The PSAC launches national pension campaign to urge the Trudeau government to respect workers and keep its hands off pensions.
The Liberal government’s plan to raid $9.3 billion from the federal public service pension surplus is a betrayal of Canada’s public service workers and sets the stage for other attacks on the pension security of millions of workers in Canada.
“This is a betrayal of trust,” said Sharon DeSousa, National President of PSAC. “Workers and the government contribute equally to this pension fund, but now the government is taking a break while workers are left to shoulder the burden.”
This reckless decision jeopardizes the retirement security of over 700,000 federal public service workers, retirees and thousands of territorial government employees.
The government’s pension scoop sets a dangerous precedent for millions of other workers across Canada, one that could pave the way for private and public employers alike to raid their own employees’ pension plans. This is more than a fight for public sector workers – a fight for everyone who believes in fairness, accountability and the retirement security of workers.
“If the federal government – the largest employer in the country – can raid its own workers’ pensions, what’s to stop other employers from doing the same?” said DeSousa.
It’s not too late for the Liberal government to do the right thing. PSAC has proposed three fair and reasonable solutions to address the pension surplus while protecting retirement security:
Reverse the Two-Tier System: Reverse the two-tier system introduced by the Harper government in 2012. Under the Harper changes, federal workers who started their jobs on or after January 1, 2013 must work five years longer to reach full retirement. This inequality is fundamentally unjust.
Equitable Retirement Options for Frontline Workers: Follow through on the government’s commitment to provide equitable retirement benefits for frontline public safety workers.
Suspend Employee Contributions: If the government gives itself a contribution holiday, workers who equally pay into the pension plan should get one too, ensuring fairness and equity.
This isn’t just about pensions; it’s about fairness, accountability, and doing the right thing for the workers who serve Canada every day,” said DeSousa.
Visit StopPensionTheft.ca for more information about the fight for fair pensions and a secure future for workers.
On December 6th, 1989, 14 young women from Polytechnique Montréal, were massacred in an act of violent misogyny. In 1991, Parliament established this day of mourning (December 6th) as the National Day of Remembrance and Action on Violence Against Women which is informally known as White Ribbon Day.
On this day, we remember and take a moment to honour those who lost their lives to gender-based violence:
Geneviève Bergeron
Hélène Colgan
Nathalie Croteau
Barbara Daigneault
Anne-Marie Edward
Maud Haviernick
Maryse Laganière
Maryse LeClair
Anne-Marie Lemay
Sonia Pelletier
Michèle Richard
Annie St. Arneault
Annie Turcotte
Barbara Klucznik-Widajewicz
Gender-based violence remains prominent world-wide. The latest report from the UN Office on Drugs and Crime and the UN Women shows that femicide is rising around the world. This type of violence disproportionately impacts those with multiple intersection grounds of oppression. For example, Indigenous women are six times more likely to be killed than non-Indigenous women.
Much more needs to be done to prevent violence against women, to stop its escalation and provide adequate services to survivors and punish perpetrators.
Actions you can take:
Wear a white ribbon
Observe a moment of silence at 11:00 AM
Attend a vigil in our community
Share a National Day of Remembrance Post
16 Days of Activism Against Gender-based Violence (From November 25th to December 10th) and use the #16Days
End Impunity by holding perpetrators accountable and establishing zero tolerance of violence against women and girls
Adopt, implement and fund National Action Plans to end violence against women and girls
Invest in prevention and women’s rights organizations to ensure rights and access to essential services for survivors
Attend an event in your community to show your support to victims and survivors
Consider donating to a local shelter
This is a day to reflect on violence against women in our society. It is a day on which communities and individuals can come together, speak out, and take action to eliminate all forms of violence against women and girls. We must remain committed to a future without violence against women.
Mireille Jaillet UNE National Equity Representative for Women
The International Day of Persons with Disabilities (IDPD), observed annually on December 3, is a powerful reminder to celebrate the achievements and contributions of persons with disabilities. Proclaimed by the United Nations General Assembly in 1992, this day also highlights the persistent challenges they face. The 2024 theme, “Amplifying the Leadership of Persons with Disabilities for an Inclusive and Sustainable Future,” emphasizes a profound truth: persons with disabilities are not merely participants in the fight for inclusivity—they are its leaders. Their lived experiences, insights, and determination are essential for shaping workplaces, communities, and systems that serve everyone equitably.
Union Activism is Catalyst for Change. As a union leader and activist, I see every day how systemic barriers hold back persons with disabilities in Canadian workplaces. Despite legislative protections such as the Accessible Canada Act, many workers still struggle to access equal opportunities and equitable treatment. Unions are uniquely positioned to challenge these inequities and fight for a future where disability inclusion is embedded in every aspect of the workplace.
