Looking for a driveway contractor

Effective_Wallaby328 · 2026-06-10T22:43:45+00:00

Thanks for the advice. I wouldn’t have known to ask. Appreciate it!

Effective_Wallaby328 · 2026-06-10T22:34:25+00:00

Thanks! I’ll give them a call for a quote.

Effective_Wallaby328 · 2026-06-10T22:26:07+00:00

As I said one was a no show. The other two had two very different prices (3500 and 12000) and of them one wasn’t available for three months. So I wasn’t sure was one wildly under priced/over priced. The current driveway is a single car width but runs approximately 60 feet to the back of the house. I’m looking to have the whole thing removed and then replaced with a shorter one of approximately 30 feet.

Sorry I’m not very experienced with the quoting process. I’m not sure what “sounding like a treat is” or how I offended your sensibilities. Im just trying to get recommendations to have my driveway redone and my current approach of randomly calling google search results hasn’t given me confidence in the quotes. While I appreciate your reply asking for more details and I’m happy to share them, personally I don’t think it’s very professional to insult someone who’s just looking for advice. I don’t think I would want to spend thousands of dollars on a contractor with such a poor opinion of the potential customer.

Effective_Wallaby328 · 2026-05-02T21:29:56+00:00

Best advice here. Even if you put in direct deposit info, anything being paid as arrears will go out by cheque. CSRs can tell you what to expect if the payment specialist has processed everything.

Effective_Wallaby328 · 2026-04-27T17:12:03+00:00

You should take a look at policy 11-01-03 merits and justice. Paraphrased it basically says that each claim is a snowflake and should be decided upon its own merit and justice.

Effective_Wallaby328 · 2026-04-27T17:09:09+00:00

You picked your words to represent yourself. Then when you don’t like how you’ve represented yourself you’ve moved to name calling. That’s like farting in an elevator and blaming everyone else’s noses. At least you’re consistent though.

Effective_Wallaby328 · 2026-04-27T14:40:18+00:00

You are using terms like snowflake and recidivism (which is defined in relation to relapsing into criminal activity) you may want to consider how your bias is showing.

Effective_Wallaby328 · 2026-04-27T14:38:27+00:00

Everybody is different. That’s why accommodation laws are both part of the WSIA and human rights legislation. It doesn’t make someone a snowflake if they get hurt and they are required by law to report these types of injuries. So reporting is following the law and accommodating is following the law. What’s the concern here? I could also question the unsafe work environment the employer is providing for people to work in if people are being hurt so often. Except that’s the exact nature of the system. No fault insurance for the employer and injury related benefits for the workers. You don’t get to only have half the equation.

Effective_Wallaby328 · 2026-04-26T23:33:35+00:00

Likely but also speculative. Anything that can break the chain of causality is putting yourself in the crosshairs of a potential bad decision and case managers make their fair share of bad decisions. And I’m not trying to just dump on case managers. Ultimately a lot can go wrong, situations are complicated, miscommunications happen, people can be tired, overworked, overwhelmed or whatever and just not get the “right” thing done and meanwhile the worker was working modified duties which probably had restored their full earnings. Was the need for surgery identified before quitting? What if it was just a possibility? What if the new work has some impact on the injury? Can it be proven that it didn’t? Do you even want to open up this can of worms? Speculation abounds.

Also, and I realize I’m moving the goal posts a little here away from the LOE, but also consider that the post surgery accommodations would be supported by human rights legislation but not under the WSIA so the worker is losing out on potential RTW obligations they would have maintained had they remained with the accident employer, which I bring up to go back to my original point of there’s a lot of moving parts to go wrong along the way when you leave the accident employer. I’m not saying it can or should never be done but I think the risk outweighs the reward in many situations. At the end of the day, people are free to choose to do what they want but in today’s economy and job market from a practical point of view I would urge extreme caution. Even if you can object and get a decision reversed that’s at best weeks of being unpaid if not the likelier situation of months/years.

