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Updates from the HRC – December 21, 2023

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In this Issue

Did You Know?

Human Resources Council (HRC)

Shared Successes in 2023: Looking Forward to a Promising 2024!

Dear valued HR community,

As we bid farewell to another year filled with both excitement and uncertainty, we want to express our gratitude for your exceptional contributions to the public service. Together, we have navigated challenges, championed diversity and inclusion, prioritized wellness, and infused humanity, integrity, and courage into the modernization of human resources.

Here’s to a rejuvenating break and a promising 2024 filled with shared successes.

New Title! Government of Canada HR Excellence Awards

New Title! Government of Canada HR Excellence Awards

In November, the HRC Executive Office initiated a collaborative process with the HR community to rename the Michelle C. Comeau HR Leadership Awards in order to remain current while representing the voices of our full and diverse HR community.

We are delighted to announce that the HR community has decisively chosen the title “HR Excellence Awards” for these prestigious awards. This carefully selected name resonates authentically with the collective spirit of excellence and unity that defines our professional network. The HR community also underlined the importance of recognizing our administrative support members that are critical to HR service delivery and program management. This is why a new award category will be added this year to recognize dedicated HR administrative support employees within our community. This new award, combined with existing awards, will not only highlight the importance of every individual’s contribution to our shared success but also pays tribute to the diverse talents and efforts that are the foundation of our community.

We are excited about this evolution and the opportunity it presents to celebrate the collective achievements and dedication of our entire HR community. We are confident that the HR Excellence Awards will continue to play a pivotal role in underscoring the essential contribution of HR in shaping the future of work and fostering an inclusive, accessible, and respectful environment that supports the growth and well-being of all government employees.

Stay tuned for the 2023 HR Excellence Awards Call for Nominations in early 2024!

HRC Newsletter – December Edition

The December edition of the HR Council Newsletter is now available! This issue is jam packed with interesting initiatives, helpful articles and upcoming events for HR professionals, including:

  • Season’s greetings from the HRC Executive Committee & office;
  • A new job-aid coming soon for HR professionals: The HR Functions Handbook;
  • December community survey results on what you’re doing this winter to banish the cold weather blues;
  • January is #MentorshipMonth (featuring useful articles and resources from the GC Mentorship community of practice);
  • Official languages: everything you’ve always wanted to know (Modernization of the Official Languages Act);
  • Spotlight on the Interdepartmental Network on Values and Ethics;

…and more!

Subscribe now to keep up to date on the latest HR Community news!

Have you joined the HRC GCXchange Page?

To join the HRC GCXchange page for the HR Community, please follow these five steps. If you encounter any issues or have questions about GCXchange, please email support-soutien@gcx-gce.gc.ca.

Once registered, you will be able to access a variety of useful tools and resources to support you in your day-to-day work as well as in your development as an HR professional, including the following:

  • HR Resources Centre: One-stop-shop platform for finding legislation, policies, contacts, best practices, trends and tools related to the human resources function. Makes day-to-day work much easier!
  • HelloHR: Online toolbox of self-directed informational and developmental resources for all members of the HR community.
  • HR Learning Lounge: Suggested learning resources aligned with the HR competencies to enable HR professionals to develop their skillsets.
  • HRC SmartShops: To access recordings of recent Smartshops and find out about upcoming ones!

If you encounter any issues or have questions about GCXchange, please email support-soutien@gcx-gce.gc.ca.

Office of the Chief Human Resources Officer (OCHRO)

Canada Life Update – Spotlight on Prior Authorization

On July 1, 2023, the Public Service Health Care Plan (PSHCP) introduced a prior authorization program. Under this program, certain prescription drugs now require approval from Canada Life before they can be reimbursed. These include biologic drugs that are administered by a medical professional in a clinical setting.

Prior authorization is a standard practice in the health care industry. Prior authorization asks you to use less expensive treatments where they are equally effective and medically appropriate. This helps reduce costs and ensure sustainability of the plan over the long term.

To determine if your new prescription will require approval under the prior authorization program:

  • log into your Canada Life PSHCP Member Services account through the “My Canada Life at Work” portal
  • consult the drug search tool available by selecting “Drugs” in the “Overview” section
  • ask your health care provider to fill out the prior authorization form if your medication is listed as requiring prior authorization

Please note that any fees your health care provider may charge for completing the form are not eligible for reimbursement.

