Ledoux’s vision for the Federation is rooted in fairness, equality, democracy, and respect for every worker. His platform emphasized stronger employment standards, reforms to the Yukon Public Service Act, improved protections under the Workers’ Compensation Act, and greater support for immigrant and ethnically diverse workers.

“The Yukon runs on workers. Our Federation must reflect that strength by building a fairer, more united movement. I am honoured to serve as President and to continue the fight for transparency, accountability, and respect for every worker in this territory,” said Ledoux.

Newly Elected Board Members and Trustees

Alongside President Ledoux, the Yukon Federation of Labour is pleased to announce the elected officers and Trustees who will guide the Federation in the coming term:

• 1^st Vice President: Winnie Hoe, member of Public Service Alliance of Canada (PSAC)
• 2^nd Vice President: Mac Clohan, member of Canadian Union of Postal Workers (CUPW)
• Treasurer: Daniel Bader, member of Public Service Alliance of Canada (PSAC)
• Trustees: Sherry Masters, Erik Miller, Beverly Gunn (members of PSAC and USW)
• Youth Representative on Council: Tiara Topps, member of PSAC

This leadership team reflects the diversity and strength of Yukon’s labour movement, committed to advancing protections, amplifying worker voices, and ensuring democratic participation across the territory.  The position of Secretary is still vacant and open for nominations from affiliate locals.  

About the Yukon Federation of Labour

The Yukon Federation of Labour represents thousands of workers across the territory, advocating for fairness, equality, and safe workplaces. As the voice of Yukon’s labour movement, the Federation works to strengthen democratic participation, protect worker rights, and build solidarity across communities.

For more information, please contact:

Everett Ledoux

President, Yukon Federation of Labour

yfl@yukonfed.com

867-456-8250

The post Yukon Federation of Labour Announces New Leadership Team appeared first on Yukon Federation of Labour.

“Wildland firefighters put their lives on the line every season, facing toxic smoke, extreme conditions, and long-term health risks. Presumptive coverage is not a privilege—it is a necessity,” said Ever Ledoux, newly elected President of the Yukon Federation of Labour. “We applaud the Premier’s words, but now we need action. Every day without coverage is another day these workers remain vulnerable.”

Background

• Presumptive cancer coverage ensures that firefighters diagnosed with certain cancers are automatically recognized as having developed the illness due to occupational exposure, streamlining access to compensation and support.
• Municipal firefighters in Yukon already benefit from this protection, but wildland firefighters have been excluded, despite facing equal or greater risks.
• During the recent election, YFL and the Yukon Employees’ Union (YEU) raised this issue as a priority, alongside broader commitments to worker safety, healthcare access, and accountability in compensation systems.

YFL’s Call to Action

The Yukon Federation of Labour urges the Government of Yukon to:

• Set a clear timeline for implementing presumptive cancer coverage for wildland firefighters.
• Engage directly with unions and frontline workers to ensure the list of covered cancers reflects national and international best practices.
• Guarantee parity between municipal and wildland firefighters in occupational protections.
• Strengthen accountability at the Workers’ Safety and Compensation Board to ensure claims are processed fairly and quickly.

“Firefighters should not have to wait for political processes to catch up with the reality of their work,” added Ledoux. “The government has made the promise—now it must deliver.”

Next Steps

The Yukon Federation of Labour has requested a meeting with the Premier in the new year to discuss the implementation of presumptive coverage and other urgent worker protection issues.

For more information, please contact:

Everett Ledoux

President, Yukon Federation of Labour

yfl@yukonfed.com

867-456-8250

The post Yukon Federation of Labour Calls for Urgent Action on Presumptive Cancer Coverage for Wildland Firefighters appeared first on Yukon Federation of Labour.

To read about their plans to tackle big issues like housing, healthcare, environment and economics, you can see their full response side-by-side in the latest issue of What’sUpYukon Magazine or click the links below to see the official responses from the Liberal Party, the Yukon Party and the Yukon NDP.

We want to remind everyone to think about #yukonworkers and the jobs you want to see for future Yukoners when you head to the polls. Advance polls are already open, and voting day is Monday, November 3rd. Look up where to vote at electionsyukon.ca and make your vote count!

