Take a stand for fairness - our future depends on it

Transcription

2012-2015
NATIONAL PRESIDENT’S REPORT
PSAC NATIONAL TRIENNIAL CONVENTION I QUÉBEC CITY I APRIL 26-MAY 1, 2015
In this report
Setting the stage for 2012-2015 ............................................................................................... 2
Building our union ...................................................................................................................... 3
Campaigning for public services .............................................................................................. 6
Expanding our communications ............................................................................................... 8
Staying strong at the bargaining table ................................................................................. 10
Maintaining pensions and improving benefits ..................................................................... 14
Defending members’ rights .....................................................................................................17
Union building through education ........................................................................................ 22
Paying attention to equality and human rights ................................................................... 24
Promoting members’ health and safety ............................................................................... 27
Keeping up our membership numbers................................................................................. 29
Working for social and economic justice.............................................................................. 32
Working nationally and internationally ................................................................................. 34
Recognizing PSAC’s staff........................................................................................................ 36
PSAC 2015 National Triennial Convention I National President’s Report
National President’s Report
O
n May 1, 2012, more than a
thousand members attending
the PSAC’s 16th National Triennial
Convention poured out of the Ottawa
convention centre and onto the streets
to join thousands of other citizens
in a march against the Conservative
government’s extensive program cuts.
Walking arm in arm with community
activists and members of other unions,
PSAC signaled that our union is on the
move, fighting for our rights and our jobs.
From the moment the federal
Conservatives won a majority government
in 2011, our union has faced an
unrelenting assault on the economic
and social security of our members.
PSAC members have suffered job
cuts and overwork with devastating
consequences for their health and well
being. Yet, despite the challenges,
we are stronger, more unified, better
organized, and still determined to
make gains for our members.
My report is a story that belongs to
the entire membership of our great
union. It is a reminder of what we have
been through and some of the lessons
learned. I thank every member, leader
and employee of the PSAC and its
Components for your courage and your
contribution. I hope you are as proud
as I am of our progress and success.
National President’s Report I PSAC 2015 National Triennial Convention I 1
PSAC’s National Board of Directors
sets the stage for three years of
unity and activism
Soon after PSAC’s 2012 Convention, the National Board of
Directors came together and signed a declaration making
a commitment to the work of the next three years.
“The National Board of Directors stands united in its determination to
return to our members a sense of pride in their union, a belief in the
principles of trade unionism, and a confidence in their elected leaders.
In all that we do, we shall be guided by the need to champion issues
relevant to our members and speak to their experiences in the current
economic and political climate.
We will not allow the safety of our food, transportation, borders and
environment to be eroded by the cutting of public services. We will
not allow our communities to be decimated by the loss of good jobs.
We will not allow the rights of our equity seeking groups to be pushed
aside. We will not allow government to rule unchallenged.
We will continue to work with our allies and speak with one voice
because we are all affected. We will be present in the workplace. We will
be vocal in the media. We will engage with our members, face to face,
and listen to their concerns.
Above all, we will take action. We will act to protect our union. We
will act to protect our right to represent our members, to bargain
collectively and to withdraw our labour.
In refusing to be silenced, we will be heard. In going back to our
principles we will move forward. In reclaiming our history we will secure
our future.”
– PSAC National Board of Directors
2 I PSAC 2015 National Triennial Convention I National President’s Report
We made union building our priority
PSAC has worked hard, hand-in-hand with the Components
and Directly Chartered Locals, to strengthen our union
through extensive membership outreach and mobilization.
Reaching one member at a time
In 2013 we started one of the most
ambitious union projects in our
history – organizing our locals to
have a face-to-face conversation
with every one of their members.
Our goal is to build the connection
between the PSAC and members
through meaningful human contact.
We began by bringing together all
the local presidents and regional and
national officers in each region to a
one-day training session. They learned
about the serious Conservative threats
to our members’ collective agreements,
union rights and jobs. They learned
how to organize and carry out face
to-face conversations, as well as the
principles of recruiting volunteers.
We asked the locals to track the
conversations so they could find out
members’ key concerns. We wanted to
hear what they think of their union.
In order to gauge the level of membership
support, Locals asked members to sign a
pledge card of commitment to the goals
of the We Are All Affected campaign.
These goals are to protect public services,
defend our collective agreement rights,
and reject attempts by governments to
undermine our legislated union rights.
We tracked each pledge card, entering
the information in the membership data
To date, 36,000 members have signed cards pledging to stick with the
union and defend public services.
base so that we could assess levels
of support among our members.
The project was a good start in teaching
basic organizing skills to local activists:
how to listen to members, how to have
difficult conversations, how to track those
conversations, and how to follow up.
Regional Offices:
■
Delivered 825
workshops to
12,000 members
■
Helped collect
36,000 pledge cards
■
Updated membership
contact information
■
Helped to recruit 850
workplace campaigners
■
Delivered training for
workplace campaigners
■
Organized town hall
meetings attracting
more than 12,000
members
■
Coordinated
mobilization of
members on the 19th
of every month
The most effective way of addressing
membership apathy and fear in the
workplace is for union volunteers to
speak directly to their co-workers.
Conversations build understanding,
connection, belonging and solidarity.
We did not have as many conversations
as we would have liked. We still do
not have the internal organization to
reach every member in every workplace
through face-to-face contact. We need
to work on this over the next three years
so that we are able to spring into action
quickly and effectively when needed.
We kept the right to receive
home contact information
PSAC relies on being able to send
important information to members at
their homes. However, our right to receive
home contact information was put at risk
when a member of another federal union
went to court demanding that unions
not be given this information. PSAC
intervened in the case (Bernard v Canada)
at the Federal Court of Appeal and at the
Supreme Court of Canada. Both courts
confirmed that unions have the right
to contact their members and receive
the necessary information to do so.
We’re mobilizing more
and more members
Building on our member-to-member
outreach and pledge card campaign,
we mobilized thousands of members
through hundreds of actions in the
last three years. Members mobilized
in support of their bargaining teams,
in defense of public services, against
attacks on unions, and for social and
economic justice. Many of these actions
were carried out hand-in-hand with
other unions and community groups.
Starting in Quebec, demonstrations have
been organized outside workplaces and
other locations on the 19th of each month
to draw attention to the damage done
by the federal Conservative government.
The 19th of the month was also chosen
as a cross-Canada day of action to
defend the collective agreement rights
of federal public service workers. On
March 19, 2015, other federal public
service unions joined PSAC to show
that we are united in our determination
to resist sick leave concessions and
to negotiate healthier workplaces.
Ongoing mobilization is difficult and
tiring work but it raises the visibility
of the PSAC in the workplace and in
the media. Organizing for events also
improves the on-the-ground organizing
skills of our activists. Our mobilization
efforts show that our union is very good
at connecting and involving members
in many workplaces, but we continue to
have pockets of members where there
is not much union activity and where
members are disengaged. We need to
address this problem in a concerted way.
We surveyed members
We are working hard to give local leaders,
stewards and other activists the tools
and training on effective membership
outreach. But we must find ways to
ensure these skills are being applied.
Our annual membership surveys show that
the level of interest in the PSAC is high.
A significant percentage of members say
they want to get involved. However, there
is a gap between what the surveys tell us
and the level of actual involvement, and
we must find ways to bridge that gap.
■
85% are proud to be
union members
■
62% credit their union
for good working
conditions
■
90% would sign a
petition if asked
■
27% would train to be
a steward
■
78% would help
candidates who stand
up for public services
We campaigned for public services
P
We Are All Affected
campaign results
■
■
We are making
government pay
a political price for
service cuts
PSAC is recognized
as an authority on
public services
■
We put PSAC in
the media
■
We won the respect
of the Opposition
■
■
We unified the PSAC
under one banner
We are making our
members proud
rotecting public services for all
Canadians has been front and
centre of PSAC’s work. We launched
the We Are All Affected campaign in
the spring of 2012 to call attention to
the severe program cuts introduced
through federal public service reviews
and a series of omnibus budget bills.
