Union News April 2018
As we begin another incredibly busy, and at times frenetic tax filing season, we are once again reminded of the incredible volume of work that we as CRA employees do for Canadians. As the work rolls in, so to do the newly hired employees, including those who are returning and many who are brand new to the Agency. Many, if not all of these new hires will be determinate or “term” employees, and while we tell ourselves that we are all the same, the truth is that our determinate and indeterminate members are living different realities. The stress brought on by the uncertainty of precarious employment can have a detrimental effect on the mental health and wellbeing of those members who are forced to live from extension to extension. This uncertainty can make moving forward with important life decisions like purchasing a home or planning a wedding nearly impossible. This, coupled with the stress related to working in a fast-paced production-based environment, and the difficulties associated with learning a complex job can lead to serious mental health related consequences.
Job insecurity associated with precarious employment has been linked to numerous adverse health outcomes. In terms of mental health, it has been associated with psychosomatic symptoms, the lowering of self-esteem, a rise in anxiety and even minor psychiatric symptoms. It can lead to a greater perception of fatigue while performing one’s duties, contribute significantly to rising levels of job dissatisfaction, and even foster a lower level of organizational commitment. Often times, employees who are subject to precarious employment are forced to live contract to contract wondering whether they will be able to meet their financial obligations should their contracts not be renewed. This creates a workplace dynamic that pits co-workers against each other as they vie for the ever-dwindling number of positions. This type of workplace, and the stress associated with it, will invariably create an environment and culture that is nothing short of toxic.
As the Agency lauds its approach to the mental health and wellbeing of its employees, the job of holding the employer accountable for its commitments to all of our members becomes even more important. The CRA has identified a vision, strategic pillars and thirteen workplace factors that impact the psychological health of the employees within our organization. These include, but are not limited to; Organizational culture, growth and development, psychological demands, support, recognition and reward, balance, clear leadership and expectations, involvement and influence, psychological protection, civility and respect, and workload management. The advent of Service Renewal and the changes associated with it have made the need for a concrete commitment to supporting workplace mental health on the part of the Employer all the more necessary. While UTE fully supports and applauds any policy or initiative whose aim is to protect and foster the mental health of our members, we will continue to be front and center when it comes to ensuring that the Agency follows through on its commitments. Our vision of working together collaboratively with the employer when it comes to the safety and well-being of our membership will not change. We are committed to supporting our membership, and ensuring that their overall health and safety, including mental health remains a priority for the CRA.
The continually increasing demands on our members necessitate a modern, proactive and comprehensive approach to mental health support by the employer. The Union of Taxation Employees is committed to continuing to fight to ensure that our members have access to high quality, inclusive mental health support in the workplace, and to ensure that the employer’s words align with their actions.
Nate Angus-Jackman
Communications Committee