Welcome to the UNE Team

O’Siyo ᎣᏏᏲ “o-si-yo,” (Cherokee: I see you) Hello and Bonjour Union Siblings,

I am thrilled to share the news of a former UNE member, rejoining her union family in the exciting new role of Director of Human Resources and Organizational Development, Fabienne Duffet.

Fabienne has a vast and rich experience in human resources and labour relations.

She comes to us from PSAC where she held the positions of Manager, Labour Relations and Senior Human Resources Advisor, Labour Relations. Prior to being called to the Bar, Fabienne had a distinguished career in human resources.

She worked as an Occupational Health and Safety Advisor at Parks Canada and as an Equity, Diversity and Inclusiveness Advisor at both Parks Canada and the House of Commons.

Her role continues important work began under the trusteeship that has only accelerated in the Administration to make necessary organisational shifts that will enable us to better meet members needs.

Fabienne is already proving to be a wonderful addition to UNE.

So please join me in welcoming Fabienne to the UNE team and making her feel at home once more!

Alisha Campbell
National President,
Union of National Employees

SSO workers transition to PSAC’s largest bargaining group

Last month, over 1,300 members in the Statistics Survey Operations (SSO) group transitioned to the Program and Administrative Services (PA) Treasury Board bargaining group.

All members that were part of the SSO group are now covered by the recently negotiated PA collective agreement. All issues, including outstanding issues prior to the transition, will be dealt with under the PA collective agreement going forward. This includes a review of the current structure of SSO locals and how best to integrate them into existing PA locals.

The Union of National Employees, PSAC’s component that represents workers at Statistics Canada, is working on this process and will communicate directly with locals as updates are available. UNE has also compiled a list of frequently asked questions regarding interviewer appointments and additional information about severance calculations, and plans to organize virtual townhall meetings to determine what is working well and what needs to be improved in the coming months.

The decision to integrate SSO members into the core public administration is an important one that fully recognizes SSO members as federal public service workers who deserve better terms and conditions of employment including fair wages, improved job security, and better benefits. 

Joining the PA group will result in a stronger collective agreement, more bargaining power as part of PSAC’s largest bargaining group and allow SSO members to apply internally to positions across the federal public service. 

The PA group includes over 100,000 federal government workers responsible for program administration, information services, communications, secretarial services, office equipment, administrative services, welfare programs, clerical functions and data processing.

A Holiday Message from your UNE National President

Greetings,

It somehow feels as though the 2023 convention was so long ago and yet it was only four short months ago that a new National Executive was elected.

We moved out of trusteeship to Administration just over a month ago.

I can’t help but reflect on the amazing year UNE has had. We have demonstrated resilience in the face of adversity. I want each of you to know you inspire me to be a leader worthy of such amazing union siblings.

Earlier this year I lost my father Valient (2023) to join the Ancestors in the big circle along with my stepfather Dad (2021) Roland and my mother Linda (2019). We have lost members and family over the 2023. I wish you comfort over the holiday season in your grief.

Many of you took part in Canada’s largest strike in our history. I couldn’t be more amazed by how you came together in Solidarity.  I thank you for standing on the line to advance changes in the labour causes.

As we enter the traditional Christian Holiday Season, I can’t help but think of those struggling in the world for safety and peace from other religious denominations and of how fortunate I am.

Some of you may be far from your families and homelands but know many of your union siblings are ready to stand shoulder to shoulder with you in your struggles.

Whether the Holiday season is one you celebrate or not as we lead up to 2024, I would like to wish you well. I want to thank those of you that will provide others with time off to be with their families to celebrate the holidays and hope that you will also take some time to rest.

Those of us that will be off, may you find love and comfort in those around you as this has been another tumultuous year. Our collective efforts make us stronger.

My wishes for the 2023/2026 mandate are that:

We love and embrace our union siblings in their struggles.

Let us lend each other our collective strength through sharing knowledge and mentorship.

We will empower each other.

We will comfort each other when we stumble.

We will celebrate each other’s wins.

We the oppressed will strive to thrive.

Thank you./Merci, ᏙᎾᏓᎪᎲᎢ “di-da-yo-li-hv-dv-ga-le-ni-s-gv,” (Cherokee: Until we meet again)

Pronom: Elle

Pronouns: She/her

Alisha Campbell

National President

Union of National Employees, PSAC

Menstrual Products to be Made Available in All Washrooms in Federal Workplaces

As of December 15th, 2023, all federally regulated workplaces are required to ensure free access to menstrual products, as per the Canadian Labour Code (CLC) Occupational Health and Safety Regulations.

Public Services and Procurement Canada (PSPC) will undertake the following in washrooms located within controlled areas accessible to federal employees, including those within tenant space:

  1. Installation of menstrual product dispensers in female, male, all-access and gender-inclusive washrooms;
  2. Installation of and maintenance of covered disposal receptacles in all male washroom stalls;
  3. Procurement and restocking of menstrual products to meet usage levels in each building.