At the same time, almost every provincial
government was introducing austerity
measures clawing back important
provincial and municipal services and
programs like health care, education,
child care and infrastructure repairs. The
jobs of PSAC members across Canada,
in every Component, and in every local
and sector – from the federal government
to crown corporations to universities
– were and continue to be at risk.
Governments always make it difficult
for public service unions to defend their
jobs in bad economic times. People
are not as likely to be sympathetic to
us when they are facing job insecurity
and having trouble making ends meet.
The federal Conservatives claimed the
government had to tighten its own belt,
and make deep cuts, in order to speed
up recovery in the private sector.
Our We Are All Affected campaign is a
strategic response to the Conservatives.
Using our first-hand knowledge of the
federal public service, and armed with
extensive and credible research from
groups like the Canadian Centre for Policy
Alternatives, we continue to expose the
long list of cuts to public services and
show how the cuts affect everyone.
We get our message across in all kinds of
creative and effective ways, including:
■
Media conferences
■
Membership conferences
■
Community town halls
■
Telephone town halls
■
Research reports
■
Newspaper editorials
■
Leaflets
■
Hundreds of locals rallies
across the country
■
Petitions
■
Social media actions
■
Paid advertising
■
Partnerships with community
organizations
■ Coalitions with other unions
We put the government on the spot
The Conservative Party has always tried to position itself
as the Party that cares most about Canada’s military. The
cuts to Veterans Affairs, the office closures, and the shabby
treatment of those who served their country are a betrayal
and a stark illustration of a callous federal government.
The We Are All Affected campaign
has been one of PSAC’s biggest and
far-reaching campaigns, and one of the
most cost-effective. We relied largely
on earned-media to draw attention to
our issues, with some paid advertising.
We relied on the high participation of
all the Components, hundreds of locals,
and thousands of member volunteers
in every region at our events.
Through the campaign, we were able
to build the internal capacity of our
union. We trained hundreds of activists
how to speak to their co-workers
and draw them into union activity.
The result is that we will be better at
mobilizing for collective bargaining and
engaging in the next federal election.
On January 28, 2014, a group of Canadian war veterans,
accompanied by PSAC and Union of Veterans Affairs
Employees (UVAE) member Michelle Bradley made headline
news when then Veterans Affairs Minister Julian Fantino
shouted them down in a meeting witnessed by journalists.
It was the beginning of the end for the Minister.
PSAC had been working for months alongside veterans
to stop the closure of nine regional offices that provided
critical front-line services. We gave the veterans support.
We arranged for them to come to Ottawa to give the
Minister a first-hand account of what they were living
through. We created a dilemma. How could he refuse to
meet them? Instead, he lost his temper and the government
was discredited. Attempts to portray the veterans as being
controlled by the union backfired badly. As a result, there
are now veterans across the country working actively to
defeat Conservative candidates in the next federal election.
One of the most important achievements
of the We Are All Affected campaign
is that members see their union
actively defending their jobs and their
work. We are making our members
proud and growing our credibility
with citizens and members alike.
We expanded the scope of our
communications
In the three years since the 2012 Convention we
have improved the ways in which we communicate
both with our members and with the public.
national and regional media attention
to the plight of veterans. A concerted
media strategy shifted coverage of
Treasury Board bargaining from the issue
of sick leave to PSAC’s demands for a
healthier workplace. Many media events
were organized both in Ottawa and in
the regions to highlight the impact of
the federal cuts to service delivery.
We’re using many options
to reach members
We have more than 60,000 subscribed
to our new, redesigned e-newsletter.
We’ve achieved a higher
profile in the media
The strong activism of members and
the many mobilization activities made
it possible for PSAC to be more visible
than ever in the media. This was true for
print, television and radio media, as well
as social media. Our higher media profile
gave us reason to do more extensive
media training at all levels of the union.
This included dozens of training sessions
on how to use social media effectively.
We were more effective and timely in our
responses to media inquiries. We drew
Tens of thousands of members
participated in telephone town halls
held to keep members informed of
progress in bargaining, as well as
legislative developments at the federal
level. A very successful telephone
town hall took place in Ontario before
the Ontario provincial election.
Our Union Voice emphasizes victories
and bargaining. The new look puts
visuals front and centre and the infographics and poster content give the
publication multiple uses and longer
reach. Over 135,000 members receive
it in their homes every three months.
I started a National President’s blog
to speak directly to members through
social media and address the current
FACEBOOK FANS
10,000
8,000
9,086
6,000
4,000
2,000
issues of the day. We have a growing
list of followers on Facebook and
Twitter in both English and French.
0
We produce frequent bargaining updates
for every round of bargaining. These are
distributed to members electronically
and, in many cases, they are handed
out to members at the workplace.
May 2012
August 2012
May 2013
May 2014
TWITTER FOLLOWERS
8,000
7,000
6,000
We’re using record numbers of multilocal meetings to reach our members.
For example, after Bill C-4 was
introduced close to 10,000 members
attended meetings across the country.
5,000
7,294
4,000
3,000
2,000
We have held close to a dozen
webinars on a variety of topics
and continue to hold them to help
members learn about their rights.
1,000
0
August 2012
May 2013
May 2014
We’re telling our stories
through video
We launched an awardwinning website
In the last three years, PSAC produced
almost a dozen short videos, most of them
featuring our members and our issues.
We carried out the first overhaul of
the national website since 1997 and
won the Best Website award from the
Canadian Association of Labour Media.
Important improvements include:
■
Why veterans’ services matter
■
PSAC’s structure (animated)
■
Why sick leave is important
■
PSAC’s bargaining priorities
■
Our vision for universal
child care (animated)
■
The work our Technical
Services (TC) members do
■
The impact of EI cuts (animated)
■
Cuts to public services
More videos are in production,
including a video on the
accomplishments of the PSAC.
February 2015
■
Mobile responsive design so it can be
viewed on tablets and smartphones
■
A member portal connected to
UnionWare (PSAC’s integrated
membership data base) so that
members can change their
address and find out the contact
information for their local.
■
The ability to apply for a PSAC job
online or to register for convention.
■
Significant content improvements
make it a better user
experience for members.
February 2015
Staff in regional
offices…
■
Negotiated 214
regional collective
agreements
■
Provided strike
support for a total
of 680 strike days
■
Gave mobilization
training at dozens of
bargaining conferences
■
Organized hundreds of
ratification meetings
■
Helped to support
mobilization in every
round of bargaining
We stayed strong
at the bargaining table
We resisted concessions
The bargaining climate for all PSAC
members has been very difficult the past
three years. Almost all of our employers,
in the public sector and private sector
alike, have been trying to constrain their
labour costs. Some employers have been
trying to roll back wages, benefits and
pensions and undermine our job security
clauses. In many cases, employers are
doing everything they can to cut back
the gains we’ve made in the past.
The good news is the PSAC has fought
back hard against concessions in all
cases and almost always won the battle.
We have even made significant contract
language improvements. For example,
seniority will now be recognized for line
selection for all shift-working employees
in the Border Services (FB) bargaining
unit. Seniority will also be recognized for
the purposes of vacation scheduling for all
workers in the FB and Technical Services
(TC) units and those working for the
Canadian Food Inspection Agency (CFIA).
PSAC also gained wage increments
based on cumulative service for term
employees in the TC and CFIA units.
FB, TC and CFIA term employees will
have unused sick leave credits reinstated
if they are rehired within one year of
a specified year of employment.
Some of our museum sector units made
great strides on the issue of job security.
The recent tentative agreement with
the Museum of Science and Technology
includes improved protection against
layoff for indeterminate employees. The
Museum is now required to maximize
employment opportunities, provide
alternative employment where possible,
and must refrain from engaging
temporary agency personnel, contractors
and consultants in order to avoid
layoffs. At the National Arts Centre,
we improved the minimum staffing
language in the collective agreement.
