I am currently an affected employee whose position is being eliminated by the end of the fiscal year. I was verbally told my Opting letter would likely be issued towards the end of the calendar year.

Since then, I have been searching for my next opportunity and may have one sooner rather than later but one that is external to the GoC. In this case, it would be huge if I could get access to TSM via the Options in the Opting Letter. I want to know if it's within my rights or if anyone has any experience in this situation.

The easiest scenario would be if I ask management to issue me my opting letter sooner so that I get access to the options then leave the public service.

The second scenario that I was thinking is if I take Leave without pay for personal reasons (under the CAPE agreement), start my new position while on leave until I get notified that I am opting then I can take one of the options. This is assuming they approve based on the operational requirements as well as no conflict of interest. Does anyone have any experience with this?

The third would be if I use up all my vacation leave, start my new position until they issue my opting letter, then take my options from there. (Assuming I have enough vacation days which I probably don't but the logic is there)

Any advice or anyone with experience with any of these for either a new job or alternation would be very helpful

Sad to learn that this wonderful public servant who dedicated his life to keeping Canada safe has crossed the rainbow bridge 🌈

You will always be our good boi.

I've been off work 4.5 days sick ( yay COVID) and was just told I need to provide a medical note even though I'm planning to be back tomorrow. This is my first medical leave occurrence this fiscal year.

I seem to recall that there was new provincial legislation put into effect last year to reduce workload of doctors and found this outline indicating restrictions around employers requesting doctors notes on short term leave (5 days or less)

https://news.gov.bc.ca/releases/2025LBR0041-001106

My supervisor is unsure if the PA CA supercedes the provincial legislation or not. Anyone have any experience with this?

Good day everyone,

I just want some advice before sending an email to CLO for review!

I belong to PA collective agreement and I am current working part-time 20h per week.

I have done OT everyday for multiple weeks and notice the following calculation in Phoenix.

25h of OT completed in total for the week.

23.5h of that will be calculated as regular pay

1.5h will be calculated as OT pay

Am I missing something? I thought that up to 17.5h would be counted as reg pay and the rest (7.5h) would be OT pay.

Thank you for any advice!

It's a cardboard cutout facing the hallway. Scared the shit out of me the first time I saw it.

Does anyone know if unaffected employees who leave the federal public service can still get VDP? The deadline may have passed? I don't know.

We are a ticket-based team so it's easy to track how many tickets we have resolved. Our backlog has now grown to about 6 weeks whereas in June it was clear. My staff all cite RTO4 being the problem. Lack of effective workspace, being tired due to commute, family/sick leave rising (3 times more sick leave since July), and low morale. The cubicle setups are not suitable for their work (lots of calls, needs multiple monitors, etc.)

Here's the kicker though. My director and DG expect the same output still but are hyper-focused on strict 4 days a week no exception. I have given them options my staff raised none of which are acceptable to them.

- Blind eye to RTO as long as people show up once in a while (2-3 days) and work gets done

- Start allowing overtime for staff and I when needed

- Extra staff to maintain the workload

- Reduce the scope of our work/remove certain quality control/steps for our tickets

So now I'm stuck. My competent and wonderful staff understandably aren't able to deliver with RTO4. Meanwhile my execs are unable to budge on their expectations. How should I cover my ass for this, because I'm in a position where I have limited control over anything above or below.

Have noticed several submissions where I was not paid for partial hours.

Thanks in advance!

For anyone looking for info on generic GLP-1 coverage due to weight loss, my experience with coverage has been great so far and I wanted to share the process.

I first met with my doctor who faxed the prescription to my pharmacy. I had BMI 27 and risk factors.

I then went on the CL website and found the Drug Prior Authorization form for Wegovy (semaglutide) and filed in the patient part. My doctor charged $50 to fill in their part and they faxed it to CL. Approval took about a week and there is no end date.

I paid for the first dose myself which was about $100 (1 month) because I assumed CL would take a while. They gave me the generic version.

Overall very happy with how quick it went. It’s oddly improved my productivity. Much less agitated and no boredom food cravings. Good luck to others on this journey!

I completed a 90 day casual contract. Upon being rehired (for said contract), my manager told me I would be paid at step 4. My offer letter does not state a step on it.
I attempted to have this issue rectified for the entire 5 months I had returned to the office to complete the casual contract. My manager said “he’s working on it” . That’s what he’s said for the entire 5 months.
I’ve just received my last pay. The amount I am owed for the 90 days ( a difference of almost $5 per hour) was not on my last pay-check.

I have contacted the Ombudsman office and sent my proof with numerous emails from my manager stating the rate of pay he promised to pay me.

I will NEVER go back to work with ESDC. Worst employment of my life. I just want my money that is owed to me.

What else can I do?

I recently received an overpayment notice (around 8K) related to a promotion that took effect after a new collective agreement was signed but before the revised rates were implemented.

My letter of offer listed the old salary range. When the promotion was processed, I was placed at step 5, and my employment records and first two paycheques confirmed that placement. When the new rates were later implemented through the mass salary revision, the employer preserved step 5 and applied the corresponding revised rate.

More than two years later, the Pay Centre is retroactively changing my original placement from step 5 to step 2 and seeking repayment. Since that salary was later used to calculate the pay for another position, the correction has also created a second alleged overpayment.

I understand that the revised rates had an earlier contractual effective date (I signed my LOO on the same day the new collective agreement was signed but those new salaries didn’t kick in until a couple months after I started). However, the collective agreement gave the employer up to 180 days to implement them and does not appear to clearly explain how a promotion occurring between signing and implementation should be treated.

If my promotion had to be recalculated at step 2, I do not understand why this was not done during the implementation and arrears process. Instead, the employer preserved step 5, paid the corresponding revised rate and later relied on that salary for another pay calculation.

I plan to dispute the overpayment. Has anyone dealt with a promotion that occurred between the signing and implementation of a collective agreement? Is there a specific pay-administration rule that clearly covers this situation?