December 15, 2021
PSAC and UNDE are optimistic the government will make a genuine, concerted effort to right the wrongs of decades of sexual harassment, abuse and workplace harassment at the Department of National Defence and in Canada’s military following a public apology by Minister of National Defence Anita Anand December 13.
October 24, 2021
Current and former employees of the Department of National Defence (DND), staff of the Non-Public Funds, Canadian Forces (NPF), and current and former members of the Canadian Armed Forces (CAF) who were affected by sexual misconduct in the military workplace have only one month left, until November 24 to submit a claim as part of the CAF-DND sexual misconduct class action settlement. Sexual misconduct is defined as:
October 1, 2021
Current and former employees of the Department of National Defence (DND), staff of the Non-Public Funds, Canadian Forces (NPF), and current and former members of the Canadian Armed Forces (CAF) who were affected by sexual misconduct in the military workplace have until November 24 to submit a claim as part of the CAF-DND sexual misconduct class action settlement.  
August 31, 2021
We invite all PSAC members to complete this brief online survey. Information provided will be used for PSAC analysis and for our submission to the Employment Equity Act taskforce.
June 30, 2021
Two recent reports show that the severity of the toxic workplace culture within the Department of National Defence (DND) is still being misunderstood and underestimated by top officials in the department. "The Minister of Defence, and Members of Parliament who sit on the Status of Women Committee, still do not understand the impact of the toxic culture within the department on the lives of thousands of civilian DND workers,” said Union of National Defence President June Winger.  
April 30, 2021
For months, Canadians haven't been able to look at th
April 14, 2021
Harassment, in all its forms has no place in YOUR workplace or OUR union. At PSAC we know that every member is entitled to be free from both discrimination and harassment. Unlike conflict, harassment is one sided, with an imbalance of power or strength. Harassment is often founded in discrimination and can be based on age, sex, colour, national or ethnic origin, race, religion, marital status, family status, criminal record, disability, sexual orientation, gender identity or expression, language, social and economic class or political belief.
February 11, 2021
Violence and harassment are too often present in workplaces. We must tackle this social problem in order to find concrete solutions for workers. That is why the Canadian Labour Congress is working with the University of Toronto and the Centre for Research & Education on Violence Against Women & Children (CREVAWC) at Western University to launch a national study on workers’ experiences with sexual violence and harassment in the workplace.
December 2, 2020
As of January 1, 2021, the new Workplace Harassment and Violence Prevention Regulations will come into force for all workers in the federal sector. These new regulations will help better prevent and actively address harassment and violence in the workplace.  The regulations outline the essential elements of a workplace harassment and violence prevention policy, as well as the procedures that must be in place to respond to incidents of harassment and violence when they do occur. This includes:
March 5, 2019
In an unprecedented decision, the Labour Board ordered the CRA to pay the maximum compensation to its employee who suffered sexual harassment in the workplace.