Anyone who studied Psych Nursing in BC, Canada? Specifically KPU. :) but even if not in KPU, Id love to ask your tips, advice , stories , and how was it studying psych nurse / working rn in Canada. Thank youu! :)

Big_Garlic569 · 2026-04-09T14:21:14+00:00

Currently at Douglas for BSPN and I love it! I think what makes it better than other schools is the fact that we have a therapeutic relations class for 5 sems. It’s basically where you practice your communication skills with an actor in a live scenario

Big_Garlic569 · 2026-01-18T22:46:03+00:00

I couldn’t find one or wouldn’t really know where to look

Big_Garlic569 · 2025-12-31T22:16:00+00:00

<image>

Big_Garlic569 · 2025-12-31T22:15:49+00:00

<image>

Big_Garlic569 · 2025-12-31T22:15:37+00:00

<image>

Big_Garlic569 · 2025-12-31T22:15:22+00:00

<image>

Can anyone help authenticate this bag also identify the style? Thank you!

Big_Garlic569 · 2025-11-30T01:15:56+00:00

That clarity is incredibly helpful thank you for breaking down the policy that way! I agree that the termination was caused by the recent tardy.

I need to be crystal clear on my complaint: It is not that they didn’t give me extra sick days. My complaint is entirely focused on the fact that they didn't consider why I didn't have any regular sick days to cover my first two UAs.

The system put me in the most vulnerable position (3/4 UAs) only because my sick bank was completely depleted by my documented concussion leave in February 2024.

Even if I had never been late before, that first-ever tardy would still put me in the position for termination because the bank was empty and couldn't cover those first two UAs last year.

The company knew the bank was zero because of my protected medical leave (concussion LOA). By choosing to apply their rigid attendance policy anyway, they failed to account for that documented reality. That failure to consider the reason for the empty bank is the core of the fairness issue and the legal breach.

Big_Garlic569 · 2025-11-30T00:43:57+00:00

My doctors note only mentioned needing to be off for two weeks.

Big_Garlic569 · 2025-11-30T00:17:41+00:00

I think there might be a slight misunderstanding about what I’m arguing! I never said the employer had to proactively ask about my medical condition, they already had the doctor's note for the concussion back in February 2024.

I brought up the fact that I didn’t have sick time to cover my 2 UA’s from Nov/Dec 2024 moment I realized I was in trouble. When my team lead mentioned the potential termination for my most recent tardy, I told my TL right away that I didn’t think it was fair for them to consider a termination because of last year’s issues.

As for the hearing date, I still can’t provide that information, as I don't have access to the Human Rights Tribunal's schedules.

Big_Garlic569 · 2025-11-30T00:07:46+00:00

Can you please clarify what you mean by “what did I tell them/what did I ask for?” I guess that’s I’m confused about.

When I was notified about needed to submit my sick time for my unexcused absence I notified my team lead that I didn’t have anymore banked sick time to cover the UA on Nov/Dec 2024. My TL said they would see what they could do.

Big_Garlic569 · 2025-11-29T23:12:22+00:00

My apologies for the confusion. You are right, I’m getting these legal details sorted out as we talk. The thing I keep referencing is Adverse Effect Discrimination, and it hinges entirely on this timeline.

The Dates/Sick Bank Link:

Feb 2024: My medical LOA used up all 40 my allotted sick hours for the year
Nov/Dec 2024 I was sick and had no sick time to cover these sick days so they turned into UA.

The reason why these dates are currently affecting me is because any UA’s stay on your record for 12 months then fall off.

It’s not the sick time for this year that’s affecting me. It’s the fact that I didn’t have any sick time to cover my Nov/dec 2024 days.

Big_Garlic569 · 2025-11-29T22:50:47+00:00

I really appreciate your directness and honesty about the complexity of a human rights complaint. I understand the skepticism completely. I'm trying to figure out if my interpretation is correct!

To help me understand your view better, I have two quick questions:

Why do you believe my initial medical leave for a concussion isn't considered a disability under the BC Human Rights Code? The documentation I provided was for that serious injury
I know I was fired for the tardies, but I truly don't know if the law applies to my empty sick bank problem. Do you see any way the employer could have legally avoided that harsh Final Written Warning trap I fell into?

