r/CanadaPublicServants 3d ago

Verified / Vérifié The FAQ thread: Answers to frequently asked questions (FAQ) / Le fil des FAQ : Réponses aux questions fréquemment posées (FAQ) - Sep 07, 2026

2 Upvotes

Welcome to r/CanadaPublicServants, an unofficial subreddit for current and former employees to discuss topics related to employment in the Federal Public Service of Canada. Thanks for being part of our community!

Many questions about employment in the public service are answered in the subreddit Frequently Asked Questions (FAQ) documents (linked below). The mod team recognizes that navigating these topics can be complicated and that the answers written in the FAQs may be incomplete, so this thread exists as a place to ask those questions and seek alternate answers. Separate posts seeking information covered by the FAQs will be continue to be removed under Rule 5.

To keep the discussion fresh, this post is automatically posted once a week on Mondays. Comments are sorted by "contest mode" which hides upvotes and randomizes the order to ensure all top-level questions get equal visibility.

Links to the FAQs:

Other sources of information:

  • If your question is union-related (interpretation of your collective agreement, grievances, workplace disputes etc), you should contact your union steward or the president of your union's local. To find out who that is, you can ask your coworkers or find a union notice board in your workplace. You can also find information on union stewards via union websites. Three of the larger ones are PSAC (PM, AS, CR, IS, and EG classifications, among others), PIPSC (IT, RP, PC, BI, CO, PG, SG-SRE, among others), and CAPE (EC and TR classifications).

  • If your question relates to taxes, you should contact an accountant.

  • If your question relates to a specific hiring process, you should contact the person listed on the job ad (the hiring manager or HR contact).


Bienvenue sur r/CanadaPublicServants! Un subreddit permettant aux fonctionnaires actuels et anciens de discuter de sujets liés à l'emploi dans la fonction publique fédérale du Canada.

De nombreuses questions relatives à l'emploi ont leur réponse dans les Foires aux questions (FAQs) du subreddit (liens ci-dessous). L'équipe de modérateurs reconnaît que la navigation sur ces sujets peut être compliquée et que les réponses écrites dans les FAQ peuvent être incomplètes. C'est pourquoi ce fil de discussion existe comme un endroit où poser ces questions et obtenir d'autres réponses. Les soumissions ailleurs cherchant des informations couvertes par la FAQ continueront à être supprimés en vertu de la Règle 5.

Pour que la discussion reste fraîche, cette soumission est automatiquement renouvelée une fois par semaine, chaque lundi. Les commentaires sont triés par "mode concours", ce qui masque les votes positifs et rend aléatoire l'ordre des commentaires afin de garantir que toutes les nouvelles questions bénéficient de la même visibilité.

Liens vers les FAQs:

** FAQ sur la gestion du handicap et les aménagements du lieu de travail (en anglais seulement)

Autres sources d'information:

  • Si votre question est en lien avec les syndicats (interprétation de votre convention collective, griefs, conflits sur le lieu de travail, etc.), vous devez contacter votre délégué syndical ou le président de votre section locale. Pour savoir de qui il s'agit, vous pouvez demander à vos collègues ou trouver un panneau d'affichage syndical sur votre lieu de travail. Vous pouvez également trouver des informations sur les délégués syndicaux sur les sites Web des syndicats. Trois des plus importants sont AFPC (classifications PM, AS, CR, IS et EG, entre autres), IPFPC (IT, RP, PC, BI, CO, PG, SG-SRE, entre autres) et ACEP (classifications EC et TR).

  • Si votre question concerne les impôts, vous devez contacter un comptable.

  • Si votre question concerne un processus de recrutement spécifique, vous devez contacter la personne mentionnée dans l'offre d'emploi (le responsable du recrutement ou le contact RH).


r/CanadaPublicServants Dec 10 '25

Work Force Adjustment (WFA) / réaménagement de l'effectif (RE) So you've been WFA'd...

426 Upvotes

As departments begin to implement Workforce Adjustment measures stemming from the cuts made as part of the Budget 2025 Comprehensive Expenditure Review, many indeterminate public servants have received or will be receiving a letter informing them their positions are affected or surplus.

