UNE|SEN

Resolution
GEN 1 Consuming alcohol at UNE meetings, training sessions and conferences Caroline Dupuis, Local 10200, Léo Janne Paquin, Local 10200, Lorraine Côté, Local 10200, Adam Desjardins, Local 10200, Amber Gibson, Local 10200, Nico Jomphe, Local 10200 Submitted in French
The Union of National Employees will The Union of National Employees will no longer provide alcohol and other substances that impact our abilities (e.g. cannabis) during conferences, training sessions or other meetings, especially when paid with member funds, and this becoming effective as soon as this resolution is adopted. Because some people can go too far and this results in situations that spiral out of control; Because locals don’t pay for alcohol for their members; Because some individuals could feel excluded if they don’t partake.
GEN 2 Dayforce Local 00221 Submitted in English
The Public Service Alliance of Canada will Create a national campaign against the government's use of Dayforce as a replacement for the Pheonix pay system. The Union of National Employees will Create a national campaign against the government's use of Dayforce as a replacement for the Pheonix pay system. Because Dayforce is being purchased by an American company, Thoma Bravo which is a US based private equity firm; Because this means that we will be providing the United States with personal information of all of the Canadian Public Servants; and Because this is not aligned with the Buy Canadian Policy for large government contracts and is contrary to the moral obligations of the Canadian Government.
GEN 3 Support for Observers from Small Locals Miriam Hayek, Local 20378, Julia Salazar Fonseca, Local 20378, Claire Lee, Local 20378 , Nicole (Robyn) Woolgar, Local 20378, Ryan Clemens , Local 20378, Klara Wyse, Local 20378 Submitted in English
The Union of National Employees will fund ONE additional observer to all UNE Conferences and Conventions from all small locals with 1 - 100 members. Because small locals do not have the same access to funds from member dues as larger locals; and Because Small locals have fewer resources and experienced union members to educate new members and ensure continuity and sustained union activism.
GEN 4 Education for all PSAC Members in Solidarity with PSAC Members Working with Temporary Immigration Status Miriam Hayek, Local 20378, Julia Salazar Fonseca, Local 20378, Claire Lee, Local 20378, Nicole (Robyn) Woolgar, Local 20378, Ryan Clemens , Local 20378, Klara Wyse, Local 20378 Submitted in English
The Public Service Alliance of Canada will implement an educational campaign to provide members with resources and information on the topics of migrant justice and allyship, keeping pace with the other leading unions in Canada. Because PSAC members working with temporary immigration status face systemic intersectional barriers to accessing the rights and benefits of our Collective Agreements; Because in recent years the Canadian Federal Government has enacted and proposed increasingly anti-immigrant policies such as Bill C-2 and Bill C-12, which scapegoat migrant workers and are an attack on all workers; and Because PSAC members working with temporary immigration status deserve recognition, support, and unwavering solidarity from our union.
GEN 5 Recognition and Support for PSAC Members Working With Temporary Immigration Status Miriam Hayek, Local 20378, Julia Salazar Fonseca, Local 20378, Claire Lee, Local 20378, Nicole (Robyn) Woolgar, Local 20378, Ryan Clemens, Local 20378, Klara Wyse, Local 20378 Submitted in English
The Public Service Alliance of Canada will onResearch, develop, promote, and make available a guide to help locals bargain strong Collective Agreement language that meets the needs of members with temporary immigration status; in consultation with such members. Because members working with temporary immigration status face systemic intersectional barriers to accessing the rights and benefits of our Collective Agreements; Because PSAC members working with temporary immigration status deserve recognition, support, and unwavering solidarity from our union; and Because in recent years, the Canadian Federal Government has enacted and proposed increasingly anti-immigrant policies such as Bill C-2 and Bill C-12, which scapegoat migrant workers and are an attack on all workers.