Members prescribed a drug before July 1

A grandparenting clause is in effect for the prior authorization program for members who were on a prescription drug prior to July 1, 2023. If this applies to you, you are not required to go through the prior authorization process to continue receiving reimbursement for the same drug.

However, you may need to switch your existing biologic drug to a biosimilar drug. If you find yourself in this situation, you will be contacted directly by Canada Life.

Additional information on other changes and enhancements to your health care plan can be found here:

Canada Life continues to work on improving services to plan members. To see the latest updates on call centre and claims-processing wait times, visit the Canada Life website.

Canada Life Update – Spotlight on Pharmacy Dispensing Fees

Did you know there are caps and frequency limits on dispensing fees charged by pharmacists?

Dispensing fee caps

Public Service Health Care Plan (PSHCP) members and eligible dependants are covered for up to $8, reimbursed at 80%, for pharmacy dispensing fees. The cap does not apply to biologic or compound drugs and exceptions may apply in some provinces/territories in keeping with pharmacy regulations.

Dispensing fee caps are a common practice with employer-sponsored plans and are a way to share costs with plan members.

As dispensing fees vary between pharmacies, you may want to do a cost comparison and shop around to find out which pharmacies can save you money on prescription drug claims.

Dispensing frequency limits

The PSHCP has a frequency limit on the number of dispensing fees covered for the same drug in a calendar year. The frequency limit applies to prescription drugs that you take regularly, refill, or renew and are otherwise known as maintenance drugs.

Effective July 1, 2023, pharmacy dispensing fees are reimbursed up to a maximum of five times per year for maintenance drugs. To reduce costs and the number of times a dispensing fee is charged, members should ask their pharmacist if a 3-month supply of maintenance medications can be provided.

Exceptions will be considered (and may also apply to some provinces/territories due to pharmacy regulations) in situations such as:

  • Safety concerns with the prescribed drug (for example: controlled substances, compliance packaging or blister packs)
  • Storage limitations for the prescribed drug (for example: drugs requiring deep freeze temperatures)
  • The prescribed drug’s 3-month supply co-payment is more than $100

To request an exception, complete the Dispense Fee Frequency Limit Exception Form, available on CanadaLife.com. Your health care provider will need to fill out part of the form.

Please note that any fees your medical provider may charge for completing the form are not eligible for reimbursement.

Additional information on other changes and enhancements to your health care plan can be found here:

Canada Life Update – Public Service Health Care Plan travel and emergency assistance benefits

Effective July 1, 2023, enhancements were made to PSHCP benefits for emergency travel assistance.  

The Public Service Health Care Plan (PSHCP) travel and emergency assistance benefits Information Notice provides important information about Canada Life’s emergency travel service provider, MSH International.

Pension Contribution Rates

Please be advised that the Treasury Board of Canada Secretariat has posted the 2024 pension contribution rates. The rates are effective January 1, 2024, and apply to members of the public service pension plan, the Regular Force members of the Canadian Armed Forces –Regular Force pension plan and the Royal Canadian Mounted Police pension plan.

Reminder: Please subscribe to the compensation email notification system to receive general information on pay and the public service pension and benefit plans, such as changes to contribution rates.

Quebec Taxable Benefits: 2024 Rates

Employer contributions towards certain group insurance plans are considered a taxable benefit for employees who reside in Quebec.  

Please refer to the 2024 Rates for the Quebec Taxable Benefits notice for information on the 2024 Quebec taxable benefits calculations for the Public Service Dental Care Plan (PSDCP), and the Pensioners’ Dental Services Plan (PDSP).

Public Service Commission (PSC)

Organizational Reporting Requirements for 2023-2024

Federal organizations subject to the Public Service Employment Act (PSEA) are required to report annually to the PSC on the requirements outlined in Annex D of the Appointment Delegation and Accountability Instrument (ADAI).  A call letter will soon be sent to inform the Deputy Heads of these requirements for 2023-2024.

Staffing Support Advisors will share the template and procedures for the submission of the Annex D report with organizational contacts. The deadline to submit the report is May 1st, 2024.

Information on the previous cycle exercise will also be shared shortly.

The Indigenous Centre of Expertise-Indigenous Career Pathways 

The Indigenous Centre of Expertise continues to update its lists and add to their Indigenous Career Pathways with talent ready for employment opportunities. Check out the two lists: bridgeable graduates with various backgrounds, degrees, and experience and partially qualified Indigenous peoples. 

