Deal reached for PSAC-UTE members

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Deal reached for PSAC-UTE members

In a victory for members at the Canada Revenue Agency (CRA) who have gone above and beyond to support Canadians during this pandemic, PSAC-UTE has reached a tentative agreement that provides fair wages, no concessions and improved working conditions.

In addition to these successful talks, PSAC-UTE members will also be awarded a Phoenix damages settlement to compensate members for the pain and suffering caused by the broken pay system. Please see the UTE website for more on the Phoenix settlement signed with the CRA.

Wage settlement

The PSAC-UTE bargaining team successfully secured fair wage increases and wage adjustment averaging at 2.07% per year.

Total economic increases with full retroactivity:

2016

2017

2018

2019

2020

1.75%

2.25%

2.80%

2.20%

1.35%

Economic increase breakdown

PSAC-UTE members will receive the following wage increases:

2016

2017

2018

2019

2020

1.25%

1.25%

2.80%

2.20%

1.35%

In addition to those wage increases, the following wage adjustments were also obtained:

2016

2017

0.50%

1.00%

Lump sum payments

  • A one-time lump sum payment of $400 to each employee in the bargaining unit on the date of signing of the collective agreement
  • A one-time payment of $500 in recognition of the extended collective agreement implementation deadline and an additional $50 for every subsequent 90-day delay

Term employees to become permanent after 3 years

In tandem with our settlement at the bargaining table, the CRA has agreed with UTE to modify its term roll-over policy. Term employees will no longer have to wait 5 years for permanency. Term employees shall now be made permanent after 3 years of employment with the CRA. Further details will follow soon.

Other improvements

  • New scheduling appendix for call centre employees: The CRA must now solicit volunteers for evening work during tax season and distribute such hours to volunteers on an equitable basis
  • New article for call-centre employees: For the first time, the collective agreement establishes minimum standards of work for our members who work in call centres. This breakthrough provides five consecutive minutes off the phone per hour for these employees. In addition, the employer has agreed that call monitoring is to be used for guidance and feedback while a new joint union-management committee is to be established to ensure that fair and transparent guidelines are put in place with respect to call monitoring in CRA call centres
  • New paid domestic violence leave of 10 days
  • Inclusion of step-brother, step-sister, daughter-in-law and son-in-law in the definition of family
  • Better language on return to work following a maternity or parental leave, giving more flexibility to parents who wish to change positions within the federal public service
  • Improvements to parental leave pay
    • Updated language to match the new legislation including a new extended leave option and the sharing of parental leave
    • Expanded supplementary allowance for every week an employee is on extended or shared parental leave
    • Additional weeks for parents covered under the Quebec Parental Insurance Plan, when both parents work in the public service
    • Update of language to account for new legislation reducing the waiting period for employment insurance to one week from two weeks
  • Updated and improved language to match new legislation on compassionate care and caregiving leave
  • Better language to allow the use of employer facilities for union activities, plus a written commitment from the CRA to continue discussions with the union on the issue of union access to the workplace
  • Changes to workforce adjustment what represent the most significant improvements since it was first signed as an appendix in the collective agreement:
    • Reduction involuntary layoffs by allowing volunteers to come forward to leave the public service during times of workforce adjustment
    • Improvements to the alternation process
    • More union involvement, ensuring employees have the right to union representation during a WFA
    • Improvements to the monetary provisions, including the education allowance, the counselling allowance, and the transition support measure
  • Increased flexibility for employees to submit vacation leave requests: The employer must now respond to employee vacation leave requests within fifteen days
  • Increase in maternity related reassignment or leave qualification from 24 to 78 weeks following the birth of a child
  • Broadening of the definition of family with the addition of a person who stands in place of a relative for:
    • Leave without pay for the care of the family
    • Bereavement leave
    • Leave with pay for family-related responsibilities
  • There is no longer a cap of 7.5 hours for the employee to use family-related responsibilities leave to attend school functions
  • Bereavement leave was formerly for seven consecutive calendar days. Now an employee can split it into two periods so that they can access some days at the time of death and other days at a later period (but within 12 months) for the purpose of attending a memorial or ceremony
  • Ability to take a leave without pay for personal needs twice instead of once during the employee’s total period of employment in the public service
  • Expansion of travelling time eligible for overtime pay from twelve to fifteen hours
  • An increase in meal allowance for overtime from $10 to $12
  • A new leave provision for members elected to union leadership
  • Expansion of leave with pay for employees involved in staffing processes
  • Union member participation in collective bargaining and certain Labour Board proceedings no longer subject to operational requirements
  • Expansion of bargaining unit information to be provided to union on a quarterly basis
  • Extension of previous incentives for SP-04, SP-05 and SP-06 working at the Compensation Client Service Centres and performing duties that are directly linked to pay operations and transactions at the Agency (the MOU outside the collective agreement is extended to September 1, 2020 including one-time $4,000 incentive payment upon hiring and double overtime)