Unions play a critical role in dismantling these barriers. Union activism is about more than advocating for accessibility—it’s about demanding systemic change, fostering equity, and creating workplaces that offer meaningful opportunities for leadership and growth for persons with disabilities. Together, we stand in solidarity to challenge exclusion and build a culture of inclusion and justice.
Breaking Down Barriers in Canada. While Canada has made strides in promoting accessibility, significant gaps remain: (i) The employment rate for persons with disabilities lags behind national averages; (ii) Many workplaces are not fully accessible, perpetuating exclusion; (iii) Leadership roles in both public and private sectors rarely include persons with disabilities, depriving organizations of diverse perspectives and innovative ideas. These challenges persist not because of a lack of solutions but because of a lack of will to implement them. This must change.
Helen Keller, a pioneering disability rights activist, once said: “Alone we can do so little; together we can do so much.”
Her words resonate deeply with the union movement, emphasizing the power of collective action to create meaningful change. Similarly, Swami Vivekananda, an Indian philosopher, reminds us of the strength within: “All power is within you; you can do anything and everything. Believe in that, do not believe that you are weak.”
These quotes inspire us to recognize the resilience and potential of persons with disabilities while uniting as allies to champion their leadership and rights.
To me the leadership is not just about holding positions of authority—it’s about influencing change and shaping policies that reflect the lived experiences of those they impact. To achieve this vision, we need to: (i) Empower Leadership by Support persons with disabilities in leadership roles within unions, workplaces, and communities to ensure their perspectives shape the future; (ii) Demand Accountability by advocating for policies and practices that go beyond compliance, focusing instead on equity, dignity, and meaningful participation; and (iii) Foster Collaboration by working together—unions, employers, policymakers, and communities—to address systemic barriers and create truly inclusive spaces.
As we mark IDPD 2024, I urge union members, allies, and all Canadians to reflect on their role in creating a truly inclusive society. Let us recognize the leadership potential of persons with disabilities, celebrate their contributions, and work collectively to dismantle systemic barriers.
Unions have always been about collective power and justice. This IDPD, let us renew our commitment to a future where every individual—regardless of ability—can lead, contribute, and thrive. Together, we can build a Canada that values every voice, embraces inclusivity, and leaves no one behind.
Prabir Roy is the UNE National Equity Representative for Persons with Disabilities.
A woman is killed every ten minutes, Shame! This is a reality of this world, who is to blame? Violence against women and girls is on the rise worldwide So many are left unheard, forced into silence, forced to hide.
November 25 – A day chosen to observe and remember Three Mirabal sisters slain by their leader. Like for so many, there were no protections. No protections for girls forced into genital mutilations.
Or even for those who suffer from abusive intimate partners. As if she has no worth, as if nothing she does ever matters. Sexual harassment & violence is a problem everywhere. As is Human Trafficking, it’s a damn nightmare.
What can we say about all this abuse. There is simply no acceptable Excuse What can we do to fight this violence against women and girls? We can increase their access to education around the world.
We can donate funds, provide these women with access to money Allowing them to move forth with their freeing journey. Including them in decision-making, offering them a seat at the table Engaging allies to support them and remove obstacles
We need to speak out, reach out, get involved and do what we must And together we can empower a world to be far more just.
Mireille Jaillet is the UNE National Equity Representative for Women.
Transgender Day of Remembrance is on November 20, 2024. It is an annual tradition that began in 1999 by transgender advocate Gwendolyn Ann Smith. It is a vigil to honour the memory of transgender people lost to anti-transgender violence, started after the murder of Rita Hester, a black, transgender woman murdered in 1998.
“Transgender Day of Remembrance seeks to highlight the losses we face due to anti-transgender bigotry and violence. I am no stranger to the need to fight for our rights, and the right to simply exist is first and foremost. With so many seeking to erase transgender people — sometimes in the most brutal ways possible — it is vitally important that those we lose are remembered, and that we continue to fight for justice.”
– Transgender Day of Remembrance founder Gwendolyn Ann Smith
With rising anti-trans hate and increasing anti-trans legislation being introduced, it’s important to show up for our 2SLBTQ+ family, friends, fellow workers and community members.
Please take the time to find and attend a Transgender Day of Remembrance in your community on November 20. Your solidarity and support is needed.
You Can Also Honour Transgender Day of Remembrance (TDOR) by:
Showing Up to Events: Go to local TDOR gatherings, candlelight vigils, and memorials. It’s a way to stand with the transgender community, remember those we’ve lost, and show up in solidarity. Go to your local Pride events year round!
Sharing Trans Stories: Whether it’s a personal story or one that moved you, share experiences that shed light on the struggles transgender folks face and why acceptance really matters.