Here’s what we asked:

1. Housing and affordability – How will your government ensure that housing in Yukon becomes more affordable for residents while avoiding speculative development and inflated land and housing prices that disadvantage local families?
2. Environmental accountability – What specific measures will you put in place to guarantee environmental accountability in mining exploration and development, ensuring that projects meet strong sustainability and reclamation standards?
3. Healthcare and community access – What actions will you take to strengthen healthcare across Yukon communities, including keeping local healthcare centres open and increasing local capacity for healthcare treatments?
4. Healthcare Workforce Wellbeing
   What specific actions will your government take to improve morale and workplace culture within Yukon’s healthcare system, and how will you ensure that healthcare workers retain their pension and employment stability during the transition to the Shäw Kwä’ą health authority?
5. Wildland Firefighter Protections
   How will your government support presumptive cancer coverage and occupational protections for Yukon’s wildland firefighters, ensuring parity with municipal firefighters and alignment with national and international best practices?
6. Worker Safety and Compensation Reform
   How will you strengthen the integrity and transparency of Yukon’s Workers’ Safety and Compensation Board to ensure it operates in the best interest of injured workers—particularly by improving claim approval processes, accountability mechanisms, and worker-centered outcomes?
7. Protection for Immigrant Workers
   What commitments will you make to safeguard the rights of immigrant workers in Yukon, including enforcing employer compliance with Yukon Nominee Program agreements, preventing exploitative practices, and ensuring pathways to permanent residency are supported rather than obstructed?

Official response from the Liberal Party.

Official response from the Yukon Party.

Official response from the Yukon NDP.

Need a bit more incentive to get involved in this election? Try to get a line with our Yukon Elections Bingo Card and post your progress by election day!

The post The Parties running in the 2025 Yukon Election answer some of the Biggest Questions from Yukon Workers appeared first on Yukon Federation of Labour.

Get your friends, your neighbour, or your union crew together and turn election season into something civic and joyful. Our Yukon Election Bingo card mixes serious questions voters should ask candidates with easy, empowering actions people can take before election day. Mark a square each time you ask a candidate a question, attend an event, or complete an action. Snap a photo of your bingo, post it with the hashtag #YukonVotes, and share it with the Yukon Federation of Labour so we can celebrate community engagement.

How to Use the Card

• Print or open the card on your phone and carry it to candidate events or house meetings.
• Aim for one line, two lines, or a full card — every checked box is progress.
• Treat the card as a conversation starter and a checklist for issues that matter to Yukon workers and families.

Click to download PDF of the Bingo Card.

Highlights of labour priorities on the card

Better Living
Housing affordability, responsive land development, modernizing the Northern Living Allowance, and support for renters and first-time buyers are central to keeping Yukon families local and secure.

Action to watch for: increase affordable homeownership and affordable land access for residents, incentives for missing middle housing, land stewardship with indigenous and cooperative housing, and first-time buyer supports.

Inclusive Workplaces and Standards
Strong territorial employment standards, expanded sick-leave protections, and meaningful enforcement to protect casual, seasonal, and newcomer workers.

Action to watch for: funding for multilingual outreach, stronger inspections, and penalties for employers who breach Yukon labour agreements.

Northern Health and Worker Protections
The transition to the Shäw Kwä’ą health authority must preserve pensions, employment stability, and local access to care. Yukoners expect commitments to keep community health centres open and to invest in local treatment capacity.

Action to watch for: written guarantees on pensions, staffing plans for rural clinics, and timelines to prevent service gaps.

Workers’ Compensation and Whistleblower Protections
Modernized WSCB regulations, circle of care supports for injured workers, more compassionate application of psychological injuries, and territorial whistleblower protections are essential to a fair system for injured and reporting workers.

Action to watch for: promises to reform WSCB systems on justice for workers, amending the Workers’ Safety and Compensation Act to recognize chronic workplace stress, bullying, and harassment as compensable injuries, introducing confidential reporting channels, and expanding protections for whistleblowers.