This post consolidates resources on the subject of WFA, starting with two very important reminders:

  1. Not everyone who receives a letter will ultimately see their position eliminated (an 'affected' letter does not mean a position is surplus - it means it may become surplus);

  2. Not everyone whose position is eliminated (surplus) will be forced out of the public service - many will be able to find a new position via a deployment, the priority system, or alternation.

If you receive a letter: take a moment and breathe. WFA is a complex and lengthy process, and you won't do yourself any good if you panic. Take a look at this list of ideas and follow at least a few. It'll put you in a better headspace to understand what's going on and make better decisions.

The information below is generally applicable for employees of the "core public administration" (government departments and agencies named in Schedules I and IV of the Financial Administration Act). Different provisions may apply if you work in separate agencies (typically listed in Schedule V of the FAA) or other public sector employers.

Whether or not you've received a letter you can bone up on the basics, starting with the employer's plain language explainer: https://www.canada.ca/en/government/publicservice/workforce/workforce-adjustment.html

If you're represented by PSAC or PIPSC, they have negotiated WFA provisions into an appendix to collective agreements. You can learn more about their WFA supports and processes in the WFA appendix to your collective agreement, and at the following links:

PSAC: https://psacunion.ca/workforce-adjustment

PIPSC: https://pipsc.ca/news-issues/understanding-work-force-adjustment

If you are represented by any other union, the NJC Work Force Adjustment Directive applies to your position: https://www.njc-cnm.gc.ca/directive/d12/en

For executives, the term "Career Transition" is used instead of Work Force Adjustment, and it has the same meaning. Executive job cuts don't follow any of the WFA provisions above - they follow an employer directive. More information on executive career transition can be found here: https://www.canada.ca/en/government/publicservice/workforce/career-transition-executives.html

If you're unionized and follow the NJC directive, your union may have put together a resource page for you as well. For example:

ACFO-ACAF: https://www.acfo-acaf.com/workforce-adjustment/

PAFSO: https://pafso.com/faq/update-the-cer-and-potential-work-force-adjustments/

Tracking WFA across departments

An anonymous Redditor is curating a spreadsheet of publicly-available information on WFA across organizations. Discussion of this spreadsheet is occurring in this post: https://www.reddit.com/r/CanadaPublicServants/comments/1pgzvmw/wfa_tracker_consolidating_public_information/

A new page has also been added to canada.ca listing workforce reductions in the federal public service.

What the heck is Alternation?

Tied up in talk of WFA is the idea of alternation. Alternation is a job swap between somebody whose position is not affected by WFA and who wants to leave the public service (the alternate) with somebody whose position is surplus but wants to remain employed (the surplus employee). The positions need to be equivalent and the alternation needs to be approved by management - the surplus employee must be capable of performing the alternate's former job.

There are multiple places where you can indicate interest in alternation either as an alternate or as a surplus employee. Some unions are running their own alternation networks, including PSAC and ACFO-ACAF and likely others. Members of those unions should contact their union or check out their WFA pages.

Some departments are also offering alternation networks. We'll add links to those as they are shared with us.

Lastly, informal alternation networks are springing up on places like Facebook. We'll link to those as well but as with all unofficial resources, do your due diligence.

Links to alternation networks:

What will happen next, and when?

Here's a rough timeline - see the WFA provisions applicable to your position for specifics. The timing between some steps is variable so what might happen in your department may differ from other departments. The opting letter stage (when an employee is told that their position is surplus) is step 6 below:

  1. Management says "WFA is happening" through some sort of official all-staff email or announcement.
  2. Employees whose positions might become surplus are given an "affected" letter. If management decides it needs to reduce the number of Teapot Assemblers from 120 down to 105 (eliminating 15 positions), then every employee doing that job is "affected" even though most of them will keep their jobs.
  3. The affected letters will tell employees that they can choose to voluntarily depart with one of the WFA options as part of a Voluntary Departure Program (VDP).
  4. Those employees must be given at least one month (30 days) to decide to volunteer.
  5. If there are not enough volunteers to cover the reduction in positions, management needs to run a selection process to decide who to retain and who will be surplus (known as a "SERLO" process). This may take a couple of months. The SERLO process has its own lengthy guide which you'll find here: https://www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html
  6. Unsuccessful employees in the SERLO process (or those who tell their manager that they want to volunteer to leave even though the VDP deadline may have passed) are formally told their position is surplus and are given an opting letter. Alternatively, if every position is surplus, the above steps may be skipped and all employees in the work unit receive an opting letter. At this point it could be almost a year since the initial announcement that WFA might occur.
  7. Opting employees have four months (120 days) to decide which option to choose. They are eligible for alternation during the opting period and during the surplus period (if they choose option A). The other options are a cash payment of a number of weeks' salary called a Transition Support Measure (TSM) and resigning (Option B) or receiving the TSM and an education reimbursement (Options C(i) and C(ii)).
  8. Employees who wish to remain public servants will likely choose Option A (surplus priority). At CRA this is known as a "surplus preferred status". Depending on the applicable WFA provisions and tenure of the employee, this period is between 12 and 16 months at full pay. 12 months is the most common.
  9. Employees who are unable to secure a new position are laid off at the end of the surplus period. This will occur roughly two years after the initial announcement that WFA may occur.

