Equity Statement Update
"I have received numerous stories and testimonials from members who reported experiencing harassing or discriminatory messages and behaviours from union representatives. This includes accounts from members who were deeply traumatized by discriminatory or harassing rhetoric directed at those who did not comply with the Vaccination Mandate. Some members described language that equated their fight for fundamental constitutional rights to "alcoholics refusing treatment." Such rhetoric intensified their distress, leading some to experience severe emotional trauma, including suicidal thoughts" (Dmitry, from communication with PIPSC Legal Dept)
"This issue—discrimination and harassment targeting individuals who exercise different religious or health practices than those of union staff and executives—is extremely serious. It cannot be brushed aside or deprioritized." (Dmitry, from communication with PIPSC Legal Dept)
This page documents my efforts to address theis discriminatory or harassing rhetoric at those who challenged the Vaccination Mandate.
Objective:
Expand the Union’s Equity Statement to include additional grounds of harassment and discrimination, such as differences in medical and health choices and spiritual or non-religious practices.
Electoral Priority: 1 and 3
Status: In Process | Awaiting for Legal response
Outcomes:
Post-AGM follow-up with Legal (JAN 2025) - awaiting for response
Resolution submitted for the 2024 PIPSC AGM (P-22) - referred to BoD (NOV 2024)
Draft submitted to Legal for review (JUL 2024)
Presented to NCR Executives (JUN 2024)
Risk/Progress: Yellow (Moderate risk, ongoing progress).
See also:
Evidence of harassing messages and discriminatory actions from the Union towards members defending their fundamental human rights of bodily autonomy, religious choice, informed concerned, medical information privacy (COMING)
Evidence of hate campaign in Gov't and Main Stream Media messaging
Below are my communications with PIPSC Legal department, which I was referred to by my NCR executives colleagues to address the issue.
Last updated: JAN 2025.
From: Dmitry O. Gorodnichy
Date: Mon, Jan 6, 2025 at 1:31 PM
Subject: Follow up questions - Re: Request to updated PIPSC Equity Statement - Invitation: Tania, Marie-Hélène & TODAY Dmitry Gorodnichy
To: Tania Lafreniere, Marie-Hélène Tougas
Bonjour Tania and Marie-Hélène,
Happy New Year to you and your families!
I hope this message finds you well. I wanted to follow up on our important communication from last year, which unfortunately we did not have the opportunity to conclude. For convenience, I am re-pasting my questions from that earlier exchange here:
What is the general logistical procedure for proposing changes to the Union's Equity Statement?
Is there a specific task force or team assigned to this matter? If so, who leads it, so I can ensure I’m engaging with the appropriate people and following the correct process?
As you may be aware, to bring attention to this issue, I authored a resolution for the 2024 AGM (P-22), which has been now referred to the Board of Directors. However, I noted that the Legal comment associated with this resolution recommended it be ruled out of order, stating:
"PIPSC equity statement in adherence with legal requirement. As a non-profit organization incorporated under the Canada Not-for-profit Corporations Act, PIPSC is required to comply with existing legislation regarding discrimination. The Institute does not have the discretionary power to alter the legal definition of discrimination or add grounds of discrimination that are not recognized by law. Any attempt to do so would contravene the organization's legal obligations and would therefore be invalid. PIPSC must adhere to the grounds of discrimination defined by applicable legislation and cannot unilaterally adopt new ones through an internal resolution."
While I understand this perspective, it does not resolve the core issue, nor does it address the concerns raised. This is why I’m reaching out directly to ensure the matter is properly addressed, and that a clear path forward is identified.
Since our conversation in the summer, I have received numerous additional stories and testimonials from members who reported experiencing harassing or discriminatory messages and behaviours from union representatives. This includes accounts from members who were deeply traumatized by discriminatory or harassing rhetoric directed at those who did not comply with the Vaccination Mandate. For example, some members described language that equated their fight for fundamental constitutional rights to "alcoholics refusing treatment." Such rhetoric intensified their distress, leading some to experience severe emotional trauma, including suicidal thoughts.
This issue—discrimination and harassment targeting individuals who exercise different religious or health practices than those of union staff and executives—is extremely serious. It cannot be brushed aside or deprioritized.
I am therefore bringing this matter back to your attention to ensure it is properly addressed and prioritized in this new year.
Thank you, and I look forward to hearing from you.
Please note that I am communicating with you in my capacity as a regular member and 2024 VP (PT) candidate, not as an NCR executive.
Please also note that this message, and your response to it, will be shared with the members whose concerns I am vocalizing here.
Best regards,
Dmitry Gorodnichy