Wildland Firefighter Safety
Yukon wildland firefighters face unequal protection compared to their structural counterparts. They lack presumptive cancer coverage, many are employed on casual contracts without job security or benefits, and the high threshold for psychological injury claims leaves mental health impacts unrecognized. These gaps create systemic inequities for workers doing some of the most dangerous jobs in the territory.

Action to watch for: commitments to presumptive coverage parity, better job security for seasonal staff, and funded mental health supports.

Training, Infrastructure, and a Worker Action Centre
Yukon’s labour system has structural gaps. Supports for vulnerable groups — including immigrant, young, and Indigenous workers — are fragmented and often focused on training or placement rather than helping workers navigate complaints, harassment, or wage theft.

Action to watch for: funding commitments, clear territorial oversight (such as Minister of Labour or a broader labour board), and partnerships with unions and Indigenous governments to deliver accessible worker services, investing in northern trades training and broadband so that all workers — especially those most at risk of exploitation — have fair access to protections and opportunities.

Reconciliation and Sustainable Development
How will your government ensure that mining and resource development in Yukon are carried out in ways that respect Indigenous rights, protect the environment, and prevent disasters like the Eagle Gold Mine contamination?

Action to Watch For: Commitments to co-management with First Nations, stronger mining accountability, increased royalties, and long-term funding for Indigenous Land Guardian programs.

Accessibility for All
Yukon’s Disability Act (2003) is outdated, limited in scope, and lacks enforceable accessibility standards. Unlike other provinces, Yukon has no binding timelines, no independent enforcement body, and no requirement for employers or service providers to proactively remove barriers.

Action to Watch For: Commitments to legislative review, creation of enforceable accessibility standards, recognition of invisible disabilities, and establishment of an independent commissioner or tribunal for compliance/complaints.

Share the fun and hold candidates accountable.

Take the card to a debate, a door-knock, or a coffee chat with a candidate. Post your progress, tag your friends, and send your completed cards to the Yukon Federation of Labour so we can track which candidates made concrete commitments on worker-centred priorities. Elections are better when voters are informed, engaged, and having a little fun while doing it.

The post Yukon Election Bingo! appeared first on Yukon Federation of Labour.

Our first Throwback Thursday was posted June 5th, looking back at the first inaugural convention for the YFL 45 years ago! At the Yukon Federation of Labour’s founding convention, which took place on January 26th and 27th 1980. Delegates from unions across the territory attended in order to create the YFL that exists today.

The delegates of this convention passed resolutions aimed to fight for the right to refuse work, tax incentives for Northerners, establishing an alcohol treatment center and Indigenous representation.

They also elected their very first president, Casey McCabe who would work for the YFL until May 1981.

The Yukon Federation of Labour was chartered by the Canadian Labour Congress, leading to the YFL‘s founding convention. The charter can be seen amongst the convention delegates in one of the photos. The charter can still be found in the YFL’s office today.

Today’s Fun Fact: Did you know?
If your employer asks you to report to work, you’re entitled by law to be paid for at least two hours, even if you work less than that!

This comes from the Reporting Pay Order, made under the Employment Standards Act. Of course, like most rules, there are exceptions—for example, if your employer gives you reasonable notice not to come in.

For more information, please refer to the employment standards act which can be found under legislation on the Yukon government’s website or reach out to the employment standards office.

Tadiwa and Ivan are bringing these important facts to the attention of Yukon workers in French and English this summer.

Fun Fact Friday – Facebook post English

les vendredis du savez-vous Instagram French

Cet été, nous lançons une nouvelle série intitulée Les vendredis du saviez-vous ?, où nous partagerons des informations utiles pour les travailleurs et travailleuses du Yukon.

Alors, pour le saviez-vous d’aujourd’hui: Saviez-vous que? Si votre employeur vous demande de vous présenter au travail, vous avez droit, en vertu de la loi, à être payé(e) pendant au moins deux heures, même si vous travaillez moins que cela!

Cela découle de l’Ordonnance sur la rémunération minimale pour la déclaration au travail, prise en vertu de la Loi sur les normes d’emploi.

Be sure to follow us on Facebook, Instragram, LinkedIn, X, or Youtube as well as subscribe to our website!