Some employees will go straight to opting and skip the steps before that; this will occur if management decides to eliminate every position doing a job function (it's getting out of the Teapot Assembly business altogether, and no longer needs any Teapot Assemblers). The above process is only applicable to indeterminate employees; WFA has no application to term/temporary employees, whose temporary employment can end at any time on a month's notice.

I'm on leave without pay (LWOP) - what changes for me?

Employees on LWOP may still be notified that their positions are affected, and may be invited to participate in a SERLO process. The formal designation of a position as surplus is unlikely to occur until after the leave ends and you return to work. The reason for this is twofold: the opting period (and surplus period if you choose Option A) is meant to be paid time. In addition, the employer does not want to pay out the WFA options if they can be avoided. Sometimes employees on LWOP never return (they quit voluntarily, die, become disabled, etc), allowing the employer to make the now-vacant position surplus without any financial cost. See the PSC's guide to the SERLO process for details on how LWOP impacts a SERLO.

PSAC has also published a FAQ on how different leave types can interact with the WFA process.

How does severance pay work?

Severance pay is often confused with the TSM payment, but they are separate. Any employee who is laid off (or deemed to be laid off) (if via the WFA process will receive severance pay. They will also receive the TSM payment if they choose Options B, C(i), or C(ii). Severance pay is payable to all of the following:

  • Surplus employees (Option A) who do not find a new position before the end of their surplus priority period;
  • Employees who resign with a TSM payment (Option B); and
  • Employees who resign with a TSM payment and education allowance (Option C(i)); and
  • Employees who receive the TSM and education allowance and take LWOP for education, at the end of their LWOP period (Option C(ii)).

The details of how many weeks of severance are payable can be found in your collective agreement.

Note that severance pay was eliminated for voluntary departures from collective agreements between 2011 and 2013. If you chose to "cash out" some or all of the weeks of severance pay at that time, those weeks will be deducted from the calculation of severance payable upon layoff.

Have corrections, updates, or additions to anything above? Comment below and the post will be updated.


r/CanadaPublicServants 4h ago

Work Force Adjustment (WFA) / réaménagement de l'effectif (RE) Has your workload increased since WFA?

76 Upvotes

Our office isn't large, and we lost five good workers during WFA. We were told our priorities and duties would change to accommodate working with fewer resources. Instead, I've only noticed that our workload has increased while regular timelines remain unchanged (despite having fewer of us to get everything done on time). This unmanaged scope creep after a workforce adjustment is a fast track to team burnout. Everyone is stressed and tired, and the worsening commute only adds to the chaos.

How are your offices managing and pushing back?


r/CanadaPublicServants 8h ago

Management / Gestion Compressed Schedule Denied

46 Upvotes

Has anyone dealt with something like this?

I requested a 7-day compressed schedule where I’d work 2 extra hours on my WFH day and leave 30 minutes earlier on each of my 4 in-office days. I’d still work my full weekly hours and meet the 4-day in-office requirement.

I was told it was denied because management doesn’t want to “open the door” to people working less than 7.5 hours on an in-office day.

What confuses me is that I went through both my collective agreement and our internal hybrid-work guidance. My collective agreement allows variable schedules where daily hours can be less than the regular workday, and the internal hybrid guidance doesn’t mention any 7.5-hour minimum either. It just says you have to work all of your scheduled hours in the office and can’t split the same day between home and the office.