For full details, visit the Indigenous Career Pathways GCpedia.

Association of Professional Executives of the Public Service (APEX)

Call for Nominations – 2024 APEX Awards of Excellence

You may now submit nominations for the APEX Awards of Excellence.

Recognizing the outstanding professionalism and leadership of our executive colleagues is an excellent way to promote the core values of the federal public service.

Nominations must be submitted by February 9, 2024 via the APEX online application portal. A form is available to help you with the collection of information. Visit the APEX web site for more information on award categories and the nomination process.

If you have any questions, please contact nathaliev@apex.gc.ca.

APEX Newsletter

Please stay apprised of APEX news via their monthly Newsletter.  

Canada School of Public Service (CSPS)

New Courses

Learning Tools

Deputy Ministers’ Task Team on Values and Ethics Report

The Deputy Ministers’ Task Team on Values and Ethics Report to the Clerk of the Privy Council, is now available on the Privy Council Office’s website.

Employment Equity Act Review Task Force’s Final Report

On December 11, 2023 the Government of Canada and Professor Adelle Blackett, released the Employment Equity Act Review Task Force’s final report: A Transformative Framework to Achieve and Sustain Employment Equity.

This report presents an opportunity for reflection, for assessment and for action. In response, the Government outlined its initial commitments to modernizing the Act, which include:

  • Creating two new designated groups under the Act: Black people and 2SLGBTQI+ people
  • Replacing the term “Aboriginal Peoples” with “Indigenous Peoples,” and updating the definition to include First Nations, Métis and Inuit and to ensure it is consistent with the United Nations Declaration on the Rights of Indigenous Peoples Act,
  • Replacing the term “members of visible minorities” with “racialized people” and updating the corresponding definition; and
  • Aligning the definition of “persons with disabilities” with the Accessible Canada Act to make it more inclusive.

These are first steps. The Government will soon begin targeted consultations with affected communities and organizations representing unions and employers, on how best to effectively implement these changes, and how other Task Force recommendations could be implemented. The Government will then introduce legislation to bring the Act into the 21st century.

For additional information, please refer to the Task Force’s full report or the executive summary. The Task Force’s recommendations will shape the path forward for employment equity in Canada.

Public Service Pride Network

The Public Service Pride Network (PSPN) has just released its 2023 Annual Report, showcasing a year of dedicated efforts to advance diversity, inclusion, and equality for 2SLGBTQIA+ federal employees. Notably, 30 federal organizations have signed the report for the first time, emphasizing broad support for our shared goals.

Key highlights:

  • 5th Public Service Pride Week with over 10,000 public servants, marking the highest participation in the Network’s history.
  • Expansion of influence to provinces, territories, municipalities, and internationally.
  • Over 30 meetings with deputy ministers sparked by an open letter, focusing on initiatives to support Two-Spirit, transgender, non-binary, and gender-diverse employees.
  • Launch of the Guide for Two-Spirit, Transgender, Non-Binary, and Gender-Diverse Employees in the Federal Public Service, a collaborative effort from 47 federal organizations.
  • The establishment of two interdepartmental working groups addressing inclusive washrooms and gender marker & name changes in IT system, respectively.
  • 30+ federal organizations implementing pronoun display measures.
  • Success of the Pride Mentoring Program, doubling in size with 34 mentors and mentees.

While celebrating achievements, the report emphasizes ongoing efforts needed for 2SLGBTQIA+ inclusion; notably to continue to make efforts to advance the recommendations in the open letter and the need for consultation with the PSPN on initiatives affecting 2SLGBTQIA+ federal employees. The PSPN’s mission is rooted in trust, and with your support, they are committed to creating a workplace where every voice matters.

To that end, earlier this week, the report from the Employment Equity Act Review Task Force was released. The PSPN proudly endorses the report’s recommendation to designate Black people and 2SLGBTQIA+ people as designated groups under the Employment Equity Act. The PSPN was actively involved in the consultation process and are committed to collaborating on the effective implementation of the recommendations, contributing to a more inclusive and equitable employment landscape in the federal public service.

The 9-8-8: Suicide Crisis Helpline

On November 30, 2023, 9-8-8: Suicide Crisis Helpline, a national three-digit number for suicide prevention and emotional distress support has launched, providing people in Canada with free access to 24/7/365, bilingual, trauma-informed, and culturally appropriate suicide prevention support by phone and text. 