PSAC achieved breakthrough language
in the federal public service by including
gender identity and expression as
prohibited grounds of discrimination
in our TC collective agreement.
negotiations in Canada. The Conservative
government set the tone ahead of
bargaining by changing key provisions of
the Public Service Labour Relations Act to
give government negotiators a stronger
hand. PSAC is challenging these changes
in the courts and through unfair labour
practice charges. We are also taking
steps to counteract these changes and
to build bargaining power strategically.
STRIKES:
May 2012 –
February 2015
We have signed a solidarity pact with
other federal public sector unions.
This pact will help ensure that no
group undermines any other at the
bargaining table, and calls for jointly
mobilizing members to oppose the
employer’s demands for concessions.
■ Town of Fort Smith,
■ Globe Ground Fuel
Services, BC, 1 day
■ Air North Charter and
Training, 1 day
■ Woodbine Racetrack,
Ontario, 8 days
15 days
■ Fort Smith Housing
Authority, 26 days
■ Town of Hay River,
We negotiated an average wage increase
of 5.6% between 2012 and 2014. This
represents only moderate upward
movement, taking into account the
increase in the cost of living of 4.4%. But
we have fared better than many other
public and private sector workers who saw
their wages frozen and even rolled back.
■
We’re seeking improvements
in federal public
service bargaining
We tabled proposals that will help
■ St. John’s Airport,
maintain high quality public services
315 days
for Canadians. These include
(longest in PSAC History)
proposals to ensure proper staffing
levels, and stronger protection against
contracting out and privatization.
■
We are pursuing proposals to make
the federal public service a healthier
workplace arguing that this is a better
and more affordable alternative to
gutting sick leave and putting in
The current round of PSAC bargaining
with Treasury Board is the largest set of
currently out for
more than 30 days
(at the time of writing)
place a short-term disability insurance
scheme. We have already won an
agreement with Treasury Board to set
up a joint task force on mental health.
■
We are pushing for fair wages
that keep up with inflation
and the job market.
■
We are increasing the power behind
our bargaining teams by keeping
members informed every step
of the way and engaging them
in actions across the country.
■
We are fighting back against
unfair employer tactics such as
misleading messages to members
suggesting that the government’s
proposals to replace sick leave
benefits are a done deal.
■
We defended union access to
worksites by filing an unfair labour
practice complaint this year after
a number of negotiators were
barred from accessing some
federal government work sites.
■
We resisted employer attempts to
alter terms and conditions in the
middle of bargaining. For example,
we filed a complaint related to
Corrections Canada reducing
hours of work for some of our
members at a time when, by law,
agreement provisions are frozen
while negotiations take place.
We’re negotiating
while Treasury Board
pulls CRA’s strings
Bargaining with the Canada Revenue
Agency (CRA) is another illustration
of the Conservative government’s
hands-on approach to negotiations.
During the latest negotiations, CRA
came to the table with Treasury Board’s
directions on a wage offer, the length
of the contract and the elimination of
severance pay. The Agency admitted
repeatedly it had no ability to negotiate
beyond Treasury Board’s mandate.
This approach runs completely contrary to
the arm’s length relationship established
when CRA was created by Parliament.
Until now, the parties have negotiated
fair contracts that have worked for both
sides. The new approach has undermined
the bargaining process to the detriment
of all. Meanwhile, the members are
standing strong in their determination
to win a fair collective agreement.
We held our first electronic
ratification vote
A 2011 task force recommended and
the 2012 PSAC Convention called for
the use of electronic voting on tentative
agreements. In 2014, the first electronic
vote was held when members who work
at CFIA ratified their tentative agreement.
Before the vote, information sessions
were held in face-to-face meetings, and
through webinars, to ensure members
understood the voting process as well as
the details of the tentative agreement.
The vote took place over 44 days.
We turned back a forced vote during bargaining
The last round of bargaining for our border security members
(FB group) showed us clearly the Conservative government’s
approach to bargaining and what it takes for PSAC to win.
The government tried to circumvent the bargaining process by forcing
FB members to vote on an offer not agreed to at the bargaining
table. PSAC took the fight to the Federal Court of Canada asking that
the vote order be quashed. Our main objectives were to defend the
collective bargaining process and to force the employer to get back
to the table to negotiate in good faith. The court ruled in our favor.
Finally, a tentative agreement with Treasury Board was reached
after two years and eight months of negotiations, four final
offers, petition drives, picketing, the employer’s unsuccessful
attempt at a final offer forced vote, and the filing of unfair labour
practice complaints. Throughout this process, FB members
from across the country showed great unity and solidarity.
We worked to maintain pensions
and improve benefits
P
ensions have emerged as a key issue
for unions and workers in the last few
years. Employers and governments
are intent on reducing their contributions
to pension plans and reducing retirement
benefits. These changes are seriously
eroding our retirement security.
The federal government’s 2012 budget
changed the cost-sharing formula for the
federal public service pension plan, to
which most PSAC members and retirees
belong. The employee’s share of the
cost of the pension plan will increase
over time until it reaches 50 per cent,
with the employer paying the other
half. This saves the government an
estimated $20 million at the expense
of employees in 2012-2013 alone.
The government raised the age of
eligibility for an unreduced
pension benefit for future
employees to age 65.
And it increased the
age of eligibility for
Old Age Security
(OAS) for all
Canadians from
65 to 67, starting
in April 2023.
In 2014, the federal government
announced its intention to change
federal pension legislation to allow
employers to convert defined pension
benefit plans to target benefit pension
plans. Defined benefit plans provide a
guaranteed level of pension benefits
on retirement. Target benefit pension
plans provide no guaranteed level of
benefits and also allow retiree pensions
to be reduced. Workers contribute but
don’t get a pension they can count on.
PSAC has joined others to
win better pensions for all
We are now an active participant in a
new coalition that is about to embark
on a major Canada-wide campaign for
retirement income security. The Canadian
Coalition for Retirement Security brings
together six million working and retired
Canadians (union and non-union). The
campaign is called Honour Your Promise.
The Coalition will be pushing employers
and governments to honour commitments
made to pensioners and employees. It
will also be campaigning for pensions for
the many Canadians who have none.
PSAC is also continuing to work closely
with the Canadian Labour Congress
(CLC) for improvements to the Canada
Pension Plan/Quebec Pension Plan so
that all workers can retire in dignity.
Retirement security is one of the four
key issues, together with jobs, child
care and health care, at the heart of the
CLC’s federal election plans in 2015.
We mobilized to save good pensions in the North
The Northern Employee Benefits Services (NEBS) Pension Plan is a multi-employer defined benefit
pension plan for various municipalities, hamlets and housing authorities in the Northwest Territories and
Nunavut. An estimated 1,000 PSAC members participate in the NEBS Pension Plan.
In 2014, the Northwest Territories Legislative Assembly Standing Committee on Government Operations
unexpectedly started working on changes to the NEBS. The Nunavut legislature also gave notice
of changes because the NEBS extends to its jurisdiction. It was clear that both governments were
considering changing the law to allow the defined benefit plan to be converted to an inferior target
benefit plan.
PSAC, with the Union of Northern Workers and the Nunavut Employees Union, prepared a
comprehensive submission explaining the problems with the proposed legislative changes.
A public hearing was well attended by members from all northern unions.
A campaign informed members of what was at stake and lobbying began. A public demonstration was
held outside the Northwest Territories Legislative Assembly.
In late October 2014, the legislative assemblies of both Nunavut and the Northwest Territories voted to
extend the review periods for the proposed changes contained in Bills 1 and 12. Every indication is that
the Bills will be amended and the defined pension plan saved.
We fought the government’s pension
surplus grab to the Supreme Court
Thirteen years ago the PSAC launched a legal claim against the
federal government for removing $28 billion from the federal
superannuation accounts. The case was first heard in the Ontario
Superior Court. It then worked its way through the Court of
Appeal of Ontario and on to the Supreme Court of Canada. On
December 12, 2012, the Supreme Court ruled in favour of the
federal government’s position that the superannuation accounts
technically do not contain assets to which employees could
assert a legal claim. It was a disappointing outcome but we are
proud to have pursued our members’ rights as far as possible.
