Ottawa, December 3, 2024 – In a clear violation of the established direction allowing flexibility for Indigenous federal employees to work remotely, many Indigenous employees have been ordered to report to their designated work site in person without any justification – despite meeting all of the criteria for an exception. The Canadian Association of Professional Employees (CAPE), the Public Service Alliance of Canada (PSAC), the Professional Institute of the Public Service of Canada (PIPSC) and the Indigenous Federal Employees Network (IFEN) are calling on the Treasury Board to uphold the remote work exception for Indigenous federal employees and ensure its consistent enforcement across all departments. It is critical that the exception is applied equitably, reflecting the original intent to provide flexibility and support for Indigenous public sector employees.
The exception was originally developed to enable Indigenous employees to live and work in their communities, recognizing the importance of maintaining strong cultural and familial connections. Those ties are fundamental and frequently influence employment-related decisions, as highlighted in the Treasury Board’s own policy, which acknowledges that, for many Indigenous people, living and working within their communities is “critical to their identity.” Ensuring the exception is honoured upholds this principle and supports the preservation of cultural integrity and well-being among Indigenous employees.
The Treasury Board has repeatedly emphasized the importance of Indigenous employees working in their communities as a key reconciliation commitment. This commitment reflects the government’s broader pledge to respect Indigenous self-determination and cultural continuity. However, IFEN has reported that management in multiple departments are ignoring these exceptions, undermining this critical reconciliation initiative. Such actions erode trust and diminish the government’s ability to rebuild relationships with Indigenous peoples. Furthermore, this disregard negatively impacts the recruitment and retention of Indigenous employees, contradicting the government’s stated commitment to fostering an inclusive and supportive environment that acknowledges and respects the unique needs and priorities of Indigenous communities.
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“This devotion to a poorly considered in-office presence mandate – at the expense of Indigenous rights – sends the wrong message and shows the government’s lack of coherence when it comes to its stated goals of respect and reconciliation,” said Nathan Prier, president of the Canadian Association of Professional Employees. “. This government seems to have a poor appreciation for the critical importance of this exception which is right at the heart of Indigenous cultural survival and wellbeing. We are calling on the government to honour its commitment to Indigenous peoples by ensuring the exception is upheld and respected evenly across the federal public sector.”
"Reimagining the future of work is about more than just remote work; it’s about setting a new standard for progressive, inclusive and dynamic workplaces," said Sharon DeSousa, PSAC national president. "The federal government is missing a unique opportunity to dismantle systemic barriers that suppress marginalized voices and to create a federal public service that reflects every slice of Canadian life, particularly from Indigenous communities and small towns."
"The federal government's failed return-to-office mandate is once again showing its true colours—this time ignoring the rights of Indigenous workers," said Jennifer Carr, president of PIPSC. “Denying Indigenous employees the exemption to work from their communities isn't just a benign oversight; it’s the kind of blatant disregard that has real impacts on Indigenous rights, safety, and cultural identity. It must be corrected—now."
“Ignoring this exception directly undermines obligations set out in the United Nations Declaration on the Rights of Indigenous Peoples, the Truth and Reconciliation Commission’s Calls to Action, the final report of the National Inquiry into 2SMMIWG+, and the Clerk’s Indigenous hiring targets, along with other repeatedly stated national reconciliation goals,” said the executives of the Indigenous Federal Employees Network. “This exception must be clearly communicated to all managers, including those at the ADM level, across all departments without delay to prevent further stress and harm to Indigenous employees.”
Media contacts:
Canadian Association of Professional Employees (CAPE)
Amanda Keenan
613-818-3140
akeenan@acep-cape.ca
Public Service Alliance of Canada (PSAC)
PSAC Media Relations
media@psac-afpc.com
613-714-6610
Professional Institute of the Public Service of Canada (PIPSC)
PIPSC Media Relations
613-883-4900
jfillion@pipsc.ca
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About CAPE
With more than 25,000 members, the Canadian Association of Professional Employees is one of the largest federal public sector unions in Canada, dedicated to advocating on behalf of federal employees in the Economics and Social Science Services (EC) and Translation (TR) groups, as well as employees of the Library of Parliament (LoP), the Office of the Parliamentary Budget Officer (OPBO) and civilian members of the RCMP (ESS and TRL). Read more.
About PSAC
The Public Service Alliance of Canada is Canada’s largest federal public service union, representing nearly 230,000 workers in every province and territory in Canada, including more than 165,000 federal public service workers. Read more.
About PIPSC
The Professional Institute of the Public Service of Canada (PIPSC) was founded in 1920. With over 75,000 members, the Institute is the largest union in Canada representing scientists and professionals employed at the federal and some provincial and territorial levels of government. Read more.
About IFEN
The Indigenous Federal Employee Network (IFEN) is dedicated to fostering a respectful and inclusive federal public service where First Nations, Inuit, and Métis employees can thrive professionally while embracing their cultural identities. IFEN builds interdepartmental connections, champions workplace equity, supports personal and professional growth, and advocates for a balanced integration of Indigeneity within public service roles.
