Dear Members,
Here we are closing out the third week of the year and things have gotten back to their usual rhythm at the office. From our virtual breakfast series to collective bargaining to new hires, there’s already a lot to report back on. Let me begin with an issue that’s been in the news lately and which may be top-of-mind for many of you.
Implementation of the Common Hybrid Work Model
On Monday, the Employer began implementation of its Common Hybrid Work Model across the federal public service. The hybrid model requires that employees who have been working remotely transition back to in-person work for two to three days a week. While we realize that this transition back to in-person work might be a big adjustment for many public servants, the reality is that the Employer, under its statutory authority, has the right to require employees to be present in the workplace. Remote work is not a guaranteed right in any public service collective agreement. Furthermore, as many, if not most of our members have been operating in some sort of hybrid model for some time now, this latest transition will likely not have the same impact on our group as it will on others in the core public administration. This is still a significant development, and we are closely watching the situation unfold.
As with previous plans to return to our places of work, PAFSO’s position is the same. We remain committed to ensuring that any plan for our members to return to the workplace be carried out in a way that embodies four core principles: safety, flexibility, fairness, and clarity. Already we have some concerns as we are hearing reports that the Employer’s plan is not being applied consistently across departments. Several members have reached out to let us know that GAC seems to be taking a different approach to the transition than IRCC and are leaving many details up to the discretion of individual managers. If your experience is similar and you feel that the Employer is not applying its policies fairly or consistently – or is not providing reasonable accommodation – please let us know.
As I’ve mentioned before, this situation is unprecedented, and as such, you may have a lot of questions. To learn more about your rights, the Employer’s responsibilities and how PAFSO can help, check out this FAQ we have compiled on the subject.
We will continue to work with the other bargaining agents to ensure that the return to the workplace for all public servants keeps the safety of employees and their loved ones at the forefront, is guided by the latest science and modelling, and responds quickly and appropriately if the next wave of the pandemic turns out to be a significant one.
COVID-19 Vaccination Policy
Back in June of last year, the government suspended the Policy on COVID-19 Vaccination for the Core Public Administration (CPA) Including the Royal Canadian Mounted Police. Despite this cancellation, the verification requirement linked to the policy remained. Following the planned review of the policy, the Employer has decided to continue with the suspension of the policy and has now also suspended the requirement for verification. Under these new rules, Deputy Heads are still required to ensure that their COVID-19 preventive measures are well communicated to employees, and employees are required to follow their employer’s occupational health and safety program, including COVID-19 protocols.
We encourage everyone who can to remain up to date with their vaccinations, especially as we are set to face a new wave of COVID-19 cases and associated hospitalizations. Referred to by the WHO as the “most transmissible subvariant detected yet”, XBB.1.5 is already the dominant strain in many parts of the world and is set to account for the majority of infections here in Canada in a matter of days.
Report on Collective Bargaining
As previously mentioned, January’s only day at the negotiating table took place earlier this week. While we had hoped to be presenting our economic proposals at this session, the Employer was not ready to take this step. We are now aiming to present these in mid-February, when the parties are next set to meet. As negotiations are still in early stages, there is not much I can report back to you at this point. Paul Raven, our lead negotiator, reports that though things are moving a little slower than expected, he still feels optimistic about the process. Both parties are set to meet next for three days in mid-February. As always, I will be sure to report back to you as developments warrant.
FS03 Competition at GAC
Now that the list for GAC’s FS03 competition has come out, we’re getting inquiries from people who are interested in filing complaints. Since the only mechanism for staffing complaints is an individual one, and in the case of this appointment, the deadline is tight (January 31, which is 15 calendar days from the date of the announcement, not 15 working days), I urge you to consult PAFSO’s FAQ document on the process. If you decide to go ahead, the first step is to speak to our office for advice on your particular case.
If you have issues with the overall process, but don’t want to file a complaint, please share your comments with us, so that we can bring your concerns to the Employer’s attention at the policy level.
Our new Advocacy and Stakeholder Relations Officer
PAFSO is very pleased to welcome Daniel Pollak to the team. As our new Advocacy and Stakeholder Relations Officer, Daniel will be key in the promotion and protection of our profession by enhancing political and public support for Canada’s professional Foreign Service.
A seasoned policy and advocacy officer, Daniel has previously worked for the Canadian Medical Association and has served as Spokesperson and Press Secretary for various politicians both at the provincial and federal level. His first priority will be to develop a detailed plan for engagement with parliamentarians and other stakeholders in order to advance PAFSO’s objectives in accordance with our strategic plan. I look forward to working with Daniel and will keep you up to date as we advance our advocacy work.
We are hiring
Continuing with the staffing theme, PAFSO is expanding its Labour Relations team. We are currently looking for an experienced, proactive, and autonomous individual with excellent analytical and communications skills to serve as a Labour Relations Advisor to our members. We are also making concerted efforts to foster a workforce that is representative of our diverse membership, and particularly encourage applications from Indigenous Peoples, women, people living with disabilities, persons of all races, ethnicities, religions, abilities, sexual orientations, and gender identities and expressions. If you know anyone who would be a good candidate for this position, we encourage you to share this job posting to your social and professional networks.
The State of Expertise in the Canadian Foreign Service
The first PAFSO Breakfast of 2023 was held this past Tuesday. Former PAFSO member and current Director General of the Peace and Stabilization Operations bureau at Global Affairs Canada, Ulric Shannon joined us for a very interesting discussion on the state of expertise in the Canadian Foreign Service. Although we will not be posting the recording of the session on our YouTube channel as usual, members who missed it are welcome to reach out to me to make arrangements for a viewing.
That’s it for this week. As always, if you are experiencing any concerns with your situation at work, do not hesitate to contact PAFSO General Manager, Bertrand Myre. Send him a detailed email and he will put you in contact with one of our Labour Relations Advisors. For everything else, send an email to info@pafso.com, and we will get back to you very soon.
My next message will be sent to you at the beginning of February. In the meantime, please take care of yourselves and each other.
All the best,
Pam Isfeld
President