Exceptions: PSPC notes that every workplace is unique and there may be situations where installation of product dispensers may not be feasible in all washrooms. This includes installation concerns, space constraints, washrooms shared with private sector tenants, etc. Alternative solutions may be necessary within tenant space.

The National Accommodations Directorate will be responsible for liaising with PSPC on their implementation of this new requirement in all departmental workplaces in Crown-owned and PSPC-leased buildings across the country.

If your federally regulated workplace has not completed this important upgrade to washrooms, please contact your manager and, if necessary, follow up with a member of your Local Executive.

Environmental Injustice in Indigenous Communities

By Sam Padayachee

Canada is recognized for its natural beauty and rich resources, yet it grapples with a hidden crisis: the failure to provide clean drinking water to some rural and Indigenous communities is a stain on the nation’s global standing for human rights and equality.

Ironically, for a country that has the largest number of freshwater lakes in the world, the reality that numerous Indigenous peoples lack access to this basic necessity is beyond unsettling. These communities experience water advisories regularly. These advisories can last for months, even years, becoming fixtures of daily life that highlight the systemic inequalities.

The lack of clean water is not merely an inconvenience but a severe health hazard. It perpetuates socio-economic disparities as it impedes childrens’ ability to learn and adults’ ability to work. Moreover, indifferent access to water reflects a historical pattern of neglect and broken promises, inflicting continual damage on trust between Indigenous communities and the Canadian government.

Some might argue that the geographical challenges of remote areas contribute to the problem. However, while these challenges are undeniable, they should not be challenging for a country with Canada’s wealth and technological resources. The federal government has made commitments, indeed, but the pace of progress is painfully slow, often delayed in bureaucratic red tape and budget constraints that appear lacking when contrasted with the swiftness of response to urban infrastructure needs.

This undermines not only Indigenous rights but casts a long shadow on Canada’s commitment to the United Nations’ Sustainable Development Goals, https://www.undp.org/sustainable-development-goals , especially Goal 6, which ensures availability and sustainable management of water and sanitation for all.

With climate change threatening water supplies through contamination and unpredictable supply, the government’s lackluster response jeopardizes not just current, but future generations of Indigenous peoples. It is a glaring example of environmental injustice where the most vulnerable populations bear the most significant ecological risks without comparable gains or protection.

A multi-faceted approach is essential. Investments need to escalate dramatically in infrastructure. But beyond the tangibles, a paradigm shift in governmental attitudes must occur. This isn’t merely an infrastructure issue; it’s about autonomy, respect, and ultimately, honoring treaty rights. Indigenous communities must be considered partners in developing solutions, ensuring that these solutions are culturally appropriate and economically sustainable.

It’s also crucial that Canada commits to a clear timeline for resolving these water crises. Setting and adhering to strict deadlines would signal the government’s acknowledgment of the urgency of the matter and its dedication to resolving it.

For a country that prides itself on diversity and inclusion, Canada’s shortfall in providing clean water to all its peoples is a contradiction that needs immediate and forceful attention. This is a question of human rights, and the government’s actions henceforth will be a testament to its commitment to upholding these not just in principle but in practice.

Resolving this failure is not charity; it is a long-overdue act of justice. As the world watches, it’s critical for Canada to live up to its image by ensuring that every member of its society enjoys the fundamental right to clean water. I’m concerned that today, with so many issues consuming our nation’s attention, the problem of solving water insecurities for Indigenous Communities will fall even lower on the public agenda. We all need to keep pushing forward on this issue, because solving environmental injustice hasn’t lost its urgency for Canada’s Indigenous Communities.

Sam Padayachee is the UNE Regional Representative for Human Rights, Ontario.

UNE Leadership Stands in Solidarity with FSE-CSQ

This week UNE leadership, attending a training and planning session, marched in solidarity with the Syndicat des enseignantes et enseignants des Laurentides (SEEL-CSQ). They are on a 3-day strike this week and will announce an unlimited strike soon if no fair deal is reached.  

“These workers have been offered crumbs while the province has given their parliamentary leaders cakes,” said UNE National President Alisha Campbell. ” We stand in solidarity with our union family members.” 

As a mark of solidarity, UNE will make a donation to SEEL-CSQ.

The members have been offered 10.3% over 5 years, which pales in comparison to the 30% raise Premier Legault gave his elected provincial politicians. 

For more information on this strike, you can read this FSE-CSQ press release (in French).

Bilingualism allowance review: Increase and expand

After the last round of negotiations between PSAC and Treasury Board, a review of the Bilingualism Bonus Directive was launched in October. The bargaining agents of the National Joint Council, of which PSAC is a member, have until April 2024 to provide their input.  