Together, we can raise awareness of this new service that makes it simple for people to access the help they need when they need it the most.  

GC Workplace Accessibility Passport Newsletter

Check out the December edition of the Newsletter to continue to evolve in building a barrier-free Public Service! In the December edition:

  • An interview with Tina Namiesniowski
  • Adopter’s Corner
  • News and Resources
  • About workplace Accommodation and Leadership
  • Accessibility Tips and More!

BC Federal Council December Newsletter

The December Newsletter from the BC Federal Council is now accessible! 

Past newsletters are accessible through the BC Federal Council GCXchange page and GCconnex. 

National Managers’ Community (NMC) December Newsletter

The National Managers’ Community (NMC) December Newsletter is now available!

What’s Coming Up

Registration Open! January 25, 2024 “helloHR” Speed Mentoring Event for the HR Community

Attention HR Professionals! Seize the opportunity to participate in the inaugural speed mentoring event for the HR Community!  

In celebration of Mentoring Month coming up in January, the Human Resources Council (HRC) is hosting its first helloHR Speed Mentoring Event for the HR Community!

For both emerging and experienced HR professionals, this is a great a chance to learn from leaders in your community, accelerate your professional development and expand your network. Additional information on this opportunity may be found below:

  • When? January 25, 2024
  • Who? Human resources professionals of all groups and levels are invited to participate as mentees.
  • What? Small groups of mentees will meet with one mentor at a time for short, impactful sessions in virtual breakout rooms. Mentees will engage in three rounds of speed mentoring per session to ask questions and gain valuable insights from leaders and senior professionals in the HR Community across a broad range of organizations and areas of expertise.
  • Where? To encourage and accommodate regional participation, the sessions will be held virtually.

Register now to elevate your HR journey in 2024! Please note this event is limited to the first 100 participants to register for each session.

Additional information will be shared with participants prior to the sessions. If you have any questions, please reach out to the HR Council at HRCouncil/ConseilRH@tbs-sct.gc.ca.

HRC SmartShops

Stay tuned for upcoming SmartShops!

HRC Meetings

  • January 9, 2024 – HR Council Executive Committee Meeting
  • January 16, 2024 – HR Council Meeting
  • January 24, 2024 – HR Community Engagement Hub

APEX

Stay apprised of APEX upcoming events and resources from previous events.

Canada School of Public Service (CSPS)

Upcoming Events

GC Accessibility Training and Events

The Accessibility, Accommodation and Adaptive Computer Technology (AAACT) program at Shared Services Canada is hosting several upcoming accessibility workshops. For more information on these events visit: GC Accessibility Training and Events / Formation et événements du GC sur l’accessibilité – GCpedia

HRC Meeting – December 8, 2023

Item 1: Registration and Networking

Heads of HR had the opportunity to exchange in person on various topics.

Item 2: Opening Remarks

Darlène de Gravina, Assistant Deputy Minister of Human Resource Services at Employment and Social Development Canada and Chair of the HR Council began the meeting by offering congratulations to Brad Harkness, a member of the HRC Executive Committee, for accepting the position of Head of HR at Impact Assessment Agency.

Darlène de Gravina also informed Heads of HR that the HRC is in the process of creating an inventory of former seasoned HR professionals interested in undertaking diverse short-term roles, including coaching or mentoring junior employees, overseeing special projects, and offering subject matter expertise. She encouraged them to disseminate this exciting news within their professional networks.

Darlène de Gravina wrapped up by highlighting several significant events, including the 2023 Government of Canada Workplace Charitable Campaign in December, World Human Rights Day on December 10th, the special HR Council meeting focusing on the Digital GC Workplace Accessibility Passport on December 15th and, in celebration of Mentor Month coming up in January, the HRC is hosting its first virtual speed mentoring event for the HR community on January 25th.  She also emphasized the importance for Heads of HR to share the Updates from the HR Council and the HRC Newsletters with the entire HR community and encourage their employees to subscribe to the publications.

Item 3: View from the Vantage Point of the CHRO and Associate CHRO

Jacqueline Bogden, Chief Human Resources Officer (CHRO), and Francis Trudel, Associate CHRO at the Office of the Chief Human Resources Officer (OCHRO), within Treasury Board Secretariat of Canada (TBS), outlined key priorities and areas where OCHRO will be working with Deputy Heads and their Heads of HR to drive change and improvement across the system over the next 12 to 24 months.

