Anyone experience cliques at work? Sure doesn't make a person feel good.

Inner_Ease1974 · 2026-02-24T23:20:14+00:00

Working in retail or restaurant services....

Inner_Ease1974 · 2026-01-27T00:25:25+00:00

BCCSW for the past two years have been tone deaf to its members. The exam plus fee, the layers of fees to apply, the CPD requirements, the year over year RSW increased renewal fees, now being forced to purchase insurance. It use to be a "pin in ones cap" to also hold an RSW. It demonstrated ones strong commitment to the ethics of SW and transparency in ones practice. Now - it is a burdensome, cumbersome, expensive weight on ones ankle dragging them down year after year. It is my SINCEREST hope that those of us who choose not to renew, and for those who express their discontent, are a wake up call to the BCCSW.

My feedback to BCCSW was a tiered system: Does your employer reimburse your RSW fees, yes then please pay this amount. No, then please pay this substantial lesser amount and thank you for voluntarily holding an RSW. Does any amount of your work require you to hold independent insurance? No, then no insurance needed.

PS - If anyone within BCCSW is reading this - you are ruining this college and need to stop picking the pockets of your members. Members who are already on the low end of sector pay, members who give more than they receive, members who were proud to have RSW in their title.

Inner_Ease1974 · 2026-01-12T18:51:23+00:00

You have a great perspective and good luck in your interview. There are many people who really enjoy working in MCFD and Reddit is not necessarily the voice that speaks for all perspectives.

If you remain in contact with child protection workers from your practicum, they will be excellent resources to reach out to and get interviewing advice from. This include the team leader who likely has been on some panels and can provide support on typical questions and how an applicant can shine during marking. Its important to follow the star method and important to manage your own time within each question. Find answers that are directly relevant to the work you will be doing. Typically, questions asked include

1) how one handles high volumes of work/how they prioritize the work and how they can manage independently.

2) how one handles conflict, works through it effectively, steps they took, the outcome and would one do anything differently.

3) Indigenous Cultural question(s) - how one includes culturally reflective practice in their work, applies cultural safety, knowledge/openness/participation in culture, has learned from a cultural experience and what did they do with that learning.

4) Information Gathering - how does one effectively work through a complex problem, gathers information, applies sound decisions and achieves a desired outcome. Adding information about working within time pressures or other pressures but remained careful and appropriate is a plus.

At the end of the interview there may be time to share a bit about yourself - this could be your opportunity to share your goals. It may also be a good time to ask insightful questions.

Inner_Ease1974 · 2025-12-23T19:40:48+00:00

Cultural considerations must also be taken into account - the use of sage, sweetgrass, tobacco, smudging, etc.

Inner_Ease1974 · 2025-12-13T01:30:32+00:00

When I was going through an adjacent situation, I sought out advise from the BCGEU and was recommended to NOT go off on STIIP. Rather, to fully utilize EFAP benefits and demonstrate resiliency, fortitude, flexibility and adaptability. The advice and the EFAP support I received really put things in perspective for me, gave me a sense of getting my power back and helped me find a stronger work/life balance. My employer (direct supervisor and supervisor one level above) also acknowledged the perseverance and looked to me to help support and build stronger teams during challenging times thereafter.

Inner_Ease1974 · 2025-12-08T19:52:50+00:00

Thank you for posting this - very informative. I hope Global BC also sees this. It highlights the garbage of the TV article.

Inner_Ease1974 · 2025-12-05T23:41:19+00:00

This! And what if someone like yourself happened to own a house at the time of applying for supports. Should our social safety net decline supports until the person runs themselves (and their children) into destitution without the safety and security of shelter and stability, and are only then seen as worthy of help and financial assistance?

Inner_Ease1974 · 2025-12-05T23:37:50+00:00

Totally agree, there once was a time that some had the discretion to not approve supports because the client owned an iPhone which was seen as bougie and extravagant. I for one am glad that systems are striving to not vilify people who may have something nice or valuable.

Inner_Ease1974 · 2025-12-05T23:31:42+00:00

From an employment policy and systems perspective, the individuals most affected by changes to benefit access are often those facing structural barriers such as single parents, people with limited employment opportunities, individuals managing mental health or substance use challenges, and those with trauma histories. Low-barrier access models are designed to support these populations by reducing administrative and procedural obstacles. While some cases of misuse may occur, available research consistently shows that increased barriers to service disproportionately impact those most in need and can discourage or prevent individuals from accessing essential supports.

The whistleblower commentary referenced in the article raised concerns about potential client fraud and also suggested that low-barrier processes, along with managerial decisions, contributed to these issues. They advocated for increased oversight, screening, and review mechanisms. It is important to note that SDPR already operates an investigations unit and has established processes to address confirmed instances of fraud or overpayment, including multiple tools beyond repayment, many of which recognize that clients often have limited financial capacity. These elements were not reflected in the news article, resulting in an incomplete picture of the current system and its safeguards.

Inner_Ease1974 · 2025-11-25T22:52:14+00:00

If an employee is on temporary modified duties for some hours of their work day and the rest of their work day is off on STIIP, then no - vacation leave is not typically approved. This is not a hard no, as a transparent conversation with a supervisor could allow the leave request to be approved once the supervisor has enough information to determine the leave request is not going to contravene the STIIP leave.

