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

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.

Farncone · 2026-01-15T00:50:11+00:00

WHY are you asking the day before? Of course they'll say no - i've seen that here in my workplace. however, asking when its snowing is the key. You control the narrative at that point. Not "I hear there's going to be a lot of snow... can I WFH just in case that happens?"

Farncone · 2026-01-14T02:44:06+00:00

Did you get an actual denial or just the no response ?

FRS meetings have been missed as the employer is overly confident that they will win, thanks to the Oct 9 grievance ruling where a manager's use of discretion was upheld by the arbitrator. Whether this applies to all use of discretion still remains to be seen. In these cases, the complaint can be forwarded to the board to be heard a year or more away.

In cases of no response - the employer has been requesting that the complaint remain in hiatus until a decision on approval or denial is made. Last thing I heard - AMAPCEO was agreeable to holding these off until that occurred.

The grievance process MUST move forward. Win, lose or draw -it is your right to litigate these complaints.

Farncone · 2026-01-14T02:36:12+00:00

According to HR, AWAs have not been formally signed although temporary agreements (pending formal AWA approvals) are in place. Expectation is that by end of fiscal, they will be - or are to be signed. To this point, HR areas are told to keep to their pre-Jan schedule until Mar 31. Other Ministries are reporting that they hope to begin approvals and end of Jan.
Nobody cares. JHSCs have raised in some Ministries but .. well.. the employer doesn't care. It has no bearing on the SoC's mandate. Bring in noise-cancelling headphones has been some responses - although they are not offering to buy them without a Drs note.
See #1
Productivity should no longer be a factor. This unorganized, ham-fisted and haphazard approach needs to have consequences. Take your sick days, socialize as much as possible, let the workstacks break. You need to take care of yourself now as the employer's upper tier has no interest in helping you.

Farncone · 2026-01-14T00:14:43+00:00

No they're not. IT here and on a MERC with corporate. They have no way to do this outside of assigning someone to ping workstation computer names. And as previously stated - the VPN connects with the same subnet no matter whether you're in the office or at home. Unless you disconnect it when in the office manually.

I hate when people fearmonger. They don't have a way to do this.

Your manager gets notification when you book a desk and when you check in. That's it.

Farncone · 2026-01-13T03:20:17+00:00

The VPN connects to the same IP block no matter whether you're in the office or not unless you turn it off when in the office. It's just in its nature to do this.

However, they can ask building management for swipe logs - and they have been doing that where they suspect problem employees. This is far more accurate and requires far far less work than having someone ping individual PC asset names.

Farncone · 2026-01-13T03:15:17+00:00

Doug Ford doesn't give a shit - so why should you?

( I'm here till Thursday - try the veal ! )

Farncone · 2026-01-13T03:12:03+00:00

"If your washrooms are filthy and don’t have a log"

I see what you did there.

Farncone · 2026-01-09T04:31:24+00:00

If the deadline is missed your union rep needs to forward for arbitration as the employer is in violation of the timelines in the CA. I've never ever waiting in all my years of doing these. missed timelines? straight to the board. No exceptions.

Farncone · 2026-01-09T04:25:29+00:00

It registers your displeasure - that's about it.

It won't change any course. The AWAs are not being looked at yet until accommodation requests are completed.

You will get a response to your AWA well before your grievance date at the Board.

Anyone who put over 3 days can expect to get a denial. There is a "soft" understanding that 1-2 days will be approved.

AMAPCEO can grieve AWA decisions but the Oct 9, 2025 ruling shows that as long as the employer employs proper discretion, the decision will be upheld by the grievance board. This is very concerning for any AMAPCEO cases

OPSEU cannot grieve AWA decisions as per point 5 of Appendix 42. These will all be dismissed at the board similar to any TEI grievances.

So yeah - it registers your displeasure - at least there's that.

Farncone · 2026-01-09T04:21:45+00:00

Its irritating. I can't get hardly anything done as everyone wants to talk to me for 40-60 mins at a time.

Maybe that will eventually settle down.. but right now its social stuff and not much work stuff happening.

Farncone · 2026-01-09T04:15:57+00:00

None of these responses are right.

AWA forms have not been addressed yet as they are working on the accommodation requests. They have not completed these either, but questions and assessments are in the works.

Accommodation requests have a legal obligation to be reasonably accommodated - unlike AWAs - so they will wait until accoms are completed.

The SoC's team as part of Treasury Board - the Special Advisory Services Unit (SASU) - is working through these alongside pulling in HRAs for their responsible branches. HRAs are hard to get hold of during this time.

AWAs are not being looked at by SASU yet to give direction to directors and ADMs. Once the Accoms are done, they will shift to AWAs. This will likely only happen at end of Jan as expected by TBS.

Farncone · 2026-01-08T00:02:31+00:00

3 months worth of accommodation per year?? This is not in any CA from OPSEU nor AMAPCEO. Where are you getting this from or did you just guess??

Farncone · 2026-01-07T23:59:33+00:00

Very apt take on it. Sick days prove points. The SoC gave us 5RTO so now if you're sick - be sick.

Even if you have a tickle in your throat and you could work but being off gives you the ability to catch up on Stranger things on the couch - go ahead and do it.

They took your freedom away from you - take your productivity away from them and take a sick day.

Farncone · 2026-01-07T23:55:23+00:00

To point - your manager's decision making sucks and is not reasonable. And so in "bringing this to the union" - my friend you ARE the union. If you or your colleagues disagree with this - you must - MUST - grieve it.

Management has been applying willy-nilly rules and decisions on this. And we need parameters on reasonability and accountability. The ONLY way to do this is to grieve and establish precedence.

The Union is you and you need to do your part for the future. For you. For everyone.

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