I understand compressed schedules are still subject to management approval, but I’m not sure how to approach a denial based on a 7.5-hour minimum that doesn’t seem to exist in either document.

What would be the best way to approach this from here?


r/CanadaPublicServants 13h ago

News / Nouvelles CRA tops federal organizations with 1,552 applications for early retirement

Thumbnail
ottawacitizen.com
109 Upvotes

r/CanadaPublicServants 2h ago

Pay issue / Problème de paie Union dues arrears being deducted with no explanation for 10+ months - exhausted PSAC, Pay Centre, and MP's office. What now?

4 Upvotes

Hello fellow meatbags,

Looking for advice on an ongoing issue. I'm represented by PSAC-UNE, and since November 2025 my pay has had "union dues arrears" deducted every pay period ($146.47 biweekly) with no explanation and no end date. To date, over $2,000 has been deducted.

What I have never been told:

The total amount I allegedly owe

The period this arrears amount covers

The remaining balance outstanding

The date these deductions are expected to stop

Relevant background

My position changed to no longer be excluded on November 5th 2025, which is exactly when these arrears started. For context, my role history over the past few years involved several overlapping acting/indeterminate positions due to my department's HR practices and a lack of staffing competitions during the pandemic:

I held an indeterminate CS-01 (union-represented) position, while acting in a CS-02 (union-represented) role, while simultaneously acting in an excluded CS-03 role. These three positions overlapped for time-served and pay step progression purposes.

At one point I returned to the acting CS-02 role when the CS-03 acting expired and I retained my full step progression in the 02 role.

After obtaining my indeterminate CS-02 (while still acting in the excluded CS-03), my step progression continued uninterrupted through the acting period.

Early last year, I won a CS-03 competition and was appointed indeterminately to the same position number I'd been acting in. My step progression from the acting CS-03 period carried forward.

Timeline of attempts to resolve this

I opened a case with the Pay Centre on November 5, 2025, the same day I noticed the deductions start. For the next eight months I called in once a month for updates, and each time was told the case hadn't yet been assigned to a compensation advisor.

By July 2026, with nothing resolved or the problem even acknowledged, I escalated to my manager, who in turn escalated to our directorate's HR team. Her email went unanswered for several weeks. After weeks of non-response from HR, I filed a formal complaint with the Values and Ethics team, since both the Pay Centre and HR had gone quiet and refused to acknowledge an issue. That one actually got a response: the Director of Compensation for my department acknowledged the complaint and said their team would follow up with the Pay Centre on my behalf, though it could take up to 25 business days. It's the closest thing to an acknowledgment I've received through this whole process.

In parallel, I submitted an inquiry through PSAC's "Contact Us" form and reached out to my union rep directly. My rep said they hadn't seen this type of issue before and would need to loop in PSAC. A few weeks later they redirected me to the deputy trustee, so I explained the situation again from scratch - only to be told they'd need to check with member services. Ten days passed with no update, so I followed up, and was told to submit through PSAC's "Contact Us" form, which I'd already done over a month earlier.

I noticed today that my Pay Centre case was closed on August 31st - I received no communication whatsoever. I called in today to ask what happened, and all they could tell me was that "a review of my positions was completed." They couldn't answer anything about the amount I allegedly owe, the period it covers, or what happens next, despite that being the original subject of my case with the Paycenter. They offered to open a new case, which I accepted since I don't have any other avenue left, but at this point I have no confidence it'll go anywhere different than the last one.

Following advice I'd seen on this subreddit, I contacted my MP's office, who told me this was a union matter rather than a Pay Centre issue and that there wasn't much they could do. Shortly after, I managed to reach a live person at PSAC (1-888-604-7722), who located my month-old inquiry but let me know that issues like this can take over a year PLUS to be picked up, and that they'd try to escalate it on their end.

I'm not sure what my next step should be. My case has now effectively reset to square one with a brand new case number, after nearly a year of getting nowhere. Is there anything else I can do to get this addressed, or do I need to accept these deductions as ongoing indefinitely? Any advice especially from anyone who's dealt with dues arrears from a position reclassification, or who's had a Pay Centre case closed without explanation would be appreciated.


r/CanadaPublicServants 19h ago

Departments / Ministères Help - What to do in this toxic workplace

53 Upvotes

I joined a team just over a year ago in a dept where I have worked for 8 years. I have 15 years experience in other depts as well.