We kept pushing for
better health benefits
We continued to advocate for our
members in the federal public service
through our representatives at the Public
Service Health Care Plan’s Partners
Committee and the PS Dental Plan Board
of Management. We mounted opposition
to proposals to increase retiree
premiums, advocated for expanded
coverage, and sought increases in benefit
entitlements to keep up with inflation.
We won:
■
The inclusion of laser eye
surgery under the plan with
a lifetime cap of $1,000
■
Repairs and replacement
parts for CPAP (sleep apnea)
machines up to $300 per year
■
An increase in the psychological
services cap to $2,000 from $1,000
■
The removal of annual
deductibles of $100 per
family/$60 for single members
Despite our opposition, the
government moved ahead with its
increase in premiums for retirees as
part of the February 2014 budget.
Outside the federal public service we
used the collective bargaining process
to press for increases to benefit plans
and expanded coverage with some
success. For example, at Memorial
University we negotiated the inclusion
of post-doctoral fellows in the university
benefit plans giving them health,
dental and life insurance coverage.
We’re supporting PSAC members who file disability claims
In 2013, Sun Life Financial put in
place a new enhanced Quality
Assessment Review process
for adjudicating all new federal
disability claims. It has meant more
stringent evaluation practices
for determining an employee’s
eligibility for federal disability
benefits. Statistics from Sun Life
Financial show that more claims
are being denied creating great
hardship for many members. Not
surprisingly, this has resulted in
a surge of members asking for
PSAC assistance with claims.
We are committed to
defending members’ rights
Over the last three years
we have put up an impressive
and extensive defense of
our members, and of our
union, in the face of the
relentless undermining of
workers’ rights by employers
and governments alike.
PSAC has done this by coordinating
efforts with Components and our
Directly Chartered Locals, as well as
with other unions and federations
of unions provincially and nationally.
We have defended and represented
members in the workplace through
grievances and other actions. We have
also been active on Parliament Hill
and in provincial legislatures, pushing
back against legislative attacks.
We represented members
in the workplace
There are approximately 4,000
grievances at arbitration/adjudication
awaiting resolution. This is a very
high number but each of the files
addresses one or more issues that are
of critical importance to members.
PSAC’s Representation Section has been
working with Components to address the
efficiency and quality of representation
at adjudication. We are taking measures
to improve communication with key
stakeholders, identify and respond
to grievance trends and find ways to
GRIEVANCES & ARBITRATION/ADJUDICATION
27%
Other Issues 19%
7%
Pay, Allowances & Premiums
Discipline & Termination
Job Description
18%
11%
No Discrimination/Human Rights
Leave
18%
provide support to those who provide
representation on grievances.
We saw that alternation
provisions were enforced
The PSAC won a significant victory
before the Public Service Labour
Relations Board on the application of
the Workforce Adjustment Appendix.
The Board agreed with PSAC that
Treasury Board is ultimately responsible
to ensure that departments are not
violating the collective agreement.
Our grievance found Service
Canada guilty of “wilful and
reckless discrimination”
After a wait of several years, PSAC
member Doug Nicol of Edmonton
finally won his duty-to-accommodate
It took two years…
… for the adjudicator,
Deborah Howes, to issue
her decision. Howes found
that Service Canada made
no real effort to
accommodate Nicol “and
refused and failed to create
an accommodation plan
that took into account the
restrictions related to his
disabilities.”
The decision provides
Nicol with over three years’
retroactive pay, plus
$20,000 for pain
and suffering.
grievance against his former employer,
Service Canada. The decision has
been characterized in the media and
elsewhere as a clear message to the
government about its obligations
to employees with a disability.
Nicol’s grievance was first filed by the
Canada Employment and Immigration
Union of the PSAC (CEIU) in the summer
of 2008. It was referred to the Public
Service Labour Relations Board (PSLRB)
in 2009. The case was heard over
the course of twelve days in 2012.
It took two years for the adjudicator,
Deborah Howes, to issue her decision.
Howes found that Service Canada
made no real effort to accommodate
Nicol “and refused and failed to create
an accommodation plan that took
into account the restrictions related
to his disabilities.” Unfortunately,
Nicol was forced to take medical
retirement before the case was heard.
The decision provides Nicol with over
three years’ retroactive pay, plus $20,000
for pain and suffering. It also provides
for $18,000 in special damages under the
Canadian Human Rights Act. In awarding
close to the maximum allowable in special
damages, Howes said that “the employer
engaged in discriminatory practices
through conduct that was repeated,
sustained and calculated to ensure the
grievor would not return to work.”
PSAC and USGE defended
salary protection language
In a very significant Public Service
Labour Relations and Employment Board
decision, PSAC and the Union of Solicitor
General Employees (USGE) won a policy
grievance regarding the application
of salary protection language in the
Workforce Adjustment Appendix (WFA).
The grievance concerned Correctional
Services Canada’s (CSC) implementation
of the “cook chill” program. The idea
of the program was appalling. The
full service kitchens in penitentiaries
would be closed across the county and
replaced with regional food centres. The
meals would be cooked and frozen and
shipped out to prisons for re-heating,
removing an important inmate training
We won union access to worksites
PSAC filed an unfair labour practice complaint when a PSAC negotiator was stopped from having access
to the worksite. The labour board recognized the union’s right to access our members’ worksites when it
found that the employer had interfered with the union’s lawful activity and representation of employees.
According to the decision, “… the actions of the employer ran contrary to fostering effective labour
management relations, collaborative efforts, expression of diverse views in the establishment of terms
and conditions of employment, credible and efficient resolution of matters arising in respect of terms
and conditions of employment, bargaining agents’ representation of the interests of employees in
collective bargaining, bargaining agents’ participation in the resolution of workplace issues, mutual
respect and harmonious labour-management relations, which are legislative purposes expressly stated
in the preamble of the Act.”
program in quality food preparation. It
would also mean a loss of approximately
150 jobs at the GS-FOS-6-7-9 levels.
These would be replaced with about 100
GS-FOS-3 positions – costing workers
millions of dollars over the long term.
The policy grievance was filed following
CSC’s announcement that it would
refuse to provide salary protection
more than one job level downwards.
The employer counseled employees
who might want the GS-FOS-3 jobs
to resign their positions and apply.
In its decision, the Board ruled in favour
of the union. “The approach taken by
CSC is arbitrary and flies in the face
of the clear language of the collective
agreement,” said the adjudicator,
Margaret Shannon. “Its advice to
employees to resign and apply as
external candidates was also wrong.”
We fought vigorously to
keep members working
The Workforce Adjustment (WFA)
Appendix, which is part of many PSAC
collective agreements, was really put
to the test in the last three years.
In the end, the WFA protections worked
extremely well thanks to our vigilance
and persistence. Of the 24,500 PSAC
members who received affected
notices since April of 2012, only 145
members were involuntarily laid off at
the end of their lay-off priority period
without finding a job in the federal
public service. These numbers exclude
CRA, CFIA and Parks Canada who
have their own priority systems.
However, while PSAC members
were individually protected through
alternative employment, many good
public service jobs were lost. Each of
these job cuts represents cuts in service
to the public, and lost opportunities
for future workers, particularly younger
workers who are already suffering
high levels of unemployment.
How did we do as well as we did? PSAC
and Component leaders, supported
by a collaborative staff effort, worked
together seamlessly to ensure that WFA
problems were addressed quickly and
efficiently. WFA courses, guides, fact
sheets, webinars, and other tools were
produced to help members navigate
the WFA process. Thousands of WFA
questions and concerns were answered.
Our work is ongoing…
… Although the
WFAA gave invaluable
protection to members,
there were unexpected
gaps and differences in
interpretations of the
language. We believe
that no member would
have lost employment
if the employer had
worked harder to save
jobs and had not fought
us in the applications and
interpretations of the
Appendix.