The post Throwback Thursdays & Fun Fact Fridays appeared first on Yukon Federation of Labour.

Most workers who have a benefits plan understand that both a worker and employer contribute to a retirement benefit (ie. RRSP, Pension, or Investments), typically with some balance of percentages contributed by both workers and employers. So consider now the lines of communication being put forward in the media on what is happening now to the Federal Public Service Pension Fund:

• workers and government contributed to the fund and it did well (50% contributed from workers pay). Now there is a 1.9 Billion surplus that the government says will be taken to pay off Canada’s debt. This is based on a calculated surplus in 2024.
• unions also found out that the government plans to stop all future contributions to the pension fund for 2025, 2026, 2027 and 2028, while still expecting workers to contribute.
• add to this a 2-tier pension system put in place back in 2012 that treats new hires since 2013 differently than workers hired previously.

This is the pension plan for Government of Canada workers nationwide, workers of Governments of Nunavut, Northwest Territories, Qulliq Energy Corporation, Northwest Territories Power Corporation and for all Yukon Government employees in our territory. This federal decision about the pension fund affects union members of Yukon Employees Union working for YG and Yukon Association of Education Professionals.

PSAC has exposed the government’s decision to suspend its contributions for the next four years while expecting workers to continue to pay their share. This unfair move benefits on the government, undermines trust, and sets a dangerous precedent for all workers in Canada.

Pensions are sacred – they represent deferred wages and the promise of retirement security. Poaching pension funds breaks that promise, putting the retirement security of workers in jeopardy and eroding trust for all workers in Canada.

PSAC has proposed three fair and reasonable solutions to address the pension surplus and restore fairness:

1. Reverse the two-tier system introduced by the Harper government in 2012, which unfairly denies newer employees the same benefits as long-term workers.
2. Follow through on the government’s commitment to provide equitable retirement options for frontline public safety works.
3. If the government gives itself a contribution holiday, workers who equally pay into the pension plan should get one too, ensuring fairness and equity.

CTV News Ottawa shared a clip where PSAC President Sharon DeSousa explained that the government is not just taking the surplus but stopping all contributions to the Pension fund while still expecting workers to contribute off their paychecks.

Canadian Association of Professional Employees (CAPE) favours strengthening the tier two plan to bring it in line with the tier one plan, allowing newer workers to retire earlier without penalty.  “Under the tier two pension plan, employees are not entitled to all the same benefits as those covered under the tier one pension plan – those who began contributing by December 31, 2012. This means they must work an additional five years before being eligible to retire compared to those who began contributing earlier under the tier one plan.”

Professional Institute of Public Service (PIPSC) President Jennifer Carr, notes “Federal workers contribute 50% of the money that goes into the pension fund, yet are receiving 0% of this added surplus…Imagine a bank telling a Canadian that, even though their investments did exceptionally well, the bank is going to take the profits.”

PSAC National President Sharon DeSousa says, “This move sets a dangerous precedent for all workers – in public or private industries…stealing from the federal public service pension fund will set an unacceptable standard for all employers.”  

What can you do? 

The Public Service Alliance of Canada (PSAC) launched a national campaign to stop pension theft and protect workers’ rights. Here’s how you can support the fight: 

• Learn more: Understand what’s happening with the pension fund, how it impacts workers, and why it matters to all of us. 

• Spread the word: Share this issue with friends, family, and your networks. Together, we can amplify the message and build momentum. 

• Stay informed: Follow PSAC for updates on actions you can take to help protect retirement security for all workers. 

This fight goes beyond one group of workers. It’s about fairness, accountability, and the future of retirement security for everyone. Let’s stand together and demand better. 

Sources for this article are linked.

The post Worker Contributions to Pension used Pay off Canada’s Dept appeared first on Yukon Federation of Labour.

The workers of the Victoria Gold Eagle Mine, who were temporarily laid off following a catastrophic heap failure/landslide on June 24, 2024, are now facing an urgent deadline to file for compensation under the Federal Wage Earner Protection Program (WEPP).