GEN 6 Master Clause on Corrective Justice and Equitable Staffing for the resolution - Supporting Non-Discrimination & Harassment-Free Workplaces in All Locals Harald Piton, Local 70408, Ouro-Tagba Larba, Local 70408, Wendy Dalorier, Local 70408, Hedwidge Boibel, Local 70408, Fleury Inuloumou, Local 70408, Gérald Louis, Local 70408 Submitted in English
The Union of National Employees will develop and circulate a model Master Clause on Corrective Justice and Equitable Staffing for adoption by all Locals, ensuring that disciplinary and staffing processes are applied fairly, transparently, and without discrimination, consistent with the Canadian Human Rights Act and applicable collective agreements. The Public Service Alliance of Canada will support the adoption of this Master Clause at the national level by advocating for its inclusion in future rounds of collective bargaining, and by providing guidance, training, and resources to Locals to embed corrective justice principles into workplace culture. Because members across federal workplaces continue to experience disciplinary processes that are applied inconsistently, with equity-deserving groups including racialized workers, women, Indigenous employees, and persons with disabilities disproportionately subjected to formal discipline, performance management, and termination without adequate procedural fairness or corrective support; Because corrective justice principles, which prioritize rehabilitation, proportionality, transparency, and the elimination of systemic bias in disciplinary processes, are not uniformly embedded in management practices or local-level agreements, leaving members vulnerable to arbitrary or discriminatory treatment; Because equitable staffing practices, including fair and bias-free selection processes, are foundational to building diverse, inclusive workplaces. Where staffing decisions lack transparency or are influenced by favoritism, discrimination, or reprisal, the union's duty to represent its members and the employer's legal obligations under the Employment Equity Act are undermined; Because Locals require common, principled framework master clause that can be adapted to their specific workplace context while ensuring every member benefits from the same minimum standard of justice, dignity, and equitable treatment in staffing and discipline matters; and Because our union's commitment to the elimination of discrimination and harassment is only as strong as the mechanisms we put in place to enforce it; a master clause on corrective justice and equitable staffing is one such essential mechanism. THIS RESOLUTION HAS BEEN RULED OUT OF ORDER AS THIS IS A BARGAINING DEMAND.
GEN 7 Master Clause on Organizational Health and Protection Against Pretextual Scrutiny - Supporting Non-Discrimination & Harassment-Free Workplaces in All Locals Harald Piton, Local 70408, Ouro-Tagba Larba, Local 70408, Wendy Dalorier, Local 70408, Hedwidge Boibel, Local 70408, Fleury Inuloumou, Local 70408, Gérald Louis, Local 70408 Submitted in English
The Union of National Employees will develop and promote a Master Clause on Organizational Health and Protection Against Pretextual Scrutiny for implementation in all Locals, establishing clear protections against the use of performance reviews, attendance monitoring, investigations, or other management tools as instruments of retaliation or targeted harassment against union members particularly those who have filed complaints or exercised their rights under the collective agreement or human rights legislation. The Public Service Alliance of Canada will advance this master clause through collective bargaining and policy advocacy at the national level, and provide Locals with education, grievance support, and best-practice guidance to identify and challenge pretextual scrutiny in all its forms, while promoting organizational health frameworks grounded in psychological safety, dignity at work, and meaningful anti-harassment protections. Because pretextual scrutiny the use of ostensibly neutral management processes such as performance improvement plans, attendance tracking, or investigations as cover for targeting, silencing, or constructively dismissing members who have raised human rights complaints, filed grievances, or exercised their workplace rights is a real and persistent threat to member wellbeing and union effectiveness; Because members who experience such targeted management practices frequently suffer serious harm to their mental health, professional standing, and livelihood, yet often find it difficult to demonstrate that the scrutiny is pretextual in nature, leaving them without adequate union or legal protection and creating a chilling effect on others who might otherwise speak out; Because a healthy organizational environment one grounded in psychological safety, transparent and consistent management practices, respectful workplace policies, and meaningful accountability the most effective preventive safeguard against harassment, discrimination, and the misuse of managerial authority; Because no member should face heightened scrutiny, manufactured performance concerns, or disciplinary processes as a consequence of exercising their legal rights, participating in union activities, or reporting workplace wrongdoing. A Master Clause that expressly prohibits and provides recourse for pretextual scrutiny is essential to giving this principle concrete legal and contractual force; and Because our No-Discrimination and Harassment commitments demand more than aspirational language they require structural protections that Local bargaining units can invoke to defend members proactively and to hold employers accountable when organizational processes are weaponized against the very workers those processes are meant to support. THIS RESOLUTION HAS BEEN RULED OUT OF ORDER AS THIS IS A BARGAINING DEMAND.