Our work is ongoing. Although the
WFAA gave invaluable protection to
members, there were unexpected
gaps and differences in interpretations
of the language. We believe that no
member would have lost employment
if the employer had worked harder to
save jobs and had not fought us in the
applications and interpretations of the
Appendix. As a result, we have submitted
a comprehensive set of demands to
Treasury Board in the current round of
bargaining for improvements to the
WFA. Job security for PSAC members
continues to be a top priority.
We defended the legislated
rights of unions and members
PSAC members and all workers across
Canada have been on the receiving end
of some of the most severe legislative
attacks on such fundamental rights as
the right to bargain collectively, the right
to organize and the right to strike.
Bill C-377…
… still in the Senate
at the time of writing,
interferes with unions’
financial autonomy by
requiring them to report
extensively on spending
to the Canada Revenue
Agency and on public
web sites.
Bill C-520…
… requires Agents of
Parliament and all their
employees, and anyone
who seeks employment
for one of the agencies,
to disclose their political
affiliations during the
previous ten years.
The federal Conservatives are determined
to undermine and weaken unions,
particularly federal public service
unions like the PSAC. They’ve used
omnibus budget bills, like Bill C-4, that
gave Treasury Board unilateral power
to designate workers essential, taking
away their right to strike. The Bill also
changed the rules of interest arbitration.
The Conservatives have also engineered
the introduction of anti-union and
anti-worker measures through private
members’ bills. Bill C-525, which comes
into effect later in 2015, has made it
more difficult for unions to organize
workers in the federal sector and easier
for unions to be decertified. Bill C-377,
still in the Senate at the time of writing,
interferes with unions’ financial autonomy
by requiring them to report extensively
on spending to the Canada Revenue
Agency and on public web sites.
The political rights and work of unions
was the subject of debate and resolutions
at the 2013 Conservative Party of
Canada convention. Merit Canada, an
anti-union employer organization which
lobbied hard for Bills C-525 and C-377,
has declared that its next achievement
will be pushing the Conservatives to
pass a law outlawing the right of unions
to spend union dues on political action.
In Ontario, Tim Hudak’s Conservatives
ran in the last provincial election on a
platform that included promises to make
dues-funded political action illegal and
to eliminate the automatic deduction of
dues from all bargaining unit members,
also known as the Rand Formula.
The Conservatives have already moved
to restrict the political rights of federal
employees. Conservative MP Mark
Adler’s Bill C-520 is currently in the
Senate. This Bill requires Agents of
Parliament and all their employees, and
anyone who seeks employment for one
of the agencies, to disclose their political
affiliations during the previous ten years.
During the debate, Senator Percy Downe
suggested that the title of the bill should
be changed to, “Are you now or have
you ever been a member of a political
party” because it harkens back to the
political witch hunts of the cold war era.
The Agents covered by the bill are the
Auditor General, the Chief Electoral
Officer, the Commissioner of Official
Languages for Canada, the Privacy
Commissioner, the Information
Commissioner, the Senate Ethics Officer,
the Conflict of Interest and Ethics
Commissioner, the Commissioner of
Lobbying, the Public Sector Integrity
Commissioner and any other position
added by the Governor in Council.
We responded to anti-union
bills with action and lobbying
PSAC’s response to all these Bills was
swift and extensive. We provided
information on each piece of legislation
immediately after introduction. We
worked closely with the Canadian
Labour Congress and the other federal
public service unions in organized lobby
campaigns both in Ottawa and across
Canada to ensure that the opposition
parties spoke out and organized together
against the proposed laws. For the first
time, PSAC contracted with a well-known
lobby firm to assist us with this work.
Given the majority position of the federal
Conservatives, it has proven impossible
to stop the legislative attacks on union
rights in Parliament. Therefore, we have
pursued other avenues to fight back,
particularly with respect to Bill C-4.
We’re challenging a
bad law in court
Our fight against Bill C-4, the
government’s 2013 budget
implementation bill that dramatically
changed the bargaining rights of
federal public service workers, has been
bolstered by recent decisions of the
Supreme Court. In two instances, the
Saskatchewan Federation of Labour and
the RCMP cases, the Supreme Court
reversed lower court decisions. The
Supreme Court recognized the right to
organize free from employer interference
and the right to strike as rights that flow
from the right to freedom of association,
which is guaranteed under section 2(d)
of the Charter of Rights and Freedoms.
The PSAC has also joined 17 other
federal public service unions to submit a
complaint with the International Labour
Organization on the grounds that
the labour law changes in C-4 violate
Canada’s international commitments
with respect to labour rights.
Photo: ©iStock.com/Pgiam
We focused our education program on union building
A new leadership
course called…
… “Leading Change”
focused on member
engagement and
mobilization. It was
delivered to 244
leaders in six regions
early in 2015.
E
ducation continues to be one of our
main tools for engaging members
in our union. We put particular
emphasis in the last three years on giving
PSAC’s front-line activists and leaders
the tools for building our union. We
worked closely with the Components, the
Regional Executive Vice-Presidents and
the education committees of our regional
councils. We also assisted Components
with their own initiatives. The Education
Program staff worked closely with other
sections and branches on a variety of
projects, including national conferences.
The Union Development Program
was extensively reviewed in 2013 and
completely re-written to become a
yearly, cross-regional, nine-month
program. It was launched in January 2015.
Approximately 55 activists will participate
each year in the program that involves
both face-to-face and on-line learning.
The Leadership Program was re
designed in 2012 and 254 leaders met
in Ottawa for a three-day Leadership
Summit. They attended workshops,
participated in a social justice fair
and heard Elaine Bernard of Harvard
University speak about how unions can
defend themselves against government
and employer attacks. A new leadership
course called “Leading Change”
focused on member engagement
and mobilization. It was delivered
to 244 leaders in six regions (not
including the North) early in 2015.
Three-day, mandatory Internal
Investigations Committee Training
was developed following changes made
to Regulation 19 and 19A of the PSAC
Constitution. PSAC education staff
delivered the training in the fall of 2014
to 126 members across the country.
Component facilitators were trained
in an English and a French session in
order to continue training members.
The Public Service Staffing Tribunal
(PSST) Advanced Representation
Training program is under review because
of the legislated merger of the PSST
and the Public Service Labour Relations
Board. It will be updated in 2015.
In 2012, we developed a new two-day
Advanced Duty to Accommodate course.
The Fighting for our Lives: Bill C-4
Health and Safety Course was developed
in conjunction with the PSAC’s health
and safety program in 2014. It informs
health and safety activists and members
of Bill C-4’s changes to Part II of the
Canada Labour Code. An on-line
version of the course is also available.
The PSAC Grievance Handling course
was updated and revised to reflect
changes to labour law imposed by Bill C-4.
We developed a special One-to-One
Conversation Campaign Training
program for union activists on how to
engage co-workers, face-to-face, in
the union. It was delivered to all local
leaders in the spring of 2013. An online course was also developed.
New material for the Stewards
Training Series was developed as
part of the PSAC’s steward training
program. These workshops will be
delivered in person and on-line when
the program is launched in 2015.
PSAC sent five members to the Labour
College of Canada on full scholarships
in 2012 and again in 2013. The College
put the program under review in 2014.
We hope it will restart in 2015.
Our workshop delivery
is impressive
Most of PSAC’s education workshops
are delivered regionally. The material
is either developed by the national
education program, or by the regional
education representatives. The Regional
Executive Vice-President and the
education committees of each regional
council guide this work. Highlights of
PSAC’s regional education work include.
■
Delivery of 570 courses reaching
7,584 members in 2013 and 2014
■
Introduction of on-line education
webinars in some regions
■
A ‘democracy school’ held in
the National Capital Region
with other federal unions
■
Special activist schools in some
regions to teach members the
basics of member engagement
and mobilization
Scholarships for
PSAC members
Each year, the PSAC
awards 17 scholarships
ranging in value from
$1,000 to $4,000.
The program provides
financial assistance to
full-time post-secondary
students who are
members or children of
members. Applications,
which include an essay
on a current union topic,
are reviewed and
decided by a special jury.
We paid special attention
to equality and human rights
PSAC stayed focused on human rights to stop repeated
attempts by the federal Conservatives, and some other
employers, to push back the progress made until now.