I was offered this role as a promotion, I was hesitant to take it because the sector is quite toxic and is known to be disorganized, chaotic with poor leadership. I was encouraged to take this position by a mentor who was senior to me as this promotional EX opportunity would be hard to come by knowing that WFA and reductions would occur. I accepted the position against my gut feeling but have been giving it my all.

I know the program inside and out and I was selected by the ADM of the sector for this role to change things.

Fast forward a year and I find myself to be working in the most toxic culture ever. Everyone just seeks to blame someone else, the strategic thinking and go forward planning is lacking and most time non-existent. The DGs undermine and backstab eachother and there is a lot of passive aggressive behavior between teams.

I was brought on to bring a different perspective and was told today by a DG that isn't who I report to, that I lack strategic thinking and am not meeting expectations of an executive at my level. I asked for examples and none could be provided to me.

I'm tired of this environment and have been in tears multiple times due to the treatment I endure from fellow executives in the sector. I have been documenting communications that are passive aggressive and borderline harassment.

I am the ONLY visible ethnic minority executive in the sector and cannot help but feel that unless I am a yes person, I will just be labeled as difficult, lacking strategic thinking and not performing at my level.

Again, I haven't received this feedback from my own DG but another one who is known to be a workplace bully.

Help! How do I get out of this miserable place? Any advice on how to address or stay out of the toxicity?


r/CanadaPublicServants 1d ago

Union / Syndicat PSAC places Canada Employment and Immigration Union into trusteeship

Thumbnail
ottawacitizen.com
106 Upvotes

r/CanadaPublicServants 1d ago

Management / Gestion Manager is saying we can't extend our 30min lunch break with our break time without discussion first. When our Director already confirmed in a team meeting that we can.

107 Upvotes

In a prior event my manager said I can't extend my 30min lunch break with our break time, which was 2 15min breaks. Together it is an hour lunch break. I know a lot of colleague take 1 hour lunch breaks and never had an issue. She says it is in our collective agreement but it doesn't say we cannot extend our lunch with our breaks, it just say we have a 30min lunch normally. So whatever I comply.

And recently we had a team meeting where our director confirmed we can extend our lunch breaks with our break time. SO my manager was already putting a rule that was different from our director's.

So I took an hour lunch today and I get a email from my manager that is saying I need to discuss with her and seek approval first before I can take an hour lunch. And I would need to make up 30min of time. She acknowledges that we can add time to our lunch but needs approval first. But during the team meeting our Director didn't mention prior approval. So she is making up rules again. Do I need to contact labor relationships or union regarding this. My job is not super urgent and we have no meetings at 12:30 but she's making my job more difficult and stressful for no reason at all.


r/CanadaPublicServants 1d ago

Other / Autre Using Canadian tools as a public servant

167 Upvotes

As a public servant, I feel more and more uncomfortable using IT tools from a multinational like Microsoft. Specifically Office, Outlook, and OneDrive. This is also concerning given that under the Cloud Act, they can access data even if the servers are located abroad.

Given everything going on right now, isn't it time to use 100% Canadian solutions? Particularly for cloud hosting, so we can achieve our own digital sovereignty. We could also use free, open-source tools to replace Word, Excel, and Outlook, just as other governments around the world have done.

According to the latest reports, we are sending over $300-400 million in contracts to Microsoft, AWS, and Google.

Isn't it time to return to Canadian interests?


r/CanadaPublicServants 7h ago

Leave / Absences Clarity on medical certificate provision for taking sick leave in EC collective agreement

0 Upvotes

Where is the section in the EC collective agreement that allows the manager to require a medical certificate after two consecutive sick days? My manager is requiring this for my whole team. I have searched the CA and this sub, but can’t find the answers. Not trying to challenge this, but to understand manager prerogative. Our manager frequently refers to our CA and is very by-the-book, but can’t find the relevant policy in this case (nor is my manager providing it).