Full text and next steps

We will share the final text and full details of the tentative agreement as soon as it becomes available. Shortly thereafter, PSAC-UTE members will be invited to participate in online ratification votes. Details about the votes will be shared as soon as possible.

Our bargaining team unanimously recommends the ratification of the tentative agreement.

To ensure that you receive all updates and can participate in the ratification process, please ensure that you have either updated your contact information on PSAC’s member portal, or that you create an account if you have not done so already.

Webinar: An Introduction to Antiracism for White Folks

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WEBINAR: AN INTRODUCTION TO ANTIRACISM FOR WHITE FOLKS

July 14, 2020

Good morning Sisters and Brothers,

The PSAC has developed a webinar entitled “An Introduction to Antiracism for White Folks”. This webinar is aimed at all white PSAC members, but anyone who wishes to attend is welcome! 

I think this is a great initiative and I strongly encourage you to register for this webinar.

There will be sessions in English on Monday, July 20 and in French on Tuesday, July 21.

For more information, please see the PSAC’s message below.

Thank you.

In Solidarity,

Marc Brière's signature

Marc Brière
UTE National President


PSAC National Education Webinar

An Introduction to Antiracism for White Folks

A conversation between Paige Galette and Nora Loreto

Scholar and activist Angela Y. Davis has said that in a racist society, it is not enough to be non-racist. We must be antiracist.

Join activists Paige Galette and Nora Loreto for a conversation in which they address the following questions:

  • What is the difference between non-racism and anti-racism?
  • What is white people’s role in the fight against racism?

There will also be time for questions.

English: Monday, July 20 at 4PM PST / 7PM EST / 8PM ADT.

French : Tuesday, July 21 at 4PM PST / 7PM EST / 8PM ADT.

This webinar is aimed at white members but is open to anyone who’s interested in attending!

Members of other unions and those interested in the subject are also welcome to attend.

Register here: https://attendee.gotowebinar.com/register/768130226381058574

If you’d prefer to participate in the FRENCH VERSION of this webinar go to: https://attendee.gotowebinar.com/register/4427085021296553996

About the featured speakers

Haitian, activist and feminist, Paige Galette is passionately involved in political movements fighting for social justice; the labour movement, Women’s movement, Queer movement and the Black liberation. Paige’s essay “From Cheechako to Sourdough: Reflections on Northern Living and Surviving, While Being Black” is featured in the book Until We Are Free: Reflections on Black Lives Matter in Canada (Rodney Diverlus, Sandy Hudson, Syrus Marcus Ware).

Nora Loreto is the editor of the Canadian Association of Labour Media. She is a writer and activist based in Quebec City and co-hosts the podcast Sandy and Nora Talk Politics with Sandy Hudson.


 

Bargaining with CRA will resume next week/ Les négociations avec l’ARC reprendront la semaine prochaine

Bargaining with CRA will resume next week

Contract negotiations for nearly 30,000 PSAC-UTE members at the Canada Revenue Agency (CRA) have been briefly delayed but are set to resume on Tuesday July 14th.