Inequality in Canada has grown and equality-seeking
groups have suffered most from program cuts, job loss,
and the rollbacks in working conditions and standards.
However, attacks on human rights are giving rise to new
and bold activism.
We brought 500
members together to
learn and strategize
For the first time, all of PSAC’s
individual national equity conferences
for racially visible members, members
with disabilities, women, aboriginal
peoples and GLBT members – were
held simultaneously in one big national
conference.
The joint plenaries allowed for dialogue
across equity groups. Elections were
held and resolutions were debated.
Members left the conference informed,
connected and motivated to take action.
We created a new National
Human Rights Committee
A 2011 decision by PSAC’s National
Board of Directors created the union’s
new National Human Rights Committee
(NHRC). It consists of the equity
representatives on each of the PSAC’s
Regional Councils: women, GLBT,
members with disabilities, racially visible
members and Aboriginal members. The
Committee also includes 17 Component
representatives. Each equity group
and the Component group have their
own working group within the NHRC to
discuss specific issues and strategies.
We won a groundbreaking
human rights decision for
working families
PSAC member Fiona Johnstone, who
worked as a Border Services Officer at the
Canadian Border Services Agency (CBSA),
needed a fixed-shift schedule to arrange
for child care. The employer refused her
request, saying that it had no obligation
under the Canadian Human Rights Act to
accommodate her personal choices around
childcare.
The Canadian Human Rights Tribunal
found the CBSA discriminated against her
Photo: Blair Gable Photography
by failing to accommodate her family
obligations. The Agency refused to accept the Tribunal’s decision and the government took the case to court.
The Federal Court of Appeal unanimously upheld the Tribunal decision. The Court rejected the government’s
narrow approach to family status accommodation. It confirmed that human rights legislation is to be interpreted in
a broad and liberal manner and that family status includes child care and other legal family obligations.
The Court emphasized that the test for family status accommodation should be no more difficult to meet than the
other grounds of discrimination. Instead, employers are required to conduct a case-by-case analysis with a view to
accommodating the particular needs of individual employees.
We produced new publications
With excellent input from the
membership, PSAC’s Programs
Section published two booklets
documenting PSAC successes and
human rights achievements for women
and GLBT members. PSAC Works
for GLBT Rights and PSAC Works for
Women provide examples of union
struggles, strategies and tactics to
safeguard workers’ rights and advance
human rights in the workplace.
We took action on many fronts
■ Employment Equity
The Conservative government has
undermined employment equity, eroding
gains of past years. PSAC continues
to push back in various forums such
as the National Joint Council – Joint
Employment Equity Committee and
raises issues and concerns in submissions
to Parliamentary committees.
■ Duty to accommodate
The union’s advanced two-day duty
to accommodate workshop equips
participants to effectively represent
and advocate for members.
■ Rights of Aboriginal Peoples
The PSAC’s Programs Section continues
to work with our allies on the issue
of missing and murdered Aboriginal
women. Members have participated
in vigils across the country.
Members of the National Aboriginal
Peoples Circle participated in the
Peoples’ Social Forum held in Ottawa
in August 2014. PSAC organized
four Forum workshops on the
rights of Aboriginal Peoples.
■ World Pride
PSAC participated in World Pride 2014
held in Toronto. This international
celebration incorporated activism,
education and the history and culture
of GLBT people and communities
from all around the world. The Human
Rights Conference, held during World
Pride, gave PSAC a chance to share our
ground-breaking work on GLBT rights.
■ Protecting the human rights
of trans persons
For the past three years, the PSAC
has worked actively in support of Bill
C-279, the NDP amendments to the
Canadian Human Rights Act and the
Criminal Code. If passed, this legislation
will better protect the human rights of
trans persons. The House of Commons
adopted the Bill in March 2013 and we
are pressuring the Senate to do the
same before the next federal election.
■ Temporary foreign workers
The problem of the exploitation of the
federal temporary worker program
by employers, including some public
sector employers, has finally received
media and public attention. PSAC is
working with the Canadian Labour
Congress to raise awareness of these
workers’ human rights concerns and to
push for an end to their exploitation
by enforcing employment standards
and respecting their labour rights.
We’re helping Canada rethink child care
This past year PSAC helped put the need for child care back on the public
agenda. Working with the Canadian Labour Congress and other unions,
PSAC developed a campaign to Rethink Child Care.
Hundreds of PSAC members across the country participated in organized
“kitchen table conversations on child care”. They shared stories of their
own struggles trying to find safe, high quality and affordable child care
arrangements. They talked about what has to change and how to get governments to act on the problem.
In November 2014, PSAC provided huge organizational support to ChildCare2020. Thirteen PSAC members
participated in this national conference on child care that brought together 600 child care advocates.
The conference developed a vision for the future of child care and our union made a short animated video
explaining the vision.
The PSAC child care video is now being shown across Canada at meetings and events as child care
advocates prepare to make child care a major issue in the next federal election. Momentum is building.
The New Democratic Party of Canada is running on a proposal for a national child care program that would
make $15 a day child care available to all families.
We promoted members’
health and safety
Workplace Hazardous
Materials Information System
The PSAC has been an active participant
with the Workplace Hazardous Materials
Directorate of Health Canada in
shaping the new Workplace Hazardous
Materials Information System (WHMIS).
It will impact all provincial, territorial
and federal regulations. The overall
Globally Harmonized System for
Classification and Labeling of Chemicals
(GHS) is being implemented in law in
Canada and by other countries world
wide. WHMIS is an important part of
protecting workers faced with hazardous
substances in the workplace.
On June 19, 2014, Royal Assent was
granted for amendments to the
Hazardous Products Act, enabling the
government of Canada to proceed with
regulations to implement the GHS. On
February 11, 2015, the government’s
final regulations came into force
modifying WHMIS to incorporate
the GHS for workplace chemicals.
We responded quickly
to changes in the
Canada Labour Code
The Conservative federal government
made major changes to the health
and safety protection provisions in
the Canada Labour Code. For the
first time in history, the Code was
amended without any prior warning or
consultation with either employers or
unions in the federally-regulated sector.
We’re seeking a registry of federal
buildings with asbestos
Thanks to the late Howard
Willems, long-time PSAC health
and safety activist and Canadian
Food Inspection Agency
inspector, Saskatchewan now
has a mandatory registry of
public buildings containing
asbestos. It was created by a
bill that was officially renamed
Howard’s Law.
Before his death in late 2012 of
mesothelioma, an asbestos-related cancer of the lungs,
Howard dedicated the final years of his life to advocating
for asbestos awareness and protection. He helped
transform the Saskatchewan Ban Asbestos Committee to
the Saskatchewan Asbestos Disease Awareness
Organization in 2010. He actively worked to establish a
public registry and to provide information to victims of
asbestos-related diseases.
PSAC’s work to establish a similar registry for federal
buildings containing asbestos is ongoing. We continue to
collaborate with the NDP in pressuring the federal
government to adopt a comprehensive policy on asbestos
that includes such a registry. We are also trying to develop
more comprehensive asbestos tools for federal workers
through our involvement on the National Joint Council
Service-Wide Committee on Occupational Health and
Safety.
■
Bill C-4 changed the definition of
danger in the Canada Labour Code.
■
C-4 greatly reduced the authority
of health and safety officers.
■
The Minister of Labour is now
responsible for deciding if a
work refusal is legitimate.
■
PSAC is seeking…
… significant
improvements to the
mental health provisions
in our collective
agreements. Just a
few months ago, the
union tabled specific
bargaining demands
with Treasury Board.
Workers who refuse may be
more vulnerable to reprisals.
PSAC responded quickly when the
changes were introduced. We made
presentations to House of Commons
and Senate committees. Working
with the CLC and NDP, we organized
petitions and a letter-writing campaign.
We held membership meetings and
on-line webinars to explain the impact
of the changes. Across the country
members responded but the protests
were ignored by the Conservatives
and Bill C-4 quickly became law. Since
then, the health and safety program
has been educating activists, stewards
and members about the changes.