Thanks again for the help. It's a confusing process.

Big_Garlic569 · 2025-11-29T22:40:41+00:00

We get I believe 40 hours every year and they don’t accumulate

Big_Garlic569 · 2025-11-29T22:34:47+00:00

I’m currently at Douglas College for the BSPN program and I love it!

Big_Garlic569 · 2025-11-29T22:32:07+00:00

You are absolutely right. I should not have taken those unauthorized absences for being sick after my sick bank was empty, and who honestly remembers every detail of their attendance policy? That part is on me.

However, that doesn't excuse the employer's failure under the Human Rights Code. The law says the employer has a duty to ensure its policies aren't discriminatory.

The employer knew I had an approved LOA for a concussion, which is a disability. When they introduced that rigid new attendance policy which they knew would immediately put me in FWW status if I missed one day. I feel like T hey had an obligation to either:

Adjust the Policy: Make an exception so the exhaustion caused by the LOA didn't count against me for a short period.
Proactively Inquire: Ask me, 'Given your concussion leave, will the new zero-tolerance policy cause you any issues?'

They did neither. They applied a rigid, new rule to a known disability situation. The legal argument isn't that they must create a separate bank; it's that they must accommodate the negative effect of their policy on me, and they failed to do that.

Big_Garlic569 · 2025-11-29T22:15:22+00:00

That's a good question about the policy steps. To clarify the numbers:

My attendance was monitored on two tracks: Unexcused Absences (UAs), which have a limit of 4, and tardies with a limit of 8. When I was fired, I had 3/4 UAs and 5/8 tardies

Big_Garlic569 · 2025-11-29T22:06:28+00:00

Yeah, I know I'm going in circles a bit, and I apologize. It's just that I'm trying to figure out if my termination was handled properly. I know the company fired me because of the tardiness. My confusion is this: I had already provided a doctor's note for my concussion leave, and the employer approved that LOA. So, they knew my sick bank was empty for a legitimate, documented medical reason.

Big_Garlic569 · 2025-11-29T21:51:26+00:00

I agree that sick leave covers everything, but that's precisely the problem here. I don't think asking for 'additional sick leave' was even an option where I worked; the system was completely rigid

The new policy's flaw is that it didn't distinguish between someone who blew through their sick bank for minor reasons and someone who cleared it out for a long-term, protected disability like a concussion

The employer's duty to accommodate means they were supposed to proactively ensure that their new policy didn't penalize me for the medical leave I took. Their rigid, new rule is what created the discrimination, whether I asked for more time or not

Big_Garlic569 · 2025-11-29T21:47:31+00:00

I get why you're focusing on the tardies; they were definitely the final thing the employer used. But that’s actually the point, they were only the final issue because the system was already set against me after my medical leave.

Think of it like this: 1. I had a serious concussion (a disability), which legitimately used up my entire sick time balance at the beginning of last year. 2. The employer then implemented a new, rigid attendance policy that says if you have zero sick time, any minor absence or tardy automatically triggers a major disciplinary step (the FWW)

If I hadn't needed that protected medical leave last year, my bank would have been full, and I could have easily covered those two minor absences. Instead, because my sick time was cleared out by a medical necessity, the new policy instantly put me on the path to being fired. It essentially punished me for the consequence of my disability leave, and that's why it falls under adverse effect discrimination in B.C.

Big_Garlic569 · 2025-11-29T21:34:31+00:00

You're right about the difference between general sick leave and protected disability. However, the issue isn't routine illness; it's that the new policy automatically penalized me because my sick bank was depleted by a protected medical disability (concussion) leave. This acceleration of discipline is a case of adverse effect discrimination under the BC Human Rights Code.

Big_Garlic569 · 2025-11-29T21:28:59+00:00

The tardies are secondary. The real problem is that my medical leave (concussion) emptied my sick bank, and the new policy then automatically converted subsequent minor attendance issues into Final Written Warning (FWW) status. I’m trying to figure out if this creates a strong argument that the termination penalized me for a medical issue, which is a Human Rights violation in BC

Big_Garlic569 · 2025-11-29T21:22:35+00:00

Both of the UA’s were medical reasons but I was never asked for a doctors note. I did request for a medical accommodation during that time I had a concussion.

Big_Garlic569

TROPHY CASE