As of October 2, 2024, many workers have not yet received the necessary information from the Receiver, PwC, to file for WEPP. The critical 56-day deadline for applications is fast approaching on October 9, 2024. This situation has left the affected workers in a precarious position, as they have been waiting for word of their severance payments owed to them.

Under the WEPPA (Wage Earner Protection Program Act) workers have 56 days from termination or the date of receivership to file for WEPP.  In this case, the date of termination is backdated to the first day of temporary layoff, which is before the date of receivership of August 14. 

PwC is currently gathering information on each employee to issue Documentation Packages expected in first week of October, which are essential for the WEPP application process. 

The Yukon Federation of Labour has been actively seeking answers and support for the workers, as many are out on other remote job sites or heading to job sites and will not be able to make the October 9^th deadline.  Conflicting information is being received on the steps a worker needs to follow when workers feel that their severance “should just be paid to us without us having to ask or apply for it”. 

This affects over 250 workers in the Yukon.  President Teresa Acheson says, “This series of events leaves the workers between a rock and a hard place…workers have reached out to our office looking for help as they are being bounced around between territorial and federal agencies simply asking for their severance to be paid.” 

The WEPP can provide a one-time payment of up to $8,507.66 for outstanding wages.  Workers should still apply through Service Canada for WEPP even if their application will be late after October 9^th. They will need to include a reason why they applied late (eg. working at a remote site, did not receive information from the Receiver until…)

For those owed more than this amount, the Yukon Employment Standards Office can be contacted to also file a wage complaint. The deadline for filing such complaints is six months from the date the temporary layoff ended.

The Yukon Federation of Labour stands in solidarity with the affected workers, urging cooperation and proactive support to ensure these workers receive the compensation and support they are entitled to. The YFL office will continue to advocate for answers and action to support these workers.

Contact:

Teresa Acheson

President, Yukon Federation of Labour

For More Information:

• PwC Victoria Gold Information: https://www.pwc.com/ca/en/services/insolvency-assignments/victoriagold.html
• WEPP Information Line: 1-866-683-6516 https://www.canada.ca/en/employment-social-development/services/wage-earner-protection/employee.html
• Yukon Employment Standards Office: 867-667-5944 or 1-800-661-0408, email at eso@yukon.ca
• YFL FAQ for Victoria Gold Workers

The post Victoria Gold Eagle Mine Workers Face Urgent Deadline for Compensation Claims. –UPDATE extension granted! appeared first on Yukon Federation of Labour.

The Yukon Union School will offer comprehensive courses covering various topics, including reconciliation with Yukon First Nations, union and management relationships, stewardship, women in leadership, and more. Participants will have the opportunity to engage in meaningful discussions and networking with fellow union members and industry professionals.

The Yukon Union School aims to provide a conducive learning environment, with classes scheduled from Monday to Thursday, featuring morning and afternoon sessions. The event will also include evening receptions and recreational activities.  Participants are also encouraged to take in all the Yukon has to offer with tours offered by local operators, allowing participants to explore the beautiful surroundings of Whitehorse.

“We are excited to invite union members to join us for the Yukon Union School, where they can gain valuable insights, network with peers, and contribute to meaningful discussions,” said Teresa Acheson President of the Yukon Federation of Labour. “This event presents a unique opportunity for professional development and fostering strong relationships within the labour community.”

The registration deadline for the Yukon Union School is Wednesday, July 24, 2024. Interested individuals are encouraged to visit the Yukon Federation of Labour website for further information and to secure their spot at this highly anticipated event.

For more information and to register, please visit the Yukon Federation of Labour website at yukonfed.com/events.

The post Yukon Union School August 25-29, 2024 appeared first on Yukon Federation of Labour.

The YFL would argue that because it’s the “Workers’ Safety and Compensation Board”, the worker is your customer. Employers who pay into the compensation fund are sponsors, involved because they also want to take care of workers. “Customer service 101″ is taking care of your customers. We can do this by making sure workers stay safe in their jobs, that they feel safe to bring up safety concerns, and that they are supported when they raise a concern or are injured at work. Think of workers as the main customers, questioning whether decisions made by the board or by an employer, put their well-being first. Employers may feel they are the customers of the WSCB, paying into the compensation plan in return for insurances against litigation. But if the goal is worker safety, do we see workers as the central customers and do our choices prioritize their safety?