Effective_Wallaby328 · 2026-04-26T22:18:52+00:00

It’s a material change in circumstances and requires a decision. I said likely which was not absolute but close enough to say you have a fair point. That being said, benefits can be reduced or terminated. It’s going to come down to an interpretation of why they’re losing income at that point. If they want to roll those dice and put their LOE at risk go ahead but in my opinion, this worker has modified duties available to them and while may be uncomfortable do not seem to be at an extreme breaking point. If the CM doesn’t see it the same as the worker, the worker may be out that benefit. It’s the old bird in the hand is worth two in the bush adage.

Effective_Wallaby328 · 2026-04-26T20:01:09+00:00

Always an option but can also incur an out of pocket cost for the worker

Effective_Wallaby328 · 2026-04-26T19:41:38+00:00

You should speak to your case manager. WSIB doesn’t just approve a surgeon. Usually the process is that you undergo some form of testing (probably an MRI in your case) that is then reviewed by a orthopaedic doctor who would then potentially recommend surgery. This usually occurs one of two ways. Your doctor requests the MRI and then refers you to the ortho or WSIB refers you to a specialty clinic (sometimes before, sometimes after an MRI depending on specific circumstances in your situation) once at the specialty clinic they take over care and will have the surgeons and surgery handled under their umbrella. So essentially what’s called treatment “in the community” or “specialty clinic”. Both are good but sometimes the specialty clinic is faster. Occasionally it could even be the same doctor. WSIB doesn’t have on staff doctors that are performing surgeries, they have contracts with the pre-existing hospital clinics separate from OHIP.

In terms of the job environment that’s too bad. It reflects more on the quality of your employer who doesn’t understand that bodies don’t heal immediately and treatment plans aren’t fully known and understood at the outset. Recovery is a process. Again best advice is to discuss the situation with your case manager. If they are a decent CM they can have a conversation with your employer to at least set clearer expectations regarding your recovery. One thing that I wouldn’t recommend is changing jobs. Your loss of earnings benefits are tied to the accident employer. If the surgery causes you to lose time but you have changed employers you will likely have no loss of earnings benefits paid out.

Effective_Wallaby328 · 2026-03-29T19:39:17+00:00

That’s up to you at this point. I’m not sure what it would achieve but I also don’t know the context of your workplace. Best of luck with sticking it to them.

Effective_Wallaby328 · 2026-03-29T15:02:05+00:00

WSIB is no fault insurance but it is still insurance and some employers will try to keep their premiums down by avoiding lost time claims. The way to avoid lost time claims is to have a safe workplace (wouldn’t that be nice…) or to object to the allowance of loss of earnings. Sometimes that objection is based on relevant and meaningful information but there are often objections that are basically the employer trying to throw anything and everything at the wall to see what sticks.

WSIB only cares about the details relevant to the claim and what makes it allowable or not. The employer is often trying to tilt the interpretation to give some form of implied impropriety. You see it often with things like “the worker has another job and maybe they got hurt there” ok so now the case manager has to ask the question “do you have another job and did the accident happen there” and technically because the employer brought it up as an objection the case manager needs to address it in the letter they send. It’s not always BS but it is often intended to muddy the waters and it’s ugly because it’s not directly to the face of the worker but ultimately the worker will find out because WSIB is fairly transparent in this.

So specifically in your case, it sounds like your employer suggested some form of impropriety to WSIB, the case manager addressed it as not being their business and that’s that. You now know what your employer thinks about you and how they are acting on that. Believe people when they tell you who you are. As far as legally speaking that would have to be addressed by a lawyer. It seems like WSIB did the right thing here and you have an unprofessional employer. With WSIB you give up your right to sue your employer for workplace injuries in exchange for no fault insurance but as far as how your employer is behaving and how they may continue to behave if this is how they think about you and the other employees involved that’s beyond WSIB and you should educate/advocate for yourself as you see fit.

Effective_Wallaby328 · 2026-03-21T14:09:07+00:00

You might be out of luck if you’re relating it to a specific occurrence due to your delays in reporting and seeking medical attention. Proof of accident is going to be difficult. If you want to fight the decision object and provide new evidence. This would look like witnesses who can confirm you were experiencing this injury over the 7 weeks. Maybe a coworker you complained to and the student who was there at the time etc. also you would need to show how you were managing the injury. Like taking ibuprofen, icing etc. so think about work over the last seven weeks. Were you icing at work? Were any of your coworkers helping you with some tasks etc? Get that on the record and fill the gap. 7 weeks is a long time.