Jacqueline Bogden conveyed appreciation to the HR Council for their time and took a moment to reflect on her eight-month tenure. Reflecting on her experience, she developed a deep appreciation for the HRC’s pivotal role in community success—a central hub for addressing intricate issues, stress-testing innovative ideas, and fostering connections with esteemed HR professionals.

Jacqueline Bogden acknowledged the challenges faced by Deputy Ministers and Executive teams in their reliance on HR, understanding the fatigue resulting from change and demanding leadership. Embracing new challenges, such as refocusing spending exercises, she saw an opportunity to optimize limited resources for maximum impact on people management.

Conveying a commitment to ongoing collaboration with HR, Jacqueline Bogden assured that OCHRO stood as a partner, advocating for the resources HR teams needed. She outlined five priorities: Pay Administration, Hybrid Work, Equity, Diversity, Inclusion and Accessibility (EDIA), Values and Ethics, and Official Languages (OL).

After extending thanks to the HR Council, Francis Trudel proceeded to discuss the first two priorities. In addressing Pay Administration, Francis Trudel highlighted that Public Services and Procurement Canada (PSPC) spearheaded a substantial change, involving active participation from all, including OCHRO. OCHRO is committed to fully support the Pay Administration priority, for instance, by standardizing systems and processes and continuing to work with Bargaining Agents to simplify conditions of employment.

As for the prescribed presence in the workplace and the hybrid model, Francis Trudel reminded Heads of HR that the Federal Public Service selected a work model that maintained human interactions for 2 to 3 days per week or 40%-60% of weekly or monthly schedules. Efforts should now be directed toward optimizing this work model and monitoring as compliance is deemed essential to pave the way for the future.

Progressing in the realm of EDIA, Jacqueline Bogden emphasized the importance of aligning our initiatives with the diverse composition of the country we serve. Regular updates on progress are part of the Clerk’s Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service. She strongly encouraged everyone to review the recent report from the Office of the Auditor General of Canada on the significance of an inclusive workplace for racialized individuals. A notable finding is that, despite the establishment of action plans, there was a lack of monitoring. OCHRO is currently working on best practices for developing performance indicators to measure progress. Additional details are anticipated to be revealed in the coming months.

Addressing Values and Ethics, Jacqueline Bogden recognized that our world has evolved into a more dynamic and complex environment since the inception of the Values and Ethics Code for the Public Sector. The need has arisen to reassess this code, with Deputy Heads urged to spearhead discussions on the subject within their own organization. For members of the HR community, it is imperative to actively contribute to these conversations on expected behaviors in the workplace to mitigate Labour Relations issues.

Finally, Jacqueline Bogden mentioned that the implementation of the updated Official Languages Act is underway, with OCHRO actively collaborating with all stakeholders to support Deputy Heads in meeting their obligations under the revised legislation. This work signifies a collective effort to ensure compliance and effective integration of the updated provisions into our operational frameworks.

The CHRO, Associate CHRO and Heads of HR continued to exchange on the above priorities, with the agreement to continue to collaborate closely to change and improve the system across the Federal Public Service.

Item 4:  Update on Pay Equity

Marcel Page, Executive Director, Matthew Millar, Senior Director, Pay Equity, Organization and Evaluation of Work, Employee Relations and Total Compensation (ERTC), OCHRO, TBS, delivered a status update on the progress of pay equity and outlined the upcoming steps.

The implementation of the Pay Equity Act is centrally managed at Treasury Board of Canada Secretariat (TBS), with some responsibilities devolving to the departmental level. The Act aims to achieve pay equity for jobs commonly held by women, addressing gender-based discrimination in the pay practices and systems of employers. It impacts around 4,600 employers and 1.3 million employees across Canada.

TBS, as the employer, collaborates with bargaining agents and non-unionized representatives to develop two pay equity plans: one for employees in the core public administration (CPA) and another for members of the Royal Canadian Mounted Police (RCMP). Separate agencies and federal sector employers are required to create their own pay equity plans.

The process for developing a pay equity plan involves agreed-upon steps within a pay equity committee comprising representatives from the employer, bargaining agents, and non-unionized employees. These steps include identifying job classes of positions, determining gender predominance in these job classes, assessing the value of the work within each female and male predominant class, comparing compensation between female and male predominant classes with equal or comparable work value, and addressing wage gaps to ensure equitable pay for work of equal value. Currently, 4000 job classes in the Core Public Administration are under review, with departments and organizations playing a role by internally communicating and consistently entering information into the Position and Classification Information System (PCIS+), designed to collect data for institutions within the Core Public Administration.