It is time to update and expand the Bilingualism Bonus Directive. Eligibility for the bilingual allowance has not been updated since 1993, and the amount that bilingual employees receive ($800) has not increased since 1977. Workers in the federal public service work hard to improve their language skills; 45 years without an update is insulting to their time and effort. 

PSAC is calling for three main changes: 

  1. A significant increase to the allowance. If the current amount were indexed to inflation, the bonus would now be worth more than $3,000 today.  
  2. A mechanism to increase the bonus on a yearly basis. As costs rise every year, the bonus should reflect that reality. 
  3. If the Official Languages Act (OLA) is updated to include languages other than English and French, for example Indigenous languages, these languages should also be eligible for an allowance. 

Bilingualism is a skill that should be encouraged. The employer must find ways to strengthen the OLA, making it easier for members to work in the language of their choice and improve their second language skills.  

The OLA designates both English and French as languages of work within the federal public service. If the government wants to have a truly dynamic, diverse, and bilingual institution, it must create an environment where employees are not only able to work in the language of their choice but encouraged to do so. 

Important Message for SSO Members Regarding the Impending Transfer to Statistics Canada

The UNE understands the angst and stress our members have faced during the difficult transition to Statistics Canada – Program and Administrative Services (PA).

We have fielded and responded to many of you, and we want to support you.  To this end, we have posted on our website a comprehensive list of Frequently Asked Questions with their corresponding Answers.

Interviewer Appointments – Questions and Answers

Severance Calculation

To further support you and to ensure a positive experience after this transition, the UNE will be organizing ‘Virtual Townhall Meetings’ to determine what is working well and what needs to be improved.

Our ultimate goal will be to listen to your concerns and intercede with the Employer on your behalf – advocating improvements to enhance your workplace experience.

Information regarding the Townhalls will be forthcoming in the coming months.

Please know that you are not on this road alone and UNE will be there for you and all our SSO members.

Parks Canada bargaining: PSAC files unfair labour practice

PSAC has filed an unfair labour practice against Parks Canada Agency for refusing to provide seasonal and term workers the pensionable lump sum payment negotiated as part of the collective agreement signed September 26. 

Parks Canada blamed wildfires for the nearly eight-week delay in signing the collective agreement, causing many of the very PSAC members who were on the frontlines fighting these fires to lose out on receiving the $2,500 lump sum payment. For members to receive the lump sum payment, they must be in the bargaining unit when the collective agreement is signed.  Take Action

The delay means approximately 300 Parks Canada members who are term and seasonal workers will not receive the payment, including firefighters who battled wildfires, members in seasonal term positions at Canada’s historical sites, in the midst of a national housing crisis. Contracts for these workers typically end between late August and early September. 

The Parks Canada bargaining team has made it clear throughout this round of bargaining that this employer’s over-reliance on and abuse of term and seasonal workers is unnacceptable. Now, these same precarious workers will be burned again. 

PSAC will be arguing that members who have completed their contracts since the ratification on August 4 should receive the $2,500 pensionable lump-sum payment that was negotiated in good faith at the table. 

Stay informed  

Keep your contact information updated to date to receive the latest news.

Send a letter to the Minister of the Environment Stephen Guilbeault and President of the Treasury Board Anita Anand to push the employer to honour a collective agreement bargained in good faith.

Victory for northern homeowners receiving housing subsidy

After a successful mobilization campaign by PSAC members across the North, homeowners working for the federal government will continue to receive a housing cost allowance as part of the National joint Council’s (NJC) Shelter Cost Differential (SCD) program.  

When the revised Shelter Cost Differential methodology was announced July 4, the new provisions were expanded to include several new northern communities that were previously ineligible for the housing cost allowance, which meant many more PSAC members would be included as part of the subsidy.  

However, the revised provisions initially specified that the subsidy would only apply to employees renting private accommodations or living in government housing.  

PSAC action led to change 

PSAC and other unions immediately flagged this would mean homeowners currently receiving the subsidy would now be excluded, and Treasury Board agreed to review and discuss the potential impacts to federal public service workers at the Isolated Posts and Government Housing committee meeting October 31.  

Following that meeting, unions and Treasury Board agreed to revise the Shelter Cost Differential to ensure it would be payable to employees renting or owning private accommodations as part of the expanded list of communities in Appendix K-1, as well as to employees renting government housing as part of Appendix K-2. 

Our members played an important role in making this happen. We came together, spoke up, and pushed for change. PSAC engaged with northern MPs while members took action by writing to their MP and federal Ministers to highlight the importance of this subsidy for federal public service workers living and working in the North. The Shelter Cost Differential is vital to help offset the high cost of living in the North for federal public service workers. 

This financial support is also instrumental in recruiting and retaining federal public service workers in northern communities. 

Learn more about the Shelter Cost Differential change 

Additional information about the Shelter Cost Differential and the revised methodology that came into effect August 1, 2023 and the transitional provisions that will take effect December 1, can be found on the National Joint Council’s website and their FAQ about the changes.