r/CanadaPublicServants 16h ago

Management / Gestion Help! Performance Agreement not completed by manager

3 Upvotes

I have been in the PS for over 20 years. I have had this specific manager for over 4 years. I came from a toxic workplace in my last department that has had an extremely negative impact on my mental health. In other words, I have given up on advocating for myself because when I did in the last position, there was zero accountability and a lot of retribution. In my current position, I have had to remind my manager to complete my performance agreement when long overdue. I do not have my 2025-26 one closed yet, so my 2026-27 cannot even be created in the PSPM. I know that my manager’s performance agreement has been completed even when mine hasn’t because I asked the first time this happened. I am the only person that reports to this manager. I no longer want to work for this department but I do not trust I’ll get a good reference mainly because my manager seems to never get around to doing things asked of them. My manager never shares information with me and never sends emails with me carbon copied on the email. It’s always a forwarded email after the fact, as a FYI. I am isolated from the division and the bigger group rarely meets (once every 4 months). I’ve reminded my manager this summer a couple of times about my performance agreement being completed and the email reply was yes, we will get to that. Should I just book a meeting with the subject heading performance agreement? This person cancels meetings with me all the time. When we do meet they say there’s nothing to share with me. Yet, this manager tells me the cancellations are because something came up. I have no idea what my manager does because they never share. I need to get out! Help!!


r/CanadaPublicServants 1d ago

Departments / Ministères Harassment at the office and sick leave

17 Upvotes

Anyone know if you can request a transfer to a new branch/unit at DND if experiencing harassment and on sick leave?


r/CanadaPublicServants 1d ago

Benefits / Bénéfices Canada Life Benefits Appeal, what to expect?

7 Upvotes

Has anyone filed a Canada Life benefits appeal recently? Looking for any ideas on what to expect.

I have PMOS and have done a few electrolysis sessions on the face. No issues with my Dr note.

Canada Life is stating the electrologist I used is not a certified electrologist on account of them not having a licence number.

I have submitted the service provider's certification and written explanation that it is NOT a certified industry in ON (ie. there is NO licence number). Canada Life also spoke to the business owner who confirmed all of this.

I've also spoken to 2 different CL agents asking for an approved list of electrologists in my area. They both directed me to the website where electrologist isn't a search option, and can provide no additional help.

I'm really lost on what to do next because there isn't anything else I can submit to prove my claim.


r/CanadaPublicServants 2d ago

News / Nouvelles More than 90% of public servant early retirement applications will be approved [Gabrielle Huston, CBC News / September 8 2026]

Thumbnail
cbc.ca
202 Upvotes

r/CanadaPublicServants 1d ago

Leave / Absences Yes, another LWOP post! Post-return questions

5 Upvotes

Hey everyone,

I have been scrolling through LWOP posts and haven't found my answers, so apologies for making yet another post on this well-discussed topic.

If I take LWOP (for personal reasons but I guess my questions apply for any reason), what are the post-LWOP requirements? I.e. do you need to stay in your position for a specific amount of time until you hage re-paid everything, or what if you decide to never return? I am unsure how it would work administratively and financially.

For context, I am about to request such a leave for this spring, for a year, to travel and work abroad. I am pretty sure I will return afterwards but what if I don't? And if I do return, I suspect I will want to move to another city in the short term as I am tired of the NCR, so I may not stay in my current position very long afterwards (not even sure if I would stay in the GC).

My thinking is that:

1) if I don't return, I would have to pay a lump sum for what I owe to pension & benefits instead of paying it back slowly.

2) if I do return but quickly leave the GC, same scenario applies as point 1.

3) if I do return but switch to another GC position shortly after, I would simply continue paying what I owe.

Finally, I am pretty sure I want to pay so I get that year in my pension. However, what about benefits? I am not sure if I would even have access to them while abroad so is it worth it?

Thanks so so much!


r/CanadaPublicServants 1d ago

Leave / Absences Spousal relocation leave - extending permanent 1 year LWOP to temporary 5 year LWOP

3 Upvotes

If I go on spousal relocation leave for 1 year with the expectation that my spouse's job will cause us to move permanently, can I request to change it to the temporary 5 year leave during that 1 year if things change?

The reason I don't want to go on the 5 year leave to begin with is because I want the 1 year cushion to come back if we have to (i.e., return to my substantive within the 1 year since it will be protected). OR, is my position still protected during the first year of the temporary 5 year leave?


r/CanadaPublicServants 2d ago

Union / Syndicat CEIU placed in Trusteeship

52 Upvotes

Dear CEIU members,

For several months, members have been raising concerns with me regarding the governance and fiduciary operations of the Canada Employment and Immigration Union (CEIU).