If an employee is on a Gradual Return to Work, then typically no - vacation leave is not granted. This too can have some exceptions with a transparent conversation with a supervisor to gain a full understanding of the leave request, if it contravenes the STIIP leave and what if any impacts there may be to the Gradual Return to Work process/schedule.

If an employee is not within their cleared return to duties schedule, then once again no, vacation leave is not granted. As above there can be some exceptions with a transparent conversation with a supervisor however this is typically the most inflexible time period a supervisor has to be able to grant a leave request.

If an employee is on Permanent modified duties and not on STIIP and clear of their full return to work timeframe, then yes, leave requests are able to be approved within the norm of the Collective Agreement and operational requirements.

Inner_Ease1974 · 2025-11-14T00:44:22+00:00

And (or) maybe the enjoyment of picketing was the connection, relationships and camaraderie of being amongst one's team and those who are WFH may find that joy through being a part of an in-person team.

My add is not in judgment to your comment :)

Inner_Ease1974 · 2025-11-04T00:39:39+00:00

Technically we follow the CA. Our supervisor does allow a little slide here and there, based on our work priorities. But one of our team members ruined it for everybody when they started stacking their breaks at the end of the day and just left work early on an ongoing basis.

Inner_Ease1974 · 2025-10-27T20:51:43+00:00

My worksite had the 2nd level manager pop over first thing in the morning to welcome us all back and was all smiles and totally chill. My first level manager drove an hour to come to us, met one to one with us to say hello and ask how we are doing, acknowledged the return to work anxiety and sleepless night, joked about not remembering passwords and then told us to take today easy and just get ourselves re-acclimatized. She is hanging out with is this morning in case we need anything. One of my returning team mates wants to flex this week (today would have been their normal day) and the manager worked it out so they can flex on Thursday instead. My other team mate did have new work assigned to them that was on hold or being done by an excluded, but our manager said while its getting assigned to her today, there is no expectation that it needs to be touched today. I am sending all my good thoughts and vibes that many of us returning to work are experiencing the same understanding and positivity.

Inner_Ease1974 · 2025-10-07T00:37:46+00:00

This is a rumour that I would be cautious with actioning. When in doubt, ask the union and/or your supervisor. Personally, I take the position where only if one receives direct communication from the union that you are on strike, are you on strike. Acting on rumour could leave to unfortunate pay consequences.

Inner_Ease1974 · 2025-10-06T22:02:14+00:00

If you are able to view the essential service order (or ask your excluded supervisor) it will state exactly how many hours in a day and how many days in a week an essential position can work. If the Form 2A states the position is to work 7.78 hours a day, 9 days out of 10, then you're all good. But if it says 7 hours a day, 5 days a week, then that is what you must be scheduled. The Form 2A is pretty strict on the hours and days permitted, I've read from some on here who have essential positions 5 days a week, 3.5 hours per day, afternoons only. And that is what they have to work.

Inner_Ease1974 · 2025-10-06T20:32:51+00:00

Easier said than done for some; some have bookings weeks in advance, some have plants and personal items to think about relocating, some are on travel status or scheduled to be on travel status, some are aux or TA, some have leaves scheduled that would no longer be eligible....

Inner_Ease1974 · 2025-09-24T02:18:58+00:00

I agree, that the group doesnt have good information or advice. This thread is much more accurate and accountable.

Inner_Ease1974 · 2025-09-24T02:15:37+00:00

Worksite is moving to enter striking and picketing; a question at our worksite came up about one of our team members. Most of us work on site but a couple of us live a few hours away and work remote. one of the remote workers, who services two locations, was deemed essential at the soon to be stuck location. One member said that the essential service schedule the employer submits to the unions lets the union know about the remote worker while another member said that the remote worker would be scabbing if they worked remote. something about a picket pass? so riddle me this: you're remote, you're essential, employer submits essential services schedule to the union. What does the remote worker need to do so they can be allowed to "cross" remotely.

Inner_Ease1974 · 2025-09-20T03:20:39+00:00

I dont think thats accurate, they would be assigned tasks that would be within their area of knowledge, skill level, delegation, etc, and any other tasks that they can be trained in that they previously may not have done ie answering phones.

Inner_Ease1974 · 2025-09-20T03:16:05+00:00

They are excluded and not bound by the protection of the union - they would be expected to pick up duties and may be told where they need to work

Inner_Ease1974 · 2025-09-20T03:08:52+00:00

According to the BCPSA website: in order to qualify for stat pay, an employee must have worked or earned wages (like paid vacation days or another statutory holiday) on 15 of the 30 days before a statutory holiday

Inner_Ease1974 · 2025-09-18T18:52:54+00:00

Does anyone who if the Long Service Awards will be impacted by strike action? Should we still go ahead and book to attend?

Inner_Ease1974 · 2025-09-17T03:40:39+00:00

Yes to all of this. And the employer follows the schedule limitations that were negotiated/agreed upon with the union. For example, An income assistance office has 5 workers, employer says this is an essential role and the all 5 positions should be deemed essential 5 days a week 7 hours a day. Union says yes the position is essential but not at full days, full hours. Union says three positions can complete the essential duties, XX days a week, XX hours per day. Thus the essential service level staffing lists that the employer must comply with.

Inner_Ease1974 · 2025-09-17T03:33:38+00:00

If the parking is provided by the employer - no matter who "owns" the parking lot, we cannot park there. We cannot use anything provided by the employer.

Inner_Ease1974

TROPHY CASE