GEN 8 Include employee pay originating from Isolated Posts and Government Housing Directive as pensionable income Maxwell Gawlick, Local 20089, Katy Walsh, Local 20089, Marian So, Local 20089, Mohdeep Atwal, Local 20089, K Au, Local 20089, Sean McCaffrey, Local 20089 Submitted in English
The Union of National Employees will campaign for legislated changes to the Public Service Superannuation Act to include Isolated Posts and Government Housing Directive (”IPGHD”) allowances as pensionable income. Because employees of Parks Canada Agency (”PCA”) working at Isolated Post locations receive Isolated Post allowances under the Isolated Posts and Government Housing Directive (”IPGHD”) set by the National Joint Council (”NJC”) to compensate for increased cost of living at Isolated Post locations; Because allowances received under the IPGHD are separate from regular pay and not treated as pensionable income; and Because discounting IPGHD payments from pensionable income disincentivizes PCA employees from staying with the agency until retirement and disproportionately impacts lifelong residents of Isolated Post communities who are often Indigenous.
GEN 9 Support for Observers from Small Locals Maxwell Gawlick, Local 20089, Katy Walsh, Local 20089, Marian So, Local 20089, Mohdeep Atwal, Local 20089, K Au, Local 20089, Sean McCaffrey, Local 20089 Submitted in English
The Union of National Employees will amend the UNE Bylaws to provide that for each local with one hundred (100) or fewer members in good standing six months prior to a UNE national conference or convention, renumeration, including expenses, for one (1) observer will be paid by the UNE. Because small locals do not have the same access to funds from member dues as larger locals; and Because small locals have fewer resources and experienced union members to educate new members, ensure continuity, and sustain union activism;
GEN 10 Clear Language Maxwell Gawlick, Local 20089, Katy Walsh, Local 20089, Marian So, Local 20089, Mohdeep Atwal, Local 20089, K Au, Local 20089, Sean McCaffrey, Local 20089 Submitted in English
The Public Service Alliance of Canada will develop a framework or style guide for the use and application of clear language in its documents and communications. Because accessibility of union documents and functions is essential in upholding the PSAC's values of equity, literacy, and class consciousness; Because union democracy depends on members fully understanding proceedings; and Because formal, traditional, and complex language is a barrier to the understanding of some members, and because the PSAC has already recognized through previous resolutions the value of clear language. THIS RESOLUTION HAS BEEN RULED OUT OF ORDER AS THIS EXISTS.
GEN 11 Building a campaign around WFH Callie Diduck, Local 50353, Lauren Wagn, Local 50353, Daniel Falloon, Local 50353, Cameron Deamel, Local 50353, Mariel Oberez, Local 50353, Valerie Georges, Local 50353 Submitted in English
The Union of National Employees will form a WFH committee that will track employer violations, share struggles across the UNE and build a broader campaign to organize and defend the right to WFH aiming to secure this right for its members. Because the pandemic has shown many jobs can be done efficiently and effectively from home with increased productivity; and BECAUSE without clear contract language, the employer is unilaterally ending WFH arrangements, threatening to impose surveillance like keystroke tracking and refuses to consistently cover home office equipment costs; and BECAUSE the employer saves on office space, cleaning, security, overhead; and BECAUSE it significantly improves employee retention, well-being, job-satisfaction; Because it provides access to a wider top-level talent; and Because it reduces absenteeism, distractions, and stress on employees.
GEN 12 The right to an organizing space Callie Diduck, Local 50353, Lauren Wagn, Local 50353, Daniel Falloon, Local 50353, Cameron Deamel, Local 50353, Mariel Oberez, Local 50353, Valerie Georges, Local 50353 Submitted in English
The Public Service Alliance of Canada will negotiate contract language requiring the Employer to provide, at no cost to the Union, access to a suitable meeting room on Employer premises for at least two hours per month for union business, to be scheduled during lunch hours, after shifts, or at other mutually agreed times, with meeting dates and times to be confirmed at least three days in advance AND negotiate that the Employer will not unreasonably withhold meeting space approval, that any refusal must be provided in writing with a specific reason, and that the Employer will provide an alternative date within the same month. Because members cannot effectively organize, discuss bargaining priorities, or attend union meetings without a reliable and accessible workplace location; Because the Canada Labour Code already permits unions to use employer premises for union purposes; and Because requiring members to travel to off-site locations for every union activity creates barriers to participation, particularly for shift workers and those without personal vehicles. THIS RESOLUTION HAS BEEN RULED OUT OF ORDER AS THIS IS A BARGAINING DEMAND.