Please be sure to go to ute-sei.org and psacunion.ca to subscribe for regular email updates.

 

Les négociations avec l’ARC reprendront la semaine prochaine

Les négociations contractuelles pour près de 30 000 membres de l’AFPC-SEI à l’Agence du revenu du Canada (ARC) ont été brièvement retardées mais doivent reprendre mardi le 14 juillet.

Pour ne rien manquer, rendez-vous à ute-sei.org et à syndicatafpc.ca et abonnez-vous à notre liste de diffusion.

PSAC secures improved Phoenix damages settlement

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PSAC secures improved Phoenix damages settlement

PSAC has reached an equitable settlement for 140,000 federal public service workers for compensation due to Phoenix damages.

When PSAC rejected the government’s meagre Phoenix settlement offer last year, it was for two important reasons: five days of cashable leave was far too little to compensate for the enormous damage caused by the faulty pay system; and it was not an equitable solution for everyone as it rewarded the highest earners and punished those with lower wages when cashed out.

PSAC is pleased to have negotiated a new Phoenix damages agreement which replaces five days of leave with a $2,500 lump sum payment to be distributed to all of our eligible members who have been directly or indirectly impacted by the Phoenix pay system. This new agreement is a substantial improvement from the one negotiated by other federal bargaining agents.

This new agreement will help make our members whole for over four years of hardships caused by the Phoenix pay system. The agreement has three main elements:

  1. General damages compensation for all (i.e.: the $2,500 lump sum);

  1. An improvement to the current claims process for out-of-pocket expenses and financial losses;

  1. Compensation for severe impacts and other demonstrable cases.

1. General damages compensation

This part of the agreement covers general damages for all our members employed by the federal public service between 2016 to 2020. It includes compensation for the late implementation of collective agreements during those years due to the Phoenix pay system. Entitlement to compensation is as follows:

2016/2017

$1,000

2017/2018

$500

2018/2019

$500

2019/2020

$500

All PSAC members of the federal government paid by the Phoenix pay system are eligible to receive this financial compensation. A member is eligible for the designated amount as long as they were employed on an indeterminate basis, or were a term for more than 3 months, and worked one full day during the fiscal year of the claim.

Former federal government employees, or their estates, will also be eligible to file a claim requesting their full Phoenix settlement amount.

We believe that this compensation for pain and suffering should be tax free. However, we will have to await a formal ruling from the Canada Revenue Agency.

2. Claims process for expenses and financial losses

Members who have already submitted claims for out-of-pocket expenses and financial losses due to Phoenix should continue with the claims process. The government will continue to process these claims as they are received.

3. Damages for severe impacts and other demonstrable cases

PSAC members who have suffered severe losses due to the Phoenix pay system, such as major financial losses (cars, homes, investments etc.), and longer-term impacts like ruined credit ratings, will be entitled to claim damages.

A member who has incurred a loss that exceeds $1,500 in value can make a claim for major financial hardship or mental anguish caused by the Phoenix pay system that includes, but is not limited to:

  • accumulated interest on outstanding amounts for loans, mortgages, credit card or other debts due to delayed severance or pension payments, or missing pay;

  • use of sick leave or other paid or unpaid leave for illness (the $1,500 threshold does not apply in this case);

  • loss of security clearance due to bankruptcy or credit rating;

  • forced resignation from the public service because of financial hardship;

  • mental anguish and trauma that interfered with their ability to lead a normal life, whether solely or in part by the Phoenix pay system;

  • financial losses from cashing-in public investments or RRSPs due to unpaid earnings.

The government is in the process of setting up a new claims office for damages for severe impacts and other demonstrable cases following the signing of this agreement.

Please note that this agreement only covers damages up until December 2020. PSAC reserves the right to pursue damages for future years of hardships.

