PSP Mental Health Resource Hub Now Available

News Bulletin 2025-03-02

 

We are excited to announce the launch of a new PSP Mental Health Resource Hub, providing essential tools, research, and treatment options tailored to Public Safety Personnel (PSP), their leaders, and their families. This initiative aims to bridge the gap in mental health support for those who serve and protect our communities.

The Canadian Institute for Public Safety Research and Treatment (CIPSRT/ICRTSP) has developed a comprehensive collection of evidence-based resources to help PSP navigate the unique mental health challenges they face. From research publications to treatment programs and educational webinars, this hub ensures that PSP have access to trusted, research-backed support.

What You’ll Find:

✅ Downloadable Materials: Guides and resources designed for PSP and their families.
✅ Webinars & Online Events: Expert-led sessions on mental health, resilience, and workplace well-being.
✅ Treatment (PSPNET): Free, confidential, online mental health support tailored to PSP needs.
✅ Research & Publications: The latest findings on PSP mental health and wellness.

 

Access the New PSP Mental Health Resource Hub Now!

🌐 PSP Mental Health Resource Hub
📌 Now featured in the top menu of our website for easy access!

 

Why This Matters

Ensuring mental health support is accessible and effective is more critical than ever. The new resource hub is a step forward in helping PSP manage stress, burnout, and workplace trauma, ensuring they can continue their vital work in keeping Canadians safe.

We encourage all PSP members and their families to explore these resources and share them widely.

 

Together, we can prioritize mental wellness for those who protect us.

 

In Solidarity,

Your CUPE 104 Executive

MAKE YOUR VOICE HEARD: CUPE 104 BARGAINING SURVEY IS HERE!

Dear CUPE 104 Members,

Our current collective agreement is set to expire at the end of this year, and we will be serving notice to bargain four months prior to that. That means now is the time to come together, identify our priorities, and build a strong bargaining mandate.

This week, you will receive our Bargaining Survey from noreply@limesurvey.com. This is your opportunity to tell us what matters most to you in the upcoming negotiations.

Please keep an eye on your inbox – and be sure to check your spam or junk folder in case it gets filtered there. The deadline to complete the survey is March 14, 2025.

Your input is critical in ensuring we negotiate the best possible contract for our members. The more responses we receive, the stronger our position will be when we sit down with the employer. This is your chance to have a direct impact on the wages, benefits, and working conditions we fight for on your behalf.

We strongly encourage every member to take the time to complete the survey and have your say. If you have any questions or experience any issues accessing the survey, please reach out.

Let’s be ready. Let’s stand strong.

 

In solidarity,

 

Your CUPE 104 executive

Phoenix overpayment recoveries

Attention CUPE 104 Members:

 

Overpayment Recovery Letters from Treasury Board

Treasury Board has launched a project to recover overpayments caused by the Phoenix pay system.  Under the Crown Liability and Proceedings Act, the government has a six-year limitation period to initiate debt recovery. As this deadline approaches, the employer is rushing to issue repayment letters.

If You Receive a Recovery Letter:

– Do not respond immediately. Contact your chair right away to file a grievance.

– If the recovery is for overpayments older than six years, the government should not be demanding repayment—but they are sending letters anyway.

 

What You Should Do:

Respond to the notice by the deadline stated in the letter.

– Do NOT select Option 1 in Annex B if you wish to challenge the recovery, as this acknowledges the overpayment.

– Request additional information or records if you cannot verify the accuracy of the overpayment.

If you receive a letter, reach out to your chair immediately for guidance and support.

Letter to members

2024-12-19

Dear CUPE 104 members,

As we approach the holiday season, I want to take a moment to extend my heartfelt wishes to each of you. While this time of year is traditionally one of celebration and joy, I know it is difficult to embrace the season fully given the challenges we continue to face in our workplaces.

Yesterday’s announcement from the federal government, which excludes us from early pensions for public safety occupations, is yet another example of the lack of respect and recognition for the vital work we do. This decision, while disappointing, is not surprising—it aligns with a continued pattern of disregard from our employer, who fails to value the contributions we make every single day to the safety and security of Canadians.