The Pay Equity webpage was recently updated, including key milestones up to November 2023. Regular updates will continue to be added to this page.

Item 5: Student Recruitment Modernization

Ravinder Rakhra, Vice-President, Services and Business Development, and John Kehoe, Director, Recruitment Programs Modernization, from the Public Service Commission (PSC), engaged HRC members in a discussion on the PSC’s initiatives to modernize student recruitment programs, clarifying that while Treasury Board establishes these programs, the PSC administers them.

Recognizing the importance of student recruitment for Public Service (PS) renewal, it was acknowledged that current practices have fallen behind modern standards. As modernization progresses, the PSC aims to assume a more prominent leadership role in public service recruitment, offering centralized support in branding, promotion, and focused assistance to departments seeking in-demand talent.

The four key areas of focus include:

  1. Enhance User Experience​
  2. Revamp Program Design​
  3. Improve Diverse Talent Attraction
  4. Strategic and Future-Focused Approaches

For additional information, please refer to the PowerPoint presentation.

Item 6: Central agencies and Partners Updates

Office of the Chief Human Resources Officer (OCHRO)

Christopher LeBrun, Senior Director, Workplace Policies and Programs, People and Culture emphasized the enduring value of the Duty to Accommodate: A General Process for Managers available on Canada.ca. This resource serves as a valuable tool for HR Functional Specialists and Managers actively handling accommodation requests.

Focus was placed on three key considerations in addressing workplace barriers:   

  1. Focus on creating accessible workplaces by proactively identifying, preventing, and removing systemic barriers in accordance with the Accessible Canada Act.    
  2. Identify ways to reduce the administrative burden and increase the timeliness of implementing accommodation measures so that employees may participate fully. For example, Duty to Accommodate (DTA) requests are to be handled informally to the extent reasonable, such as through a conversation between a manager and an employee. Documentation such as medical notes may not be required when the barrier is clear, or the potential accommodation measure is known.      
  3. Ensure that accommodation requests related to the common hybrid work model are treated under the DTA process and procedures as per the Directive on the Duty to Accommodate and not under the process for exceptions to the Direction on prescribed presence in the workplace.  

For additional information, please consult the Duty to Accommodate: A General Process For Managers tool.

Nicolino Frate, Executive Director, Strategic Directions and Digital Solutions, Workforce Business Intelligence Services provided updates on the 2022/2023 Public Service Employee Survey (PSES) and 2023 Student Experience Survey.

  • 2022/2023 Public Service Employee Survey (PSES): Using the 2022/2023 PSES results, over 50 dashboards for communities represented within the survey were published on Canada.ca on December 7. These dashboards primarily focus on equity-seeking groups and sub-groups, executives, and official languages at the enterprise level and provide a visual snapshot of their unique workplace experiences. This year’s dashboards have been redesigned to be more interactive and user-friendly.
  • 2023 Student Experience Survey (SES): The 2023 Student Experience Survey (SES) public service results were published on Canada.ca on December 8. The survey, conducted from July 31 to September 15, 2023, garnered responses from 5,471 students across 76 departments and agencies, resulting in a response rate of 41%. A message to Deputy Heads has been issued, and plans are underway to present the SES findings to the Public Service Management Advisory Committee (PSMAC) in January 2024 and to the Human Resources Council (HRC) in February 2024.

Claudia Zovatto, Executive Director, Governance Engagement Information and Reporting at TBS, provided an update on collective bargaining. 

Item 7: Closing Remarks

Darlène de Gravina, HRC Chair and ADM, HR Services Branch, ESDC, expressed her gratitude to the Heads of HR. She also reminded them about the upcoming Special HRC session on the Digital GC Workplace Accessibility Passport scheduled for Friday, December 15, 2023. Additionally, she informed them that the subsequent HRC meeting is slated for January 16th, and it will be conducted via MSTeams. In closing, she extended warm wishes for a restful and peaceful holiday period to everyone.

HRC Planning Calendar

Please see the HRC Planning Calendar for upcoming meeting dates.

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HRCouncil/ConseilRH@tbs-sct.gc.ca

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