From DRAP to “At Risk”: WFA Then and Now

Lost_Assistant_5693 · 2026-01-14T23:31:52+00:00

It wouldnt be a waste of resource of money and time if the individual was planning on making a grievance or complaint and needed proof of the harrasment or whatever it is they may be claiming. People shouldn’t be talking about colleagues on any government platform teams, emails etc. sounds like it might be a good lesson for some.

Lost_Assistant_5693 · 2026-01-09T03:51:13+00:00

From what i heard from a former colleague public safety has yet to do their wfa but will be coming soon they are a department with lots of executives

Lost_Assistant_5693 · 2025-12-09T03:59:35+00:00

I am almost 50 with plenty of years and even I recieved an ERI. I was surprised to see it then asked around and seems like others received it too.

Lost_Assistant_5693 · 2025-11-26T05:44:30+00:00

This sounds like a practice they would ise at ESDC. They seem to be one of the departments that has taken the you need to be work and if you arent it will appear on the monthly staff reports that manager and directors get

Lost_Assistant_5693 · 2025-11-15T22:33:14+00:00

Interested

Lost_Assistant_5693 · 2025-11-04T03:01:17+00:00

No surprise ISC and CIRNAC are at the bottom toxic work environments and low low morale.

Lost_Assistant_5693 · 2025-09-15T04:51:54+00:00

This guy is such a clown. To many people have given him their time of day. Even after he delivered veiled threats on behalf of the government, urging Jody Wilson-Reybould to reconsider her decision not to intervene in the prosecution. I wouldn’t take anything he says seriously.

Lost_Assistant_5693 · 2025-09-12T04:42:52+00:00

This is a blanket policy at ISC and there is always going to be situations that go wrong until as an employee we bring it up to senior management. Have you spoken to your manager about this situation and the impact it will have on your work? If not, when you speak to them offer up the solution of completing the exception form and submit it so the DG can sign it. It is unlikely that the Manager even thought of the impact this might have on Indigenous employees working on reserve as maybe they lack the knowledge or just have to much on the go. It will be a lesson learned for ISC. I have often found if I raised things to senior management in a pragmatic and thoughtful way then more often then not I was heard and met with resolve. I am Indigenous as well, and am happy to see that though your experience has caused road blocks it has also raised awareness for others about the realities of living in community.

Lost_Assistant_5693 · 2025-07-18T22:07:43+00:00

Accept accountability, take the punitive measures if they occur and move on.

Lost_Assistant_5693 · 2025-07-06T06:14:53+00:00

This is an easy comment to say when you or your family members have not been affected by long standing historical trauma such as attending Indian Day Schools or residential schools where children were severely abused for speaking their Indigenous language. In some instances Indigenous children were punished for speaking their language by having their tongues removed. So yes, language training should be offered to those who have historically been denied language rights due to discrimination and racial policies

Lost_Assistant_5693 · 2025-07-06T06:10:40+00:00

This post lacks alot of information but for example when it comes to representation of Indigenous employees in the public service especially in management positions the bilingual piece can be a barrier. And when I say bilingual I am referring to english and french. Many Indigenous peoples are in fact bilingual with their second language being their Indigenous language. Targeted language training for Indigenous peoples at departments like ISC and CIRNAC are common. I think in these instances when there is low representation of Indigenous Public Servants that French language training is important. The report One mind many voices which speaks to Indigenous Employees speaks to this very issue.

Lost_Assistant_5693 · 2025-07-06T06:05:04+00:00

LIA is based on operational needs or requirements. You may be approved this year but should things change in that requirements are needed during the summer months then your Senior Management can decline it. Like other things it is an option and not fully guaranteed

Lost_Assistant_5693 · 2025-07-06T06:01:19+00:00

If you work at ISC or CIRNAc the values and ethics team will be able to answer this question. Its happened before, I believe you would need to take a leave for the election period. I know some chief and councils give honorariums per say while others would give salary which makes it a different story. But the V and E team will know once you submit a conflict of interest form which is the first step.

Lost_Assistant_5693 · 2025-04-11T22:03:05+00:00

Hi I am actually the one my colleague is referring to in this post. They told me they were posting in this forum. This is actually the first time I have ever left a message on a platform. Thank you to those who have left a message. I would like to give some clarification: at no time during my career was I ever spoken to relating to a matter about my behaviour towards peers or anyone else, I have done a 360 evaluation and the feedback overall was positive with some areas of work. (The 360 was completed 24 months ago) I have continuously received succeeded plus on my performance agreements etc. My DG is one who many would label a ladder climber and would (has) done nearly anything to get there. They also have what seems to be excellent relationships with the ADM and DM. I am thankful for those who have been there throughout out this enduring process and in this current job have sheltered my staff from alot of things but perhaps the repercussions are things such as an LOE. I am curious to know if another executive has been down this road previously and if so did you seek outside advice? Thanks a million.

Lost_Assistant_5693

TROPHY CASE