We’re promoting mental health
Mental health continues to be a top
health and safety concern of the PSAC.
For years we have been calling on the
federal government and all employers to
address the problems in the workplace
that contribute to the deterioration of
mental health. It is a growing problem
that is reflected in the rise of disability
claims attributed to mental illness.
In the last three years, we finally are
beginning to make some headway.
On January 16, 2013, the Mental Health
Commission of Canada, in collaboration
with CSA Group (the Canadian
Standards Association), launched the
National Standard for Psychological
Health and Safety in the Workplace,
the first of its kind in the world. The
PSAC provided important input to
the development of the Standard as a
member of the technical committee.
The big challenge now is to organize
to implement the Standard in every
workplace. This will take a strong
and coordinated effort across the
PSAC, led by the National Board of
Directors’ Standing Committee on
Health and Safety supported by our
health and safety program staff.
Mental Health and Work – We Are All
Affected was the theme of the National
Health and Safety Conference held in
Montreal on April 12-14, 2013. Delegates
addressed mental health issues and
other important health and safety
issues such as bullying, violence in the
workplace and disability management.
Most importantly, they left the
conference with tools and knowledge
to address the issue in the workplace.
The PSAC health and safety program
staff also worked with the Joint Learning
Program (JLP) to develop a new workshop
on Mental Health in the Workplace. It is
now available to union members and their
managers in the federal public service.
The content is also useful for PSAC locals
and members working in other sectors.
PSAC is seeking significant improvements
to the mental health provisions in our
collective agreements. Our first victory
is an agreement with Treasury Board to
establish a joint task force on mental
health to, among other things, implement
the National Standard for Psychological
Health and Safety in the Workplace.
Our membership numbers
remain strong
T
he severe job cuts in the federal
public service since 2010,
particularly between 2013 and
2014, caused a significant decline in
our federal public sector membership
numbers. However, an increase in
membership in most other sectors
made up for some of this loss. New
organizing in the university sector
attributed for most of the growth.
Treasury Board, Agencies, PESRA We organized new members
Between 2012 and 2014, we welcomed
just under 8,000 workers into the PSAC
through our organizing program. Most
of them are in the university sector
but we have broken new ground in
Quebec’s research sector. Organizing
in this sector was made easier by our
work in universities because many
sessional faculty, support staff and
university researchers also work in
medical research institutions.
Components and
Directly Chartered Locals
worked together
New organizing, and the growth in the
number of Directly Chartered Locals
(DCL) prompted an examination of how
we organize and service new groups, and
the role of Components in that process.
At the 2012 Convention, delegates passed
a resolution calling for a committee to be
established to look at these questions and
to answer how PSAC’s existing structure
can be strengthened through organizing.
PSAC MEMBERSHIP 2012-2014
2012
2013
2014
134,362
145,832 137,897 Northern Units 13,613 13,852 14,012
Universities 10,853 14,350 16,200
5,887 5,867 5,908
Other Federal Public Sector Airports, Ports and Pilotage 2,192 2,276 2,315
Museums Arts and Granting 1,657 1,604 1,601
Other Private Sector 918 933 944
Security (eg. Commissionaires) 887 927 913
Gaming 885 810 955
Other Provincial and Municipal Sector 869 915 931
First Nations 629 708 817
184,223 180,139 178,958
ORGANIZING NEW MEMBERS 2012-2014
Transportation
Security
Other (NGOs, Shelters etc.)
Research
First Nations
Broader Public Sector
University (Nonacademic)
7,630
University
TOTAL
0
1,000
2,000
3,000
4,000
5,000
6,000
7,000
8,000
to maintain PSAC’s bargaining rights
when they were put at risk by employer
reorganizations, mergers, contracting
out, transfers of operations and sales.
■ When our members jobs were
transferred or devolved
As well as bringing
in new members, our
organizing staff have
worked hard to maintain
PSAC’s bargaining
rights when they were
put at risk by employer
reorganizations,
mergers, contracting
out, transfers of
operations and sales.
The Committee, which is made up of an
equal number of Component and DCL
representatives assisted by assigned
staff, met three times. It reviewed and
clarified misunderstandings about
DCLs and Components, including their
dues structures and their servicing
arrangements. The Committee also
had productive discussions about
organizing new members which
will lead to the amending of the
PSAC’s organizing guidelines.
There is strong agreement that the
PSAC’s Components should be more
involved in organizing. In order to help
organizers get a better portrait of the
sectors in which Components are present,
the Committee looked at an online survey
that Components could complete.
The Committee has proven to be a
very important and valuable forum to
address issues related to DCLs and
Components and needs to continue its
work into the next PSAC three-year cycle.
We protected existing
bargaining rights
As well as bringing in new members,
our organizing staff have worked hard
For example, when Health Canada
transferred employees to the newlycreated BC First Nations Health Authority,
we made sure that the Workforce
Adjustment Agreement entitlements
of members were enforced. We also
made sure that PSAC’s bargaining
rights and collective agreements would
continue under provincial jurisdiction.
We then obtained certification of
our members at the Authority under
BC labour legislation, and are now
negotiating a first agreement.
Other members employed at Aboriginal
Affairs and Northern Development
Canada saw their work transferred to the
Government of the Northwest Territories.
Because these workers were moving
from one PSAC collective agreement to
another PSAC agreement, the conditions
around their transfer were better than
would have otherwise been the case.
Discussions around the transfer of
PSAC members at Ste. Anne’s hospital
in Quebec are still ongoing.
■ When other unions conducted raids
We successfully fought off raids by
other unions in Quebec. At the Montreal
Airport, we stopped a raid before a
displacement application was filed. At
the Université du Québec à Montréal
(UQAM), the CSN was forced to withdraw
its application when faced with majority
support for PSAC. At the Ontario Lottery
and Gaming Corporation in Ottawa
and the Centre for Aboriginal Human
Resource Development in Winnipeg, we
worked with activists and turned back
attempts from a minority of workers
to decertify our bargaining units.
Court of Canada’s reformulation of
the test to determine what falls under
provincial or federal jurisdiction.
PSAC’s bargaining rights and collective
agreements were at risk of disappearing.
■ When employers took legal action
We successfully defeated the first of
the three challenges. The CIRB ruled
that the federal jurisdiction continues
to apply. We continue to deal with the
remaining challenges from the other
two Police Services. We also certified
the groups under Ontario legislation
to keep the bargaining rights for these
workers, regardless of the CIRB decision.
In a few instances, protecting our
bargaining rights involved legal action.
In Northern Ontario, three First Nations
Police Services tried to convince the
Canadian Industrial Relations Board
(CIRB) that the Canada Labour Code
could not be applied to them. Their
argument was based on the Supreme
We engaged young members
The average age of PSAC members is dropping as older members retire and younger workers take their
place. And we are organizing in sectors predominantly made up of young workers. These changing
demographics prompted several important initiatives aimed at young members spearheaded by PSAC’s
Regional Executive Vice-Presidents and Regional Councils.
Eight formal regional young workers’ committees were established over the last three years. Several
regions held special conferences, retreats and educational workshops for young workers. The National
Capital Region produced two excellent videos that, among other things, explain the crucial role unions
play in defending young workers’ rights. All these activities provided opportunities for young worker
activists to come together, develop ongoing networks, and provided guidance on how the PSAC can
become a truly multi-generational union.
The PSAC Social
Justice Fund…
…is one of the tools
we have used to carry
out our social justice
work. It is through this
Fund that we provide
humanitarian assistance
both in Canada and
in other countries,
particularly when
disasters strike.
We worked for social and economic justice
PSAC has a long and proud
history of working towards social and
economic justice for both our members
and other citizens, in Canada and
around the world. In the last three
years, this work has continued with a
particular focus on public services.
We believe that public services, provided
and funded by governments, are
essential to tackling the big problems
of poverty, violence and inequality. This
is as true for developed nations, like
Canada, as it is for developing countries.
