http://www.cbc.ca/m/news/canada/ottawa/public-service-unions-protest-invasive-security-screening-1.2997146