What about Phoenix-related grievances?

PSAC’s Phoenix settlement agreement covers overall damages, therefore all grievances related to general damages or late implementation of collective agreements will be considered resolved. However, grievances that were filled prior to this agreement that involved catastrophic loss and other hardships that were either denied or fall outside of this agreement will continue to be pursued by your union.

If a member files a Phoenix claim for damages for severe impacts and other demonstrable cases and is denied in whole or in part, they may grieve the denied portion. All grievances filed before and after this agreement will be subject to the remedies outlined in the settlement.

Full text and additional details

When the full text and details of the agreement are ready for distribution, PSAC will make them available to all members. We will also provide additional information regarding expected timelines and other considerations as soon as possible.

PSAC-UTE BARGAINING WITH CRA TO BEGIN ONCE ONGOING TREASURY BOARD TALKS CONCLUDE

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PSAC-UTE BARGAINING WITH CRA TO BEGIN
ONCE ONGOING TREASURY BOARD TALKS CONCLUDE

July 8, 2020

Contract negotiations for nearly 30,000 PSAC-UTE members at the Canada Revenue Agency were scheduled to resume July 7 but have now been briefly delayed while talks for the Program & Administrative (PA Group) under Treasury Board continue.

PA Group contract negotiations for over 70,000 PSAC members have been underway since June 23 and have taken longer than expected. The new negotiation session between our PSAC-UTE bargaining team and the CRA will begin as soon as the PA negotiation session concludes. 

We will notify all PSAC-UTE members once their bargaining teams are back at the table this week.

Please be sure to go to ute-sei.org and psacunion.ca to subscribe for regular email updates.
 

PSAC-UTE RETURN TO THE BARGAINING TABLE WITH CANADA REVENUE AGENCY

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PSAC-UTE RETURN TO THE BARGAINING TABLE WITH CANADA REVENUE AGENCY

Negotiations are set to resume for nearly 30,000 PSAC-UTE members who have been without a contract for almost four years. Canada Revenue Agency has agreed to return to the bargaining table the week of July 6 in the wake of ongoing pressure from our members.

PSAC-UTE members have played a pivotal role during the pandemic, going above and beyond to provide emergency financial assistance to millions of Canadians during peak tax season. Members have been working day and night from their homes—often while also juggling family obligations—to provide support on an historic scale.

At the end of April, a Public Interest Commission (PIC) released recommendations for a settlement for PSAC-UTE members. The Commission sided with several union proposals, including:

  • Addressing the wage disparity with our co-workers in the Audit, Financial and Scientific (AFS) group; management cannot simply offer us the wage pattern achieved by the PA group under Treasury Board for the 2016-18 period.
  • Recognizing that management may have to move on “one or more of the issues” related to working conditions in call centres raised by the union in order to reach a settlement.
  • Adopting improved definitions of “family” and “travelling time”.
  • Acknowledging there is no valid reason for management to oppose seniority recognition for scheduling evening and weekend work.
  • Reimbursing medical certificates that management requests from employees.
  • Allowing union officials access to CRA facilities without unreasonable denials from the employer.

Our bargaining team also remains committed to our proposal to allow term employees the opportunity to gain indeterminate status rather than spending years on short-term contracts.

Since the PIC report, thousands of PSAC-UTE members have called and emailed Treasury Board President Jean-Yves Duclos and Minister of National Revenue Diane Lebouthillier to pressure the employer back to the bargaining table.

The Agency must now be prepared to return to the table ready to address the key concerns as per the Public Interest Commission’s recommendations.

For regular updates, visit ute-sei.org and psacunion.ca/canada-revenue-agency and subscribe for regular email updates. Should you have any questions, please contact your UTE Local President.


Employers and unions must address systemic racism

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Employers and unions must address systemic racism

June 5, 2020

This week, a PSAC member was terminated after sharing a racist video that mocked the murder of George Floyd.  

