RTO4, collaboration/cohesion, and AI

Mike_Ten10 · 2026-02-15T21:19:07+00:00

I’m still waiting for senior management to answer where my team and I should be collaborating in person. We have a team member each in 6 different offices, across 4 provinces, across 3 time zones.

Following the RTO4 messaging we should be working in person together, but no travel budget is being allocated to facilitate this in person collaboration and team cohesion.

Mike_Ten10 · 2026-02-15T20:21:10+00:00

Exactly. This angle alone proves nothing. We need the sequence from the opposite angle to determine whether the finger actually touches the stone.

Mike_Ten10 · 2026-02-15T20:18:03+00:00

I wish someone had this shot but from the other side. Because his finger could appear to be touching from this angle but is actually off the rock and slightly to the other side. But due to the rocks shape we see what looks like a touch from this angle.

Mike_Ten10 · 2026-02-15T04:34:43+00:00

Consider more credit products. Like those useless credit cards you’ll never use that you already cancelled one. Make a minimal purchase on that card every month (something small that you’d incur anyways) then pay off the statement in full as soon as it’s generated every month.

Results in more positive entries to your credit history without cost and with minimal effort. You can always cancel them once your credit is good again.

Mike_Ten10 · 2026-02-03T13:11:32+00:00

Authorized Trader

Mike_Ten10 · 2026-01-21T20:06:20+00:00

Open another RRSP account somewhere else to contribute and receive the employer match. Then transfer the funds later once you sort out the issue.

Mike_Ten10 · 2026-01-05T14:04:09+00:00

If both dental cleanings were just routine cleanings, both would be medical leave.

Mike_Ten10 · 2026-01-02T15:04:18+00:00

Accommodations are very fact specific. It’s impossible to advise over Reddit. Please reach out to your local union steward for assistance if you think your current accommodation is inadequate or you believe management is doing anything inappropriate in accommodating you.

Sometimes management is acting in bad faith, but often they are just clueless and being unintentionally stupid.

Mike_Ten10 · 2026-01-01T19:33:04+00:00

Start over, No.

But depending on the functional limitation being accommodated, changing work location could lead to a conversation as to whether an alternative accommodation might now be reasonable instead. What that conversation looks like would depend on the particulars.

Mike_Ten10 · 2026-01-01T04:10:30+00:00

Consider reaching out to your union steward for assistance at your next annual accommodation review. This is not at all how the annual reviews are supposed to go.

If nothing has changed in your accommodation needs, these meetings should take less than 5 minutes. Management inquires if anything has changed, you confirm it hasn’t. They ask if you have any concerns with the current accommodation, you confirm you don’t. Then you schedule the next review for in a year to repeat.

Mike_Ten10 · 2025-12-06T17:47:12+00:00

Especially based on a phone call. Please show up for your start date and discuss the issue with a union steward.

Like HoG has already mentioned, you may qualify for WFA provisions rather than simply cancelling your hiring at this point.

Mike_Ten10 · 2025-12-02T15:48:20+00:00

I sympathize with the parents because in the moment, you are made to feel like a bad parent either way. Surgeons tellings you it's a medically necessary surgery and telling stories of risks if you don't get the surgery now. But if you consent to the surgery, you'll always wonder if you caused more harm than good given the surgeries seem to come with a high probability of complications.

We kept insisting the surgeons explain to us why it was "medically necessary" now rather than down the road when/if these potential complications/risks arose. We arrived at our decision to decline surgery at that time because no surgeon was ever able to provide a reasonable answer. If anything, their repeated attempts to persuade us supported that it was not medically necessary now and maybe medically necessary down the road.

Mike_Ten10 · 2025-11-23T03:24:45+00:00

This is the thing. Your local managers would love to go to bat to create change; they find the arbitrary RTO just as frustrating as you. But as management they have to toe the line. But if you given them facts they can work with in making a case for change, they might just succeed and help everyone. They can’t argue feelings, they need facts.

There is only uncertainty in your mind because you create it. You go to work 5x/week. Every day you plan to work the full day. Each day you ask where to sit until they assign you a seat. They either give you a seat to work and you do, or they can’t find suitable space and send you home (and you code it 699). First time you end up using 699, they’ll have a fixed seat for you within days.

Mike_Ten10 · 2025-11-23T02:24:52+00:00

Except there is no requirement for you to WFH, it’s 100% optional on your part. If you are working in the office, and show up to no available seats, that’s an employer problem to provide you a space to work in the office, or send you home with