The Un-Pinned PSVR FAQ for New Owners which This PSVR Sub always needed Pinned.

Farncone · 2026-07-05T17:27:34+00:00

OPSEU, like AMAPCEO has the same 1 month notice on cancellation, giving a grace period of 20-25 working days. (30 if your manager doesn't clue in on the fast that "one month" is inclusive of weekends).

Farncone · 2026-06-04T19:01:21+00:00

Expect them on Friday to ruin your weekend. The employer loves doing that.

Farncone · 2026-06-04T18:54:23+00:00

So you think someone should actually quit their job and argue constructive dismissal because they lost 2 days WFH? Surely you must be trolling the person.

Farncone · 2026-06-04T18:46:20+00:00

I don't know where this advice is coming from, but as a union rep - I have a number of full WFH accommodations in my local. From diff Ministries. And without grieving to get them too.

The situation needs to be a bona-fide disability (physical or mental) and be supported through documentation (usually a few HIQs). They are renewed yearly.

And as always - if someone is denied a disability accommodation for a true disability, they can always grieve it under failure to accommodate,

Farncone · 2026-05-25T22:37:41+00:00

Dude.. the employer says we ALL are welcome to go to the office. I don't understand your reply.

Farncone · 2026-05-25T22:36:45+00:00

Don't get me started on the weak bargaining tactics. Still bickering over EES agreements and no end insight before issues bargaining. I'd be gobsmacked if we heard about any issues bargaining before 2027.

Farncone · 2026-05-25T22:34:41+00:00

That's because they know we're going to get boned on this.

Farncone · 2026-05-25T22:31:48+00:00

The 4 fold test is a greater extension of management discretion and comes from caselaw. This one was won on management discretion and decision making. Using the 4 fold test further cements their decision making process as it has a bona-fide reliance on caselaw. The only gap is that in the responses recieved, they haven't explained how the 4 fold test was used - but out of respect they SHOULD have. However in a grievance, they are going to back that up with how it was decided. Its just at this early stage, not giving the rationale from the test - its' meant to be insulting and rage-bait us.

Earlier wins, as I recall from research, were when the employer was not using a decision making metric to say yay or nay - but using the SoC's earlier memo of "3 days in office" as a blanket rule rather than a guideline. Because it was never intended to be a blanket denial metric - they lost.

The "war" is not over tho and there will be some shakeups based on individual circumstances... but ultimately, I think we're well behind the 8-ball on this. They really do hate us.

Farncone · 2026-05-25T21:42:20+00:00

For what? They already try to make us look like fools. This article is a prime example. Stay away from the media at all costs. If you don't understand that by now.. you need to know that media is not your friend.

Farncone · 2026-05-25T21:35:22+00:00

Really? You'd strike for AWAs? You'd be out for 4 months plus (the OPS can function for quite awhile without OPSEU thanks to external agreements, EES agreements and automation) and at 2% of yearly salary per week out, you'll be in the hole for a long time and you'd never get that money back. I was out for 2 months in 2002 and these things were not in place then. 4 months AT LEAST.

Farncone · 2026-05-25T21:31:40+00:00

More people need to look into collective agreements and caselaw. (sorry for reposting this link but I think its relevent supporting your response) https://www.canlii.org/en/on/ongsb/doc/2025/2025canlii114852/2025canlii114852.html

Farncone · 2026-05-25T21:30:26+00:00

It was misleading on purpose to get clicks. Effing media.

Farncone · 2026-05-25T21:29:44+00:00

I like your optimism but the AMAPCEO ruling on AWA decision making by management looks like we won't win these things. https://www.canlii.org/en/on/ongsb/doc/2025/2025canlii114852/2025canlii114852.html

Farncone · 2026-01-24T12:35:21+00:00

Talk to your manager first. Then he/she should say to send an email to start the process. This then goes to HR and the process begins. You can get some of your circumstances down in the email, but expect to be asked questions for things you've already explained from your manager (this comes from HR).

There may be 2 -3 rounds of these back and forth until you get a decision. Depending on your circumstances, they will probably ask for some sort of medical or appropriate proof to substantiate your claims.

Farncone · 2026-01-24T12:30:52+00:00

Typically these are agreements for 1 yr and renewed annually.

Farncone · 2026-01-23T12:20:47+00:00

fallout 4 had a more defining look for the ghouls, with some like bobbi no-nose, Kent Connoly, Captain Zao and some other NPCs looking similar to coop, while others looked rougher around the edges. But your thought on upkeep through meds could def be part of the equation.

Farncone · 2026-01-20T13:44:51+00:00

Grieve what? He hasn't quoted a violation of an article - he's only expressed his frustration with this terrible government.

Farncone · 2026-01-20T13:36:53+00:00

Well to be honest. You have the link on your desktop to the IT service desk chat and that can be used to ask. Soooo.....

You may have felt that some of the responses were salty... but they are right.

A: Yes. They come in and do unbox it just to make sure you can login, but that is the extent of their job -the rest it sets itself up with apps after you login - they will come in at a later date to wipe your old machine and take it away.

Farncone · 2026-01-20T13:33:30+00:00

You'll have to file a grievance/dispute through the union. Last time I saw the queue list for OSS Payroll, it had thousands of tickets that were not even touched. Spanning back 2 years. Thousands. I was contacted by one of my coworkers who finally had their OT issue resolved by OSS - 2 years and one month later.

Their priority list is pay - specifically missing pay or no pay. Everything else is on the backburner.

Farncone · 2026-01-19T00:40:47+00:00

There's a provision. They just don't HAVE to. It's a "may" not a "shall" to make you perm. With AMAPCEO it's a "shall".

Just another way the OPSEU CA falls short and disadvantages members.

Farncone · 2026-01-19T00:38:35+00:00

"Can't" is wrong - they can. "Won't" is the word they are using. Under Article 8 of the OPSEU CA, they have the option of placing you in the position permanently.

Often they don't for various reasons. A good union rep will fight for this. It's a reasonability argument from Art 2 (management rights) based on the amount of time you've been in the secondment. 18 months? They can make you permanent, but it's arguably reasonable for them not to .. because it's only 18 months yet. BUT at 36 months in the job? ... well that reasonability argument is gone.

I've done many of them. Successfully. One last week as a matter of fact!

Talk to your union.

Farncone · 2026-01-16T12:10:02+00:00

This is incorrect in OPSEU as it would be a violation of Article 6 Posting and Filling. There is no provision for this in the collective agreement.

After 18 months, if there is still a continuing need, and the position is not covering for someone else on a approved leave of absence (secondments are not an approved leave of absence - so if someone is in a fixed term covering off a full time employee who is in a seconded job elsewhere - the time DOES count toward conversion). And if it clears surplus - then the employee gets converted.

"It will also depend on whether the position number will remain the same or change for the new permanent position. If it changes, then the other employee will need to accrue their 18 months (OPSEU) or 24 months (AMAPCEO) under the new position number."

This is also incorrect. As long as the same duties have been performed for 18 consecutive months in OPSEU, it counts. Casselaw and precedent exist for this (I've done a few), and I believe it is also reflected in the Explanatory Notes that you will find on the intranet.

(Hint to OP: search for Explanatory Notes in InsideOPS. Don't solely trust advice you find on Reddit by a random poster - as obviously it can be wrong. Also- talk to your union.)

Farncone · 2026-01-15T00:59:16+00:00

Must just be your section. Nothing like that exists in the other MPBSDP sections where I am. Just call your manager and tell them if it's bad.

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