We were appalled at the creation and distribution of such disturbing and offensive content. It is particularly troubling when we consider that one of the people involved, worked for a major federal institution. 

It demonstrates just how pervasive and systemic the problem of racism is.  No institution is immune. Unions, small business, large companies, public employers – we all have a great deal of work to do in order to eradicate racism.  

At this critical moment, we call on all PSAC employers to work with us to create the genuine change that can address systemic racism. We have a diverse membership across the country, and they all deserve to be part of a union and workplace that not only rejects racism, but actively works to dismantle the structures and behaviour that sustain it.

Individuals must always be held accountable for their actions; however this is not a problem to be pinned on a single person or a few “bad apples”. We are long past the point of thinking we can make things better by simply reacting to individual acts.

Unions and employers have the ability to address systemic racism together, and PSAC is committed to being an active partner in this important work.

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5 juin 2020

Cette semaine, un membre de l’AFPC a été licencié après avoir partagé une vidéo raciste moquant le meurtre de George Floyd.

Nous avons été consternés par la création et la diffusion de matériel aussi dérangeant et offensant. C’est particulièrement troublant quand on sait que l’une des personnes impliquées travaillait pour une grande agence fédérale.

Voilà qui montre à quel point le racisme est un problème omniprésent et systémique. Aucune organisation n’est à l’abri. Syndicats, petites entreprises, grandes sociétés, administrations publiques… nous avons tous beaucoup à faire pour éradiquer le racisme.

En ce moment critique, nous demandons à tous les employeurs des membres de l’AFPC de travailler avec nous pour opérer le véritable changement qui permettra de combattre le racisme systémique. Nos membres d’un bout à l’autre du pays, d’origines diverses, méritent tous un syndicat et un milieu de travail qui non seulement rejettent le racisme, mais travaillent activement à démanteler les structures et les comportements qui le perpétuent.

Évidemment, chaque individu doit être tenu responsable de ses actes, mais le racisme n’est pas le problème d’une seule personne ou de quelques « pommes pourries ». L’époque où nous pensions améliorer les choses en réagissant à des actes isolés est révolue.

Les syndicats et les employeurs ont les moyens de s’attaquer ensemble au racisme systémique, et l’AFPC s’engage à y travailler activement.

Little progress one year after report on Missing and Murdered Indigenous Women and Girls

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Little progress one year after report on Missing and Murdered Indigenous Women and Girls/ Rapport de l’Enquête nationale sur les femmes et les filles autochtones disparues et assassinées : peu de progrès un an plus tard

June 4, 2020

More than a year has passed since the final report of the National Inquiry into Missing and Murdered Indigenous Women and Girls. Many are frustrated by the government’s inaction, even though Prime Minister Justin Trudeau said on the anniversary that ending this national tragedy is an urgent priority for his government.

“How can an urgent priority translate into a year of inaction?’ said PSAC National Executive Vice-President Magali Picard. “This is simply a continuation of the federal government’s indifference to the plight of Indigenous women and girls, and a contradiction of their supposed commitment to reconciliation.”

PSAC fully supports the statement issued by the commissioners of the public inquiry, and calls on the federal government to follow through on their commitments to Indigenous peoples and communities.

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4 juin 2020

Plus d’un an s’est écoulé depuis la publication du rapport final de l’Enquête nationale sur les femmes et les filles autochtones disparues et assassinées. Beaucoup sont frustrés de l’inaction du gouvernement dans ce dossier. Le premier ministre Justin Trudeau a pourtant déclaré à l’occasion de ce premier anniversaire que de mettre fin à cette tragédie nationale était une priorité urgente pour son gouvernement.

« Comment expliquer qu’une priorité urgente se traduise par une année d’inaction? », a déclaré la vice-présidente exécutive nationale de l’AFPC, Magali Picard. « L’indifférence du gouvernement fédéral à l’égard du sort des femmes et des filles autochtones ne fait que se répéter et contredit son prétendu engagement envers la réconciliation. »

L’AFPC appuie sans réserve la déclaration des commissaires responsables de l’enquête publique et demande au gouvernement de respecter ses engagements envers les peuples et les communautés autochtones.