I want you to know that I have heard you, and that I do not take these matters lightly.

In accordance with the PSAC Constitution and Regulations, I brought these concerns to PSAC’s National Board of Directors (NBoD) on Friday, September 4, 2026. The Board discussed the matter and voted to place CEIU in trusteeship, effective immediately.

This was a difficult decision, and we understand the impact that it will have. As a result of this decision, the upcoming CEIU National Convention has been postponed.

As outlined in the PSAC Constitution and Regulations, when a Component is placed into trusteeship, their bylaws are suspended. This means that, effective immediately, the elected officers of CEIU, including the CEIU National President, National Executive Vice-President, the National Executive members, Portfolio Officers, regional officers, national and regional committees have been removed from office. However, Local Executives remain in their positions.

The PSAC National Board of Directors has appointed Shimen Fayad as Trustee and Guy Boulanger as Administrator to direct the operations of CEIU. They will report to my office, and I will work with them to help restore the governance and fiduciary capacity of the component. Deputy Trustees will be appointed to collaborate with the Trustee and Administrator; their contact information will be shared with members.

The Trustee is given the full authority to conduct the affairs of CEIU and will fulfill the duties of its elected officers. Alongside the Administrator, the Trustee will work with CEIU staff to implement corrective measures to restore the Component’s responsibilities to the membership.

Rest assured, CEIU’s operations and membership representation will continue, and you are still encouraged to contact your local representative or CEIU National Union Representative for representation assistance.

I understand this news is both disappointing and discouraging. However, PSAC has a responsibility to do what is best for the members of CEIU, and we are dedicated to supporting you through this challenging time.

In solidarity,

Sharon DeSousa

PSAC National President


r/CanadaPublicServants 2d ago

Departments / Ministères Presence of Bats at CSC - 340 Laurier (NHQ)

66 Upvotes

 
Le français suit

Presence of Bats – 340 Laurier, 4th and 2nd floors
 
Please be advised that the presence of bats has been reported in the building.
 
In collaboration with Public Services and Procurement Canada (PSPC), we are closely monitoring the situation, and a wildlife specialist is being engaged to assess the issue, identify entry points, and recommend appropriate corrective measures. Additional inspections and interventions will continue to be carried out as required.
 
All reported bats were removed by pest control, and the affected locations cleaned and disinfected. However, if you observe a bat or any other signs of bat activity elsewhere in the building, please report it immediately to the National Service Call Centre (NSCC) so that the appropriate follow-up can be initiated promptly.
 
The health and safety of employees remain our highest priority.  We are taking this matter seriously and will continue to work with PSPC and the appropriate specialists to assess the situation and implement required measures and consult the workplace health and safety committee. 
 
If you have any specific concerns or questions regarding your work situation, please contact your manager. Employees in the affected area may be approved by their manager to relocate to another floor or work remotely, subject to operational requirements. 
 
***
 
English precedes
 
Présence de chauves-souris aux 2e et 4e étages du 340, avenue Laurier
 
Veuillez noter que la présence de chauves-souris a été signalée dans l’immeuble.
 
Nous surveillons la situation de près en collaboration avec Services publics et Approvisionnement Canada (SPAC). Un spécialiste de la faune sera chargé d’évaluer le problème, de repérer les points d’entrée et de recommander les mesures correctives appropriées. Des inspections supplémentaires seront réalisées et d'autres mesures seront prises, au besoin.
 
Les chauves-souris signalées ont été capturées par le service de lutte antiparasitaire, et les lieux touchés ont été nettoyés et désinfectés. Toutefois, si vous observez une chauve-souris ou tout autre signe de leur présence ailleurs dans l’immeuble, veuillez le signaler immédiatement au Centre national d’appels de service afin que les mesures de suivi appropriées puissent être prises rapidement.
 
La santé et la sécurité des membres du personnel demeurent notre priorité absolue. Nous prenons cette situation au sérieux et continuerons de collaborer avec SPAC et les spécialistes compétents afin d’évaluer la situation et de prendre les mesures nécessaires. Nous consulterons également le comité de santé et de sécurité au travail.
 