Support Transgender Organizations: If you’re able, contribute to groups providing vital services like healthcare, mental health support, and advocacy for trans rights. Every bit helps.
Speak Up for Change: Advocate for policies that protect transgender people from discrimination and promote safety and inclusion.
Lift Up Trans Voices: Use your social media or any platform to amplify the voices of transgender advocates and activists. Sharing their work and insights can really make an impact.
Learn and Educate: Keep learning about transgender issues, terms, and how we can respect and support people’s gender identities—and encourage others to do the same.
Danielle Palmer is the UNE’s National Equity Representative for 2SLGBTQ+ People
The Treasury Board PA, TC, SV and EB collective agreements will expire in 2025.
Program and Administrative (PA) group expiry date: June 20, 2025
Technical Services (TC) group expiry date: June 21, 2025
Operational Services (SV) group expiry date: August 04, 2025
Education and Library (EB) group expiry date: June 30, 2025
In preparation for the next round of bargaining, PSAC will host a bargaining conference for PA, TC, SV, and EB group members on February 19-23, 2025, in Montréal.
The conference will bring members together to review, discuss, and prioritize issues for bargaining with Treasury Board. Conference delegates will also be electing their bargaining team.
PSAC is issuing a call-out for equity group members to attend the Treasury Board national bargaining conference.
The participation of all groups in collective bargaining is critical and we encourage equity group members – Indigenous, racialized, 2SLGBTQIA+, Access (members with disabilities), women and young workers (35 years old or younger) – to participate.
Applicants must be a member of the PA, TC, SV, or EB bargaining unit as well as hold office in their Local and demonstrate evidence of union activism.
Please note that the next National Executive meeting will be held November 25-28, 2024 at the Lord Elgin Hotel in Ottawa from 9 a.m. to 5 p.m. everyday. The first day will start with a training session on social justice from the Joint Learning Program (PSAC). In the afternoon, members will hear from UNE’s Director of Member Representation & Labour Relations, Douglas Hill, on how to meet the union’s duty of fair representation.
In accordance with UNE Bylaw 2, Sec 7: “Locals may send observers to executive meetings, at the expense of the Local”.
Should your Local have any item to be placed on the agenda for this meeting, please contact your Regional Vice-President and provide them with the necessary information in order that they could be in a position to place this matter before the Executive.
About the National Executive: The National Executive is responsible for the policies, programs and direction of the Union of National Employees. Between conventions, it makes important decisions and creates policies that help look after our union. The executive also carries out resolutions adopted by the members during the last convention. Its members meet at least three times per year to review the union’s activities and ensure that they reflect the will of the membership.
Karsten Heuer was a biologist, wildlife and landscape defender, storyteller, best-selling author, husband, father, son and friend. He was also a UNE member at Parks Canada who passed away November 5. Our thoughts, prayers and condolences go out to Karsten’s family and friends.
The Public Service Alliance of Canada (PSAC) has the primary responsibility for collective bargaining.
However, the Union of National Employees (UNE) supports this process in several ways:
Before negotiations begin, the UNE is responsible for soliciting bargaining demands from its members.
This is your chance to have your say and address specific issues that require improvement in your collective agreement.
Your PSAC bargaining teams, which include UNE members, negotiate with your employer to bring about the change that the members demand.
This Input Call is your chance to make your voice heard and submit demands for the upcoming round of bargaining.
The primary purpose of this communiqué is to explain what you or your Local members need to do, to submit your demands and how local members can get involved in the process.
Key Dates:
Deadline for Submission of Bargaining Demands through the PSAC portal – November 15, 2024.
Deadline for National Bargaining Conference Applications – December 13, 2024.
How Can I Submit Demands?
Locals are encouraged to schedule a membership meeting to discuss their priorities and proposed bargaining demands.
Individual members are also permitted to submit demands
Once bargaining demands are agreed upon or crafted, members are encouraged to submit their bargaining input by submitting them to:
During this review process, the UNE ensures that the demands conform to the needs and values of the union.
The UNE also conducts basic editing and establishes a priority list based on the bargaining demands submitted.
For the upcoming round of bargaining, PSAC has established that demands will be capped at 25 demands per bargaining unit (25 for PA, 25 for TC, 25 for SV and 25 for EB).
Therefore, all demands will be evaluated to ensure they represent the interests of the membership, as a whole.
How Does PSAC Prioritize Demands?
PSAC holds a National Bargaining Conference, currently scheduled for February 19-23, 2025, at the Westin Montréal.
It’s during this bargaining conference that delegates review bargaining demands, identify priorities, and plan the upcoming round of bargaining.
How Can I Get Involved?
National Bargaining Conferences are where members of the bargaining team are elected.