Anti-Black Racism: It’s Everyone’s Right/Le racisme anti-noir : notre combat à tous

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Anti-Black Racism: It’s Everyone’s Right/ Le racisme anti-noir : notre combat à tous

June 2, 2020

“Injustice Anywhere is a Threat to Justice Everywhere”
– Martin Luther King Jr.

Once again a spotlight has been put on systemic anti-Black racism in the justice system – one that has oppressed Black, racialized, and Indigenous people for centuries. Most recently, in the United States, Ahmaud Arbery a Black man who was simply jogging was shot to death, and George Floyd a Black man buying groceries, was killed by police officers. Breonna Taylor, a Black woman, was shot in her home in the middle of the night.

In other cases, white people threatened to call the police on Black people for simply participating in every day activities such as: bird-watching, working out in a gym, driving through a neighborhood, etc. These are activities white people do without fear every day and yet, for Black citizens, no activity can be accepted as “safe” when society is rife with systemic racism and those entrusted to protect all citizens repeatedly murder unarmed Black civilians.

Only after videos were released and protests erupted across the country were charges brought against police officers in two cases involving the killing of unarmed Black men. Not enough is being done. Anyone who uses unnecessary violence and force, whether resulting in death or harm must be held accountable – especially police officers and white supremacists. Rarely in the past have they been charged let alone convicted.

There are those who feel that this is an American issue. It is a Canadian issue too.  Black people across Canada have been, and continue to be, racially profiled through carding and other forms of racially biased surveillance. A 2018 interim report from the Ontario Human Rights Commission found that Black people are grossly over-represented in police violence in Ontario. Although the Black population was about 8.8% in Ontario in 2016, use-of-force cases involving Black people was 30%. During the period 2013-2017, deadly police encounters with Black people were 60% and fatal shootings were 70%. Most recently, it was alleged that police were involved in the death of Regis Korchinski-Paquet, an Indigenous-Black woman who fell to her death from the 24th floor balcony of an apartment in Toronto.

Black people must be able to walk, jog, shop, play, work, sleep and engage in everyday activities without fearing for their lives. Black lives matter. Black parents should not have to talk and prepare their children about violence and hatred directed towards them as a result of the colour of their skin, including the possibility of being killed by those who were meant to protect them. Black lives matter.

PSAC stands in solidarity with the Black community and demands justice both in the United States and in Canada. The impact of systemic racism must be recognized.  The pain, and the impact of the repeated killing of Black and racialized people, and the continuous images of violence against Black and racialized people in the media and social media platforms must be recognized. Black Lives Matter.

PSAC demands that racial profiling and the unnecessary violence used against Black people be stopped immediately. Before justice can be served, a complete overhaul of the criminal justice system and other systems that support the oppression of Black, racialized and Indigenous People must be undertaken as a first step to eliminate the deep-rooted systemic racism and unconscious bias against Black, racialized and Indigenous people.

Silence as white or non-racialized people is complicity with white supremacy and with continuing acts of systemic anti-Black violence. What actions can we take collectively against anti-Black violence and oppression?  How can we best support the Black community?  We must challenge our systems and institutions.  We must speak up in the face of injustice, racial violence and white supremacy. We must challenge our unconscious biases. We must be part of the solution.

“If you stay neutral in situations of injustice, you have chosen the side of the oppressor”
– Desmond Tutu

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2 juin 2020

Une injustice commise quelque part est une menace pour la justice dans le monde entier
— Martin Luther King Jr.

Une fois de plus, les projecteurs sont braqués sur le racisme systémique dans le monde judiciaire —un racisme qui opprime les Noirs, les personnes racialisées et les Autochtones depuis des siècles. Récemment, aux États-Unis, Ahmaud Arbery, un Noir qui faisait son jogging, a été tué par balle et George Floyd, un Noir qui faisait ses courses, a été abattu par des policiers. Breonna Taylor, une femme noire, a été abattue chez elle au milieu de la nuit.