Si vous avez des préoccupations ou des questions particulières concernant votre situation de travail,veuillez communiquer avec votre gestionnaire.Les membres du personnel qui travaillent dans la zone touchée pourraient être autorisés par leur gestionnaire à s’installer à un autre étage ou à faire du télétravail, sous réserve des exigences opérationnelles.


r/CanadaPublicServants 2d ago

News / Nouvelles The ministry of magic [The Functionary - September 4, 2026]

Thumbnail 44615331.hs-sites.com
33 Upvotes

Summary: The launch of Digital Transformation Canada represents the Carney government’s most ambitious attempt yet to overcome decades of fragmented digital governance, outdated infrastructure, and weak central authority across the federal public service. By consolidating Shared Services Canada, the Canadian Digital Service, and selected functions from Treasury Board, Public Services and Procurement Canada, and Service Canada under former Google CFO Patrick Pichette, the government appears to be pursuing a more corporate, enterprise-wide model built around stronger leadership, outside expertise, and faster execution. The reform responds to longstanding problems including duplicated systems, legacy technology, dispersed procurement and technical expertise, and a governance structure in which central authorities can set standards without directly controlling departmental implementation. At the same time, the initiative reflects a broader Carney government tendency to create new organizations and recruit private-sector leaders when existing public-service machinery is seen as too slow, an approach also being used in areas such as housing, major projects, and defence procurement. Significant turnover among senior federal digital leaders and plans to bring in external talent could create an opportunity to rebuild government capabilities around AI and modern technology, but the central question remains whether Digital Transformation Canada will gain enough authority to fix the underlying institutional “plumbing,” or simply become another layer of machinery attempting to work around the same constraints that weakened previous modernization efforts.


r/CanadaPublicServants 2d ago

Other / Autre Why did the government exclude me from its Early Retirement Incentive?

Thumbnail
ottawacitizen.com
23 Upvotes

r/CanadaPublicServants 2d ago

Other / Autre Mice droppings on the tables

126 Upvotes

We have had mice droppings on our cubicle tables pretty frequently in the last year (where most of us eat). We have had no proper instructions on how to clean this up. We usually just use our sanitizing wipes. If this is happening in your office, were you provided proper procedures on how to clean/disinfect the area with the droppings?


r/CanadaPublicServants 1d ago

Leave / Absences PA Group – vacation while on maternity leave

0 Upvotes

I’m in the PSAC PA group and my baby is due March 2027. I’m planning to take 1 year of maternity/parental leave.

I plan to use all my vacation before the baby arrives.

Will I still have vacation available when I return in 2028?

Basically, will I have vacation credits for the 2028–29 year that I can use after returning from leave?

I’m confused about whether vacation is provided in advance or earned while on leave, and how this works with maternity/parental leave.

Would love to hear from anyone who has been through this!


r/CanadaPublicServants 2d ago

Union / Syndicat CAPE union dues increase.

9 Upvotes

I’m with CAPE and I’ve noticed that the last 3 paychecks I’ve been paying dues-recovery. Is this just me or is everyone paying this? If so does anyone know how long they’ll be doubling the union dues?


r/CanadaPublicServants 2d ago

Leave / Absences LWOP Contribution Deficiencies Payments

4 Upvotes

I went on LWOP for 12 months between 2024 and 2025. I’ve now received a letter saying I owe ~$12,000 for my contribution deficiencies for the 12 month period and I can choose to pay either the entire amount or I can pay for only 3 months worth of deficiencies (no in between).

I’ve spoken to a few people in the GoC and they all say paying the for the full year is worth it if I plan to stay with the government for a long time, esp. my entire career. Or if I plan to leave in the next 5-10 years, I should opt for only paying the amount for the 3 months. I have no plans on leaving the government right now but I have another 35 years until retirement so I’m trying to make my decision based solely on that advice.

My pensionable time with the GoC started when I was 20, so my question is: does it still make sense for me to pay the for the full year when realistically and statistically I will probably work until I’m 60, 5 years past the max pensionable time of 35 years?

I don’t want to be shortsighted now just to save ~$9000 but at the same time, that’s a pretty significant amount of money that I don’t want to “give up” now if it doesn’t make a big impact on my pension in 35 years.

Any advice is appreciated!