Being excluded from this pension provision is not just a missed opportunity for fairness; it is a profound slight against the sacrifices and dedication shown by our members. This decision underscores the uphill battle we face to have our voices heard and our roles acknowledged.

Despite this, I want to remind you of the strength, resilience, and solidarity that define CUPE Local 104. The challenges we face are significant—whether it’s the ongoing critical staffing shortages, systemic mismanagement, or retaliatory actions like withholding long-overdue pay raises—but they do not define us. We are defined by our unity, our determination, and our unwavering commitment to each other and the essential services we provide.

As we close this year, let us take stock of what we have achieved together. We have amplified our concerns, built awareness, and gathered the data necessary to demand accountability. In the new year, we will press even harder to ensure our voices are not only heard but acted upon.

To our members who will be working over the holidays, know that your dedication does not go unnoticed. The weight you carry, often without the respect or resources you deserve, is a testament to your professionalism and commitment. You are the backbone of emergency response and public safety, and your efforts matter immensely.

This holiday season, I encourage you to find moments of peace and joy wherever possible. Lean on your families, friends, and colleagues for support. Remember that while our struggles with the employer are ongoing, you are not alone in this fight. CUPE Local 104 stands with you, and together we will continue to push for the respect, fairness, and recognition that you have more than earned.

Wishing you and your loved ones a safe and peaceful holiday season, and may the new year bring the progress and justice we have long fought for.

In solidarity,

Kathleen Hippern
President, CUPE Local 104

Union Run Workplace Mental Health Survey Initiative

Dear CUPE 104 members,
Please see the following video from your President: Upcoming Survey EN (youtube.com)

The union is deeply committed to supporting the mental health of our members. Recognizing the importance of understanding and addressing workplace mental health concerns, we are launching an initiative to help us better understand and advocate for a healthier work environment for all members.

Unfortunately, the survey isn’t available in French. If anyone needs assistance in understanding the survey in French, please reach out to your chair immediately, and we’ll do our best to help.

To gather valuable insights and ensure your voice is heard, your CUPE 104 Executive and CUPE’s National Health and Safety Branch have partnered with Iridia Medical and Saint Mary’s University to conduct a comprehensive workplace mental health Survey called OMHA (Occupational Mental Health Assessment). This assessment will be conducted through an online survey, which is completely secure and anonymous, designed to provide a clear picture of the mental health landscape in our workplace.

On November 6 th, you will receive a personalized link (with additional guidance) to the assessment survey, provided by the union. This link will allow you to share your experiences and insights confidentially. The assessment will take approximately 30-40 minutes to complete, and we encourage you to set aside 45 minutes in your calendar to participate.
This assessment offers a valuable platform for you to share feedback, which will be pivotal in guiding our efforts toward meaningful workplace change. Upon completion, you’ll receive a personalized report with insights and suggestions tailored to your needs.

Keep an eye out for an email invitation from info@cupe104.ca on November 6 th with the link to the Occupational Mental Harm Assessment. If you have any questions or encounter any issues, please don’t hesitate to reach out to us at info@cupe104.ca
Your participation is voluntary, and all responses are strictly confidential, and the data will only be provided to the union. Your feedback will play a crucial role in helping the union enhance our workplace to better support mental health and wellbeing.
Thank you for your attention and participation. Together, we can create a stronger, healthier workplace for all.

In Solidarity,
Your union executive

Update 5: Invasive Medical Questionnaire and Medical Examination

2024-09-28

In our previous update, we explained that although our policy grievance on the invasive medical questionnaires and medical examinations was denied that we are committed to challenging this discriminatory, unjust, and intrusive policy. The employer should not be privy to any of our personal medical information. Your private medical information should be confidential between you and your medical providers.