GEN 13 Fair rules on trusteeship Callie Diduck, Local 50353, Lauren Wagn, Local 50353, Daniel Falloon, Local 50353, Cameron Deamel, Local 50353, Mariel Oberez, Local 50353, Valerie Georges, Local 50353 Submitted in English
The Union of National Employees will request PSAC amend Regulation 18 of the PSAC Constitution to provide that, upon placing a sub-organization into trusteeship, the elected offices of that sub-organization shall be vacated for the duration of the trusteeship and the compensation attached to those offices shall cease for that period; that any affected officer shall return to their substantive position without prejudice; and that this administrative measure shall not constitute discipline, removal for cause, or the termination of any separate employment relationship. Because trusteeship is an administrative measure intended to stabilize and restore the proper functioning of a sub-organization and is not disciplinary in nature; Because during trusteeship, the Trustee assumes the powers and duties of the elected officers of the sub-organization; and Because compensation paid to elected officers is incidental to holding office and not employment income arising from a contract of employment with the PSAC or the sub-organization.
GEN 14 Include Employee Pay Originating from Isolated Posts and Government Housing Directive as Pensionable Miriam Hayek, Local 20378, Taran Hiatt, Local 20378, Bethany Dobson, Local 20378, Chelsea Krahn, Local 20378, Julia Salazar Fonseca, Local 20378, Ura Jones , Local 20378 Submitted in English
The Union of National Employees and the Public Service Alliance of Canada will jointly campaign for legislated changes to the Public Service Superannuation Act to include Isolated Posts and Government Housing Directive (”IPGHD”) allowances as pensionable income. Because employees of Parks Canada Agency (”PCA”) working at Isolated Post locations receive Isolated Post allowances under the Isolated Posts and Government Housing Directive (”IPGHD”) set by the National Joint Council (”NJC”) to compensate for increased cost of living at Isolated Post locations; Because Allowances received under the IPGHD are separate from regular pay and not treated as pensionable income; and Because discounting IPGHD payments from pensionable income disincentivizes PCA employees from staying with the agency until retirement, and disproportionately impacts lifelong residents of Isolated Post communities who are often Indigenous.
GEN 15 Clear Language Miriam Hayek, Local 20378, Taran Hiatt, Local 20378, Bethany Dobson, Local 20378, Chelsea Krahn, Local 20378, Julia Salazar Fonseca, Local 20378, Ura Jones , Local 20378 Submitted in English
The Public Service Alliance of Canada will develop or adopt a framework or style guide for the use and application of clear language in its documents and communications, taking into account the Accessibility Standards Canada Plain Language Guide; and The Public Service Alliance of Canada will also support the use of clear language in national, regional, component, and DCL constitutions, bylaws, regulations and policies. Because accessibility of union documents and functions is essential in upholding the PSAC’s values of equity, literacy, and class consciousness; Because union democracy depends on members fully understanding proceedings; and Because The PSAC has already recognized through previous resolutions the value of clear language.
GEN 16 Play Therapy Resolution Lauren Wagn, Local 50353, Callie Diduck-March, Local 50353, Valerie Georges, Local 50353, Daniel Falloon, Local 50353, William Goerzen, Local 50353, Hailey Curtis, Local 50353 Submitted in English
The Union of National Employees will advocate to include play therapists as an eligible type of counsellor whose services are covered under the Public Service Health Care Plan. Because play therapists are certified through the Canadian Association of Play Therapy; Because play therapy is a powerful tool for treating cognitive, behavioural and emotional struggles; and Because play therapy is a form of therapy that uses play to help children express their feelings, explore relationships, learn new skills and make sense of the world around them; and Because play therapy is particularly effective for children because they may find it difficult to articulate their thoughts and emotions through words alone.
GEN 17 Strategic Campaign Against Precarious Public Sector Work Julia Salazar Fonseca, Local 20378, Chelsea Krahn, Local 20378, Bethany Dobson, Local 20378, Taran Hiatt, Local 20378, Miriam Hayek, Local 20378, Ruhamah Buchanan, Local 20378 Submitted in English
The Public Service Alliance of Canada will launch a coordinated national campaign to lobby the Treasury Board and federal employers to automatically transition term workers to indeterminate status after 12 months of continuous service; and The Public Service Alliance of Canada will also provide targeted educational resources and union-density mapping to better organize and protect precarious workers within our locals Because a significant proportion of workers enter the federal public service through precarious casual, term, and student contracts; Because prolonged temporary employment creates severe financial instability, prevents long-term career planning, and contributes heavily to member burnout; and Because the employer routinely utilizes consecutive short-term contracts to fill permanent operational needs, bypassing standard indeterminate hiring processes.