I expect that most workers assume that WSCB keep workers safe and cares for workers when injured at work. The ACT is the legal framework that establishes legal guidelines and standards to ensure the safety and well-being of workers in various industries. Employers are mandated to adhere to the Act’s regulations, fostering a safe and secure work environment for all employees. The Yukon Federation of Labour provide support and advocacy for workers to ensure their safety rights are upheld, empowering them to voice concerns and seek assistance, but we are concerned that there is not enough advocacy for worker safety by government and WSCB in Yukon.

WSCB hosted a “Workplace Solutions” conference last year, one of the statistics shared was that 55% of nurses will not be around in 12 months—workplace culture was a major factor why they left. 

YWITT hosted a “Building Strong Leaders” workshop, and they indicated the top reason workers leave is Workplace culture, and highest turn over in healthcare and trades.  Negative workplace culture was described as not valued (no raise = no respect / racism or sexism at work / public or peer abuse).

Workplace Culture is a major factor in staff turnover.

Future Strategies for Worker Safety:

In shaping future strategies for workers’ safety and compensation in Yukon, a comprehensive approach is suggested under four key pillars:

SUSTAINABLE GROWTH

• Commitment to foster growth, resilience, and impact in advancing not only workplace safety but also labor rights and social justice.
• Prioritizing the next generation by engaging and empowering youth as the future of the workforce.
• Reconciliation and partnerships with First Nations for respectful collaborations.
• Emphasis on resources for high vacancy jobs including skilled trades and implementation alongside immigration strategy to support newcomers in the Yukon labor market.

RESPONSIVE ADVOCACY

• Legislative advocacy championing workers’ rights under the Workers Safety and Compensation Act.
• Prioritize psychological well-being in the workplace, recognizing stress and fatigue as critical concerns (recommend the SUCCEED program from WorkSafe NB). Adaptive safety protocols to address non-standard work arrangements and emerging challenges, such as the effects of climate change.
• Implementation of comprehensive safety measures, aligning with industry and national Occupational Health and Safety standards.

EDUCATIONAL INITIATIVES

• Mentorship, skill development, and safety protocols are recommended to bridge the generational gap in the workforce.
• Provide comprehensive safety training and educational resources with clear and safe pathways for reporting, linked to expert support that begins as soon as a worker inquires about a safety-related concern at work.
• Targeted training programs focusing on practical skills and knowledge with easily accessible resources for specific work environments with heightened risks.

ETHICAL LEADERSHIP

• Ethical decision-making takes center stage in safety advocacy for worker well-being and rights.
• Inclusive safety leadership must be modeled and encouraged to engage the voices of marginalized workers, with a reward system for proactive safety cultures within organizations.
• Seamless support transitions for the worker to assist with navigating claims, reporting, reprisals, and appeals.

Remembering Why Workplace Safety Matters

It is no easy feat bringing a diverse collective audience together for a common goal. Our emphasis in coalition building is to amplify worker voices and advocate for safety rights, addressing intersectional issues of safety, mental health, and well-being. We applaud the WSCB’s Encouragement for collaboration between labor organizations, employers, and regulatory bodies.

The DAY OF MOURNING is a significant annual event hosted by the Yukon Federation of Labour and one of the key partnerships between WSCB and the YFL. Day of Mourning honors workers injured on the job as well as observes the importance of safety priorities and achievements, honoring the legacy of safety movements and advocacy for worker well-being. Additionally, the Yukon Worker’s Memorial in Shipyards Park had significant government and corporate sponsorship to create a legacy that reminds us of past WorkSafe issues we have overcome and reminds us to do better. 

Everyone has community connections that can leverage support for workers’ safety and ensure diversity and inclusion in the occupational safety culture. This holistic approach is well suited to address the multifaceted aspects of worker safety and compensation, ensuring a resilient and supportive framework for the Yukon workforce. Changes for the future of the workforce must involve workers’ ideas and input; safety can’t just be about workers but must involve workers.

The post The Future of Worker Safety in Yukon appeared first on Yukon Federation of Labour.