Since then, we consulted extensively with our experts and received an external legal opinion about next steps to challenge the policy. As a result, our Executive referred the policy grievance to adjudication at the Federal Public Sector Labour Relations and Employment Board (FPSLREB) and we also filed for Judicial Review with the Federal Court.

As the Union, these are our recourse options (FPSLREB and Federal Court). Unfortunately, these processes are going to take time and, in the meantime, the RCMP continues to push forward with these evaluations as a requirement for our Public Service members. They have discontinued the biennial psychological appointments with psychologists, and they are continuing to threaten discipline for non-compliance. They have also been clear that they intend to expand this program to include Civilian Members.

We have had hearing and psychological standards for a long time and given the importance of our work, we should be subject to some medical evaluation and/or monitoring. However, we must be a part of determining how any new or updated evaluations are implemented so that we can ensure the process is fair and reasonable. We still do not know what the standards are, and we have never been consulted about this program.

We have tried every course of action to stop this from proceeding and yet the RCMP has decided to continue. While we wait for our cases to be heard and decided, you will need to make your own decision on how you want to proceed. If you are facing disciplinary action relating to this program, for choosing not to undergo these health evaluations by an employer-selected medical practitioner, immediately contact your CUPE 104 Regional Chairperson for guidance and assistance.

Please continue to share your experiences with us. These first-hand accounts are invaluable for us to be able to give real-life examples of how the implementation of this policy is affecting you.

 

In Solidarity,
Your CUPE Local 104 Executive

Advocacy Efforts and Working Conditions

2024-07-28

Dear Members of CUPE 104,

Amid the challenging conditions many of you are currently facing, we wish to acknowledge your resilience and perseverance. As we navigate through the demanding summer season, your safety, rights, and recognition remain steadfastly at the forefront of our priorities.

It is with a sense of urgency and deep concern that we write to you today. Recent interactions with the employer have underscored a significant disconnect between the recognition of the vital roles we play as Telecommunications Operators and Intercept Monitor Analysts, and the legislative actions that affect our working conditions and retirement planning.

Historical Discrimination Revisited:

In March 2023, our employer was found to have discriminated against us by refusing to grant a long-awaited pay raise, citing our decision to form a union as the reason. To date, there has been no apology or rectification of this injustice, which only compounds the current challenges and underscores the lack of respect and recognition we continually face.

Seasonal Challenges:

This time of year is particularly taxing for our members, with an increase in motor vehicle collisions and drownings, alongside a general rise in crime rates that often accompanies the warmer weather. Additionally, many of you are actively involved in managing the responses to ongoing wildfires and preparing for the upcoming hurricane season.

These critical tasks are devastating, and at times, you must remain as essential services, watching helplessly as your loved ones and communities evacuate. This duty places immense physical and mental stress on you, our frontline responders, exemplifying the critical yet often undervalued nature of our roles.

Frustrations and Challenges:

Our union has been actively advocating for the inclusion of our LES-PO members in the early retirement eligibility expansion. Despite your essential roles in managing not only the typical daily emergencies but also the added seasonal challenges, there appears to be a severe lack of understanding and appreciation from decision-makers. This oversight is especially disheartening as you continue to perform heroically, often under extreme conditions.

Recent Developments:

We recently requested an urgent meeting with the Treasury Board President to address these oversights. We highlighted the perilous and often overlooked conditions we face, the severe understaffing, and the inadequate legislative support for our well-being. Furthermore, we expressed our concern over the intrusive medical evaluations that have replaced our crucial biennial psychological evaluations, diminishing the quality of mental health support available and collecting information irrelevant to our work and unnecessary for the employer to know.

Gender Inequity:

It is important to note that the majority of our affected members are women (70.2%), who are disproportionately impacted by these policy gaps. The ongoing exclusion from the early retirement eligibility not only neglects the sacrifices you make but also perpetuates economic and gender inequalities.

Our Commitment:

Please rest assured that CUPE 104 is fully committed to advocating for your rights and well-being. We will continue to push for necessary changes and will not back down until your work and sacrifices are adequately recognized and supported by fair and equitable legislation and policies.