If you attend this conference as a delegate, you may decide to run for a spot on the bargaining team.
If you would like to attend this conference, please submit your name to the UNE for consideration by filling out the attached questionnaire.
The UNE national officers will review all applications and select delegates to the bargaining conference.
Please note that UNE Policy NG 1 dictates that when delegates are selected by UNE to attend national bargaining conferences, priority will be given to delegates from locals that have submitted bargaining proposals.
Space is limited! Therefore, selection is conducted with the goal of ensuring geographic, occupational and equity group diversity.
By Sam Padayachee Social Activist & Proud UNE Member
Featurism is a form of discrimination that operates subtly but very powerfully in society. It refers to the practice of judging people based on how closely their physical features align with European or Eurocentric beauty standards. While the concept may be unfamiliar to some, its effects are deeply felt by those from racialized communities, shaping how they are perceived, treated, and evaluated in various aspects of life.
To fully grasp featurism, it’s important to understand that it is not just about race, but about specific physical characteristics within various racial groups that are either appreciated or diminished. These traits include skin tone, hair texture, eye shape, nose size, and lip fullness, among others. Featurism occurs when features that are typically associated with European ancestry such as lighter skin, straighter hair, smaller noses, and thinner lips are considered more attractive or more acceptable than features that vary from these standards.
Eurocentric beauty standards have been shaped by centuries of colonialism and cultural domination, where European traits have been idealized as the standard of attractiveness and desirability. These standards have been reinforced through media, advertising, and entertainment, thus making them seem “normal.” For many people who are not racialized, these beauty norms or standards may go unnoticed because they reflect their own appearance or the images they are used to seeing.
However, for racialized individuals, particularly those of African, Asian, Indigenous, or Latin descent, these standards can be harmful and makes one feel isolated, especially if one lives in a Eurocentric country. Featurism also plays into a broader system of racial discrimination, where people with features that are farther from the Eurocentric ideal may experience bias, exclusion, or negative judgment.
Racialized individuals, especially women, are often pressured to alter their appearance to fit Eurocentric standards. This may mean straightening naturally curly hair, lightening their skin, or undergoing cosmetic procedures to alter facial features. These pressures are not just about aesthetics, they are tied to how society assigns value and opportunity. For instance, individuals with “acceptable” features may be seen as more beautiful, intelligent, or successful, while those with non-Eurocentric features may be viewed as less attractive, less capable, or even “unprofessional.”
Featurism often influences how people are treated in professional settings. A person with straighter hair or lighter skin might be perceived as more “presentable” or “trustworthy,” while someone with coarser hair or darker skin might be considered “too ethnic.” This, very often, can lead to inequalities in hiring, promotions, and workplace dynamics, where people with Eurocentric features are favored, either consciously or thoughtlessly.
Media and entertainment are powerful in shaping our perceptions of beauty. When racialized people are represented, those with more Eurocentric features tend to be cast in more desirable roles, reinforcing a narrow vision of attractiveness. In contrast, individuals with non-Eurocentric features are often sidelined or cast in stereotypical roles, further marginalizing their representation and reinforcing harmful standards.
Growing up in a world that privileges Eurocentric features can severely impact the self-esteem of racialized individuals. For children and adolescents of color, being constantly exposed to images and messages that suggest that their natural features are “less than”, would lead to feelings of inadequacy, self-doubt, and even self-hatred. Over time, this affects their mental health and one’s sense of belonging.
Non-racialized people need to recognize that featurism begins with understanding that beauty standards are socially constructed. What has been normalized as “beautiful” is deeply tied to power dynamics, where certain traits are valued over others for reasons that have more to do with historical dominance than any measure of beauty.
To challenge featurism, we must recognize that beauty comes in all forms. Celebrate diversity in appearance and reject narrow beauty standards that elevate Eurocentric features. We all have unconscious biases, and these can affect how we perceive others. Reflect on how you may be favoring certain features over others and work to challenge those biases. This could involve small changes in how you interact with people at work, in social settings, or even how you compliment or comment on people’s appearance. Pay attention to the lived experiences of racialized people who speak out about featurism. Listen without defensiveness and use your awareness to help challenge discriminatory practices, whether it’s in your workplace, community, or personal relationships.
Featurism may not be as widely discussed as racism, but it is an equally damaging form of discrimination. By understanding it and its impact on racialized people, we can begin to dismantle the harmful beauty standards that perpetuate inequality. For non-racialized individuals, this means actively questioning societal norms and supporting efforts to create a world where all features are valued, not just those that align with a Eurocentric ideal.
In a truly inclusive society, beauty should not be defined by a narrow set of standards but by the rich diversity that exists in human appearance. By embracing this diversity, we can create a more equitable and compassionate world for everyone.