GEN 18 UNE Support for Strategic Campaign Against Precarious Public Sector Work Julia Salazar Fonseca, Local 20378, Chelsea Krahn, Local 20378, Bethany Dobson, Local 20378, Taran Hiatt, Local 20378, Miriam Hayek, Local 20378, Ruhamah Buchanan, Local 20378 Submitted in English
The Union of National Employees will provide targeted educational resources and union-density mapping to better organize and protect precariously employed workers within our locals. Because a significant proportion of workers enter the federal public service through precarious casual, term, and student contracts; Because prolonged temporary employment creates severe financial instability, prevents long-term career planning, and contributes heavily to member burnout; and Because the employer routinely utilizes consecutive short-term contracts to fill permanent operational needs, bypassing standard indeterminate hiring processes.
GEN 19 UNE Membership Portal for Tracking Reimbursements Julia Salazar Fonseca, Local 20378, Chelsea Krahn, Local 20378, Bethany Dobson, Local 20378, Taran Hiatt, Local 20378, Miriam Hayek, Local 20378, Ruhamah Buchanan, Local 20378 Submitted in English
The Union of National Employees will implement an online portal for the submission and processing of membership expense reimbursement claims. Because improved transparency in financial processes strengthens member confidence in the operations of the Union of National Employees; Because members and staff require timely access to information regarding the status of expense reimbursement claims; and Because delays and inconsistencies in reimbursement processing can disproportionately impact members experiencing financial insecurity.
GEN 20 Email address for each local France Sauriol, Local 10240, Sophie Thibodeau, Local 10240, Patrice Comeau, Local 10240, Caroline Tremblay, Local 10240, Christella Ruvari, Local 10240, Jade Lemay, Local 10240 Submitted in French
The Union of National Employees will provide an email address for each local. Because an email address will allow locals to have a reliable and sole contact point for their members; Because an email address is a good way to help leaders work as a team rather than in silos. Therefore, they won’t have to use personal emails; and Because an email address is the most effective means of communication and it will facilitate the management of the local as pertains to document conservation and file monitoring during a transfer of power.
GEN 21 Title for the resolution Local 70130 Submitted in English
The Union of National Employees will Fund and implement a digital operational tool suite that will improve communications, operations, and efficiency within the UNE, with an initial budget of $250,000, without limiting the ability to allocate additional funds as required to ensure successful implementation and sustainability of the initiative. Because the UNE is still heavily reliant on email and external tools that expose the UNE to external threats, do not inherently support the organization or the elected members in being accurate, robust, or efficient which results in missed deadlines, stress on the organization, duty of fair representation cases, and stewards lacking support; Because the UNE is a very large and complex organization with many employer groups across the country who would benefit from improved communications with each other to ensure that the employers are not using our regional structure to their advantage; and Because the UNE requires tools and resources to improve the services delivered to the membership including in the areas of finance, representation, and administration.
GEN 22 Donation Local 00221 Submitted in English
The Union of National Employees will Donate $50,000 (fifty Thousand) in each of the next three years to Second Harvest. Because food insecurity is increasing in Canada and this organization provides food donations to food banks across the nation; Because each year, these organizations provide sustenance to a growing number of participants; and Because members of the UNE are losing jobs and losing net income because of the high cost of living and are likely to be required this kind of service and assistance.
GEN 25 Supplementary - Improving Member Access Through Live Telephone Support Local 00221 Submitted in English
The Union of National Employees will have a paid, live person to answer and triage calls for members who are trying to contact the Component. Because it is frustrating when you are trying to reach someone and get an automated system; Because sometimes emails sent are not actioned in a timely manner; and Because as a part of the labour movement, we are committed to employ workers, not bots; Because you can make yourself clearer when you are talking to someone, versus leaving a message; and Because nothing beats a live interaction with another human being. THIS RESOLUTION HAS BEEN RULED OUT OF ORDER.