Dans d’autres cas, des Blancs ont menacé des Noirs d’appeler la police alors que ces derniers ne faisaient qu’observer les oiseaux, s’entraîner au gymnase, conduire dans un quartier — des activités banales que les Blancs exercent sans crainte tous les jours. Pour les citoyens noirs, aucune activité n’est considérée comme « sûre » dans un monde où le racisme est généralisé et les personnes chargées de protéger la population abattent régulièrement des civils noirs non armés.

Ce n’est qu’après la diffusion de vidéos et l’éclatement de manifestations à la grandeur des États-Unis que des accusations ont été portées contre des policiers dans deux affaires de meurtre d’hommes noirs non armés. Ce n’est pas assez. Quiconque fait usage d’une violence et d’une force inutiles causant la mort ou des dommages doit être tenu responsable de ses actes, particulièrement les agents de police et les suprémacistes blancs. Malheureusement, rares sont ceux qui ont été inculpés et encore moins condamnés dans le passé.

D’aucuns croient que le racisme anti-noir est un phénomène américain. Qu’ils se détrompent. C’est aussi un problème canadien. Les Noirs de tout le pays continuent d’être victimes de surveillance et de profilage racial. Un rapport intérimaire de la Commission des droits de la personne de l’Ontario datant de 2018 a révélé que les Noirs sont beaucoup plus souvent victimes de violence policière que les autres Ontariens. Bien que les Noirs ne représentaient qu’environ 8,8 % de la population ontarienne en 2016, le taux de recours à la force à leur endroit se situait à 30 %. Entre 2013 et 2017, le nombre de rencontres mortelles entre policiers et Noirs s’élevait à 60 % et le nombre de fusillades mortelles, à 70 %. Plus récemment, les policiers auraient été impliqués dans la mort de Regis Korchinski-Paquet, une Autocthone noire tombée du 24e étage d’un appartement à Toronto.

Les Noirs devraient pouvoir marcher, faire du jogging, magasiner, jouer, travailler, dormir et s’adonner à des activités quotidiennes sans craindre pour leur vie. La vie des Noirs compte. Les parents noirs ne devraient pas avoir à préparer leurs enfants à la violence et à la haine dont ils feront l’objet en raison de la couleur de leur peau, y compris la possibilité d’être tués par les personnes mêmes qui sont censées les protéger. La vie des Noirs compte.

L’AFPC est solidaire de la communauté noire et réclame la justice ici comme aux États-Unis. Il faut reconnaître l’incidence du racisme systémique. Il faut reconnaître la douleur et l’impact des meurtres à répétition, ainsi que les images de violence continuelle contre les personnes noires et racialisées dans les médias et les médias sociaux. La vie des Noirs compte.

L’AFPC plaide pour que le profilage racial et la violence gratuite à l’égard des personnes noires cessent immédiatement. Mais avant que justice ne soit rendue, il faut revoir complètement le système de justice pénale et tous les autres systèmes qui soutiennent l’oppression des personnes noires, racialisées et autochtones. C’est la toute première étape pour éliminer le racisme profondément enraciné et les préjugés inconscients contre ces personnes.

Le silence des personnes blanches ou non racialisées est synonyme de complicité avec le suprémacisme blanc et la violence systémique contre les Noirs. Comment pouvons-nous agir collectivement contre cette violence et cette oppression? Quel est le meilleur moyen de soutenir la communauté noire? Nous devons remettre en question nos systèmes et nos institutions. Nous devons dénoncer l’injustice, la violence raciale et la suprématie blanche. Nous devons débusquer nos préjugés inconscients. Nous devons faire partie de la solution.

Rester neutre face à l’injustice, c’est choisir le camp de l’oppresseur
— Desmond Tutu