For decades now, public services are
not getting the attention and public
financing that they need. In almost every
country they have been cut back and
in some cases abandoned altogether.
Governments are turning over
responsibility for the provision of public
services to privately-owned global
corporations. Public services are regarded
as a source of profit rather than as a
vehicle to promote equal opportunity for
all. PSAC has been working with many
partners in Canada and internationally
to tackle this problem, because it would
be impossible for us to do so alone.
Our Social Justice Fund helped
people in other countries
The PSAC Social Justice Fund (SJF) is one
of the tools we have used to carry out our
social justice work. It is through this Fund
that we provide humanitarian assistance
both in Canada and in other countries,
particularly when disasters strike. For
example, when West Africans suffered
the outbreak of the Ebola Virus, we
provided assistance to their health care
unions to help them cope with the crisis.
The Fund helped to finance important
health care training initiatives, and gave
workers access to protective equipment.
The Fund also provided support to
the victims of Typhoon Haiyan in the
Philippines, again channeling the
relief through that country’s public
sector unions and relief agencies.
As well, we provided humanitarian
relief for Syrian refugees and affected
communities during the war in Gaza
through Oxfam International.
We did not forget the
needs of Canadians
The Social Justice Fund provided financial
and other support to the communities of
Southern Alberta after the 2013 flooding.
In coordination with PSAC’s Prairies
region, and working through community
partners, the Fund helped distribute
money, raised by PSAC members, to the
most vulnerable communities. These
included First Nations, women, seniors,
the Calgary drop-in centre, and the
Mustard Seed Mission where PSAC
Prairies Regional Vice-President Marianne
Hladun and other PSAC volunteers served
meals to inner city residents in need.
Relief in Canada also came in support
provided to Lac Mégantic after a train
derailment and explosion devastated
the community. PSAC Quebec identified
the rehabilitation of the women’s
centre as a top priority and the SJF
provided funds allowing the centre to
reopen its doors in October 2014.
The Fund continues to work with
communities by supporting 37 antipoverty projects across the country.
It is heartening to see the growing
involvement of all parts of the union
in this work, particularly PSAC’s
Regional Councils and Area Councils.
The Fund has a range
of priorities
Worker education…
… that provides PSAC
members with the tools
The Social Justice Fund also supports:
and information they
International labour development,
need to mobilize around
including support to workers and unions
current global issues.
in the Southern hemisphere in their
This is not classroom
struggle to defend their bargaining rights. education but rather
front-line training.
Worker-to-worker exchanges, such as
participation in exchanges with Colombian
trade unions that are also on the front
lines defending public services. PSAC
members also participated in the women
of courage delegation to the Democratic
Republic of Congo; an FTQ training
initiative in Burkina Faso and Senegal, and
a health and safety initiative in Honduras.
Worker education that provides PSAC
members with the tools and information
they need to mobilize around current
global issues. This is not classroom
education but rather front-line training.
For example, the SJF’s worker education
brought together PSAC members with
Indigenous Mayan families to build
homes, community centres and schools
in Guatemala. And in Canada, one of the
projects involved bringing PSAC members
from the University of New Brunswick
together with PowerShift, a youth-led
organization mobilizing for climate justice.
We worked in solidarity
nationally and internationally
tactics, a new inclusive strategy and
a member-based approach that will
give us the power to win against antiworker governments and employers.
The other members of the CLC
leadership team elected at the
convention are Secretary-Treasurer
Barb Byers and Executive VicePresidents Marie Clarke-Walker and
Donald Lafleur, making this executive
the most representative one to date.
We enhanced PSAC’s
presence internationally
PSAC continues to be a member and
participant in Public Services International
(PSI), which brings together 670 unions in
154 countries and territories representing
more than 20 million workers.
Photo: Canadian Labour Congress
We supported change at the
Canadian Labour Congress
I was very proud to be part of the PSAC’s
largest-ever delegation at the landmark
2014 Canadian Labour Congress (CLC)
Convention. A majority of Convention
delegates voted for Hassan Yussuff, the
first person in the history of the CLC to
run against an incumbent president and
win. Hassan, the former CLC SecretaryTreasurer, is also the first person of
colour elected to this position.
Hassan challenged all of us to believe
in and work for an alternative to
austerity. His election signaled a strong
desire among many union members,
including ours, that we need different
We worked with other Canadian affiliates,
and many unions around the world, to
elect Rosa Pavanelli to PSI’s top position
at the 2012 Congress. The change in
leadership gave the organization new
energy to provide support to public
sector unions in difficult struggles against
government austerity measures in Greece,
Spain and Italy and in places like Detroit.
PSI has been very active in advancing
equality issues on the world stage,
including at meetings of the United
Nations Commission on the Status of
Women alongside PSAC and other
Canadian trade unionists who attend the
Commission’s meetings in New York.
PSI also has been doing an excellent
job advancing the interests of public
sector workers at the International
Labour Organization where the right to
strike is under attack by employers.
In May 2015, PSAC will be assuming the
position of Canadian Titular on PSI’s
International Executive body and on the
executive of the PSI’s Inter-Americas
regional structure, which brings together
PSI’s affiliates in North, Central and
South America and the Caribbean.
We supported the 2014
Peoples Social Forum
Last August, dozens of PSAC members
joined with others from across the
country for the Peoples Social Forum
in Ottawa. Activists from across the
country discussed the problem of
cuts to public services, among many
other topics. The Forum gave PSAC
an opportunity to explain the impact
of the Conservative government’s
budget measures on our members
and on citizens. We strengthened our
connections with members of other
unions and social justice organizations.
The Assembly adopted a declaration
of solidarity that paid special attention
to the importance of public services.
We are engaged with Canada’s
social justice organizations
As in the past, the PSAC Alliance
Executive Committee approved financial
contributions to carefully-selected
community organizations that the PSAC
works with to improve the social and
economic conditions of all Canadians.
These organizations include equalityseeking advocacy groups that lost funding
thanks to the Conservative government
and now must rely solely on donations
to keep up their important work.
We also help other organizations that
carry out important research and
policy initiatives that provide invaluable
support to PSAC, including the
Canadian Centre for Policy Alternatives,
the Alternative Federal Budget
Project, the Trade and Investment
Research Project, the Broadbent
Institute and Common Frontiers.
We were proud to…
… make a donation to
the Canadian Museum
for Human Rights,
where PSAC members
are employed, for
the important work
in making sure that
unions and workers
are reflected in the
museum’s collection.
We were proud to make a donation
to the Canadian Museum for Human
Rights, where PSAC members are
employed, for the important work in
making sure that unions and workers are
reflected in the museum’s collection.
PSAC’s staff worked tirelessly
for the membership
This report would not be complete without special
acknowledgement of the PSAC’s employees who
brought their skills, energy, passion and dedication
to helping the leadership and members of the
PSAC do all the work outlined in this report.
PSAC’s 2013-15 budget funded 344
indeterminate positions that are
organized into five branches of operation
in addition to the Executive Office. The
majority of the positions provide direct
support to the membership, providing
wide-ranging assistance with everything
from collective bargaining to education to
enforcement of negotiated and legislated
rights, to communication and campaigns.
STAFF DISTRIBUTION
9%
40 %
4.7%
13.7 %
Regional Offices
Of course, the PSAC could not function
without an administration responsible
for paying the bills and members’ claims,
administering membership records,
printing and shipping materials, looking
after PSAC’s building assets, and so much
more. As well, our relatively large staff
requires support. Our Human Resources
and Organizational Development Branch
is responsible for making sure that we
have the policies and supports in place
for all PSAC employees to do their work.
I want to take this opportunity to
congratulate and thank every member
of the PSAC staff for your enormous
contribution and for all the help you have
given to the PSAC membership, to me,
and to the entire PSAC leadership.
Respectfully submitted,
Executive Office
Human Resources and
Organizational Development
Finance and Information Management
18.3%
14.4
%
Collective Bargaining
Membership Programs
Robyn Benson, National President
National President’s Report I PSAC 2015 National Triennial Convention

Take a stand for fairness - our future depends on it

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