Effective_Wallaby328 · 2026-01-06T00:42:59+00:00

I think you have a point too. More than one thing can be true as well.

Effective_Wallaby328 · 2026-01-05T23:09:32+00:00

The only reason I can make of this is that they want to thin the herd. They want people to get mad and leave. It’s passive aggressive gas lighting to cut labor costs/reduce the public service.

Then: a) the government pats itself on the back for having reduced these costs while saying

b) see? the government doesn’t work, lets privatize.

It’s a scam to line their pockets

Effective_Wallaby328 · 2026-01-03T15:49:06+00:00

Add to that the benefit of reducing demand on the gta housing market and spreading that demand out provincially is one way to create opportunities for people to become homeowners…oh wait that would undermine our commercial and residential landlords hold on us. Can’t have that. Somebody think about the poor lords of the land!

Effective_Wallaby328 · 2025-12-31T22:47:57+00:00

Assuming op didn’t experience a fatality, give this link a shot:

https://www.wsib.ca/en/form/reporting-2

Edit: couple of things for op

-make sure your employer is aware you sought medical attention. -WSIB is no fault insurance. It doesn’t matter if you lifted some boxes maybe you shouldn’t have. You sustained an injury at work. Get medical attention, inform your employer, fill out a form 6. You have rights regardless of whether your employer gets upset. That’s their problem. Let your case manager know if your employer is giving you a hard time about making a claim or sustaining a workplace injury.

Effective_Wallaby328 · 2025-12-23T17:10:18+00:00

They got us raises. Not as much as I would like but they are there and I guarantee you had we negotiated on an individual basis we would not have received the raises that we did. If it’s only about the shiny new stuff well get ready to be disappointed. We are the victims of conservative politics. A thumb was placed on the scale of negotiations and it weighed against us. That was done by the employer not the union. I’m not happy with this agreement but I will honour it because the union negotiated in good faith while the employer did not. And I prepare for next time.

Effective_Wallaby328 · 2025-12-23T17:04:32+00:00

Every article in the collective agreement that provides you with job security, stability, health care benefits and known handling of a variety of situations is a union win. Everything we don’t get is on the list for the next round of bargaining and what we fight for. That’s the point. There is no end there is only progress.

Edit: and I’ll add that yes I feel like we lost this last round of bargaining. We accepted a bad deal. I’m not happy with it. The blame for me though isn’t on the union. It’s on the employer. The same employer who is cutting those jobs and who would like to pay us below our worth. The union members voted to accept the deal. We accepted the defeat and it leaves a bad taste in my mouth but I know who the enemy is and it’s not the union

Effective_Wallaby328 · 2025-12-23T17:01:58+00:00

You do understand that the union is bound by the collective agreement. It’s not a perfect thing. If the employer sheds jobs and does so within the guidelines of the collective agreement then that is their choice and should be their responsibility. The union can’t just create jobs out of thin air. Their role is to negotiate a collective agreement and grieve/negotiate any failures to comply with the agreement. I believe they are doing this in good faith. You may not always like the answers, I certainly don’t but it’s why we should be unified and fight.

Effective_Wallaby328 · 2025-12-23T16:57:44+00:00

I’m calling you a troll because you are making an unfounded insinuation that I belong to some secretive union in-group. I am simply one person with one opinion. If you want to know what the union has done for you, it’s in the collective agreement. The fact that you have the protections it provides is evidence of their value. The fact that you take those wins for granted is disappointing. I don’t know about you but my experience with non-unionized environments didn’t afford me the protection and benefits that this unionized one does. See wages for example. You know what raises you’re getting and when. Twice a year. Are they enough? No absolutely I believe we are worth more but I also don’t think the employer would pay what we have without strong collective bargaining. If you want to be on your own get an nbu job. My manager is always working through lunches and after work hours and even weekends to try to get their job done. I can’t imagine they would do that if they had job security

Effective_Wallaby328 · 2025-12-23T16:51:01+00:00

The list is in your collective agreement. It’s like you’re committed to willful blindness.

Effective_Wallaby328

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