Moving Forward:

We understand the frustrations that come with being undervalued and we share in your disappointment. We are prepared to take all necessary steps to ensure your voices are heard, and your contributions are acknowledged. We urge each of you to stay informed and engaged as we navigate these challenges together.

Your dedication under pressure does not go unnoticed by us. Together, we will strive towards more improvements that truly reflect the critical importance of our roles.

 

In Solidarity,

Your CUPE Local 104 Executive

Update 4: Invasive Medical Questionnaire and Medical Examination

2024-07-19

On June 5th, we presented our policy grievance on the Invasive Medical Questionnaire and Medical Examination to the Treasury Board Secretariat (TBS). On July 16th, TBS denied our policy grievance. TBS’s opinion is that “The Employer acted appropriately and reasonably to protect the health and safety of employees as well as the individuals they serve and interact with.” Our stance is that this policy is discriminatory, unjust, and intrusive.

Given the nature and importance of our work, we should be subject to some medical evaluation and/or monitoring. We have had hearing and psychological standards for a long time. However, we must be a part of determining how any new or updated evaluations are implemented so that we can ensure the process is fair and reasonable and that your private medical information is kept confidential between you and your medical providers. The employer should not be privy to any of our personal medical information.

We are committed to challenging this discriminatory, unjust, and intrusive policy so that it is overturned. In addition to the legal and health and safety experts at CUPE National, we have engaged outside legal counsel, with expertise in the Federal Public Sector, to ensure we have the best information available to determine the most effective next steps. At this time, all individual grievances will remain in abeyance while we work on the next steps with our legal counsel.

Please continue to share your experiences with us. These first-hand accounts are invaluable for us to be able to give real-life examples of how the implementation of this policy is affecting you.

If you are facing disciplinary action relating to this program, for choosing not to undergo these health evaluations by an employer-selected medical practitioner, immediately contact your CUPE 104 Regional Chairperson for guidance and assistance.
In Solidarity,

Your CUPE Local 104 Executive

Notice of Election (By-Election)

2024-06-17

In accordance with our bylaws, here is the Notice of Election for the following positions within CUPE Local 104:

Recording Secretary (Full Job Description within CUPE104 Bylaws)

  • The Recording Secretary needs to bring great attention to detail
  • Be proficient in Excel, Word and database management
  • Have excellent organizational skills with regards to note taking, documents and lists
  • Be available to respond to inquiries and forwarding on concerns

Trustee (3 year Term) – (Full Job Description within CUPE104 Bylaws)

  • Act as an auditing committee on behalf of the members and audit the books and accounts of the Secretary-Treasurer, the Recording Secretary, and the committees at least once every calendar year.
  • Have great attention to detail

Key Dates:

  • Nominations: June 21-24, 2024
  • Voting: July 3-5, 2024
  • Results: July 8, 2024

Nomination forms are available online at https://104.cupe.ca/wp-content/blogs.dir/820/2021/01/Nomination-Package-2021-01-15.pdf. They must be scanned and e-mailed to elections@cupe104.ca before the nomination period closes on 2024-06-24 at 2359hrs EST.

Campaigning may take place at any time and is the sole responsibility of the nominee(s). Shortly after the close of the nomination period, and at the request of the nominee(s), the Elections Committee will send one email to the membership including: nominees’ names, work locations, and one URL link, provided by the nominee, pointing to a website of their choosing.

Voting will be by electronic ballot sent to the email we have on file from your membership form. Voting will start on 2024-07-03 and remain open for three (3) days. Results will be communicated on or before 2024-07-08.

Please ensure you read the nomination guide attached to the nomination form carefully as it contains important information. You will receive confirmation from the Elections Committee that your nomination form was received within 24 hours of sending it in.

The Elections Committee is Alex Johnston, Randy McDonald, Andrew Wilkie and Shelly Lozinski. You can contact your Steward, Regional Chairperson, or the Elections Committee with any questions.

In Solidarity,

Your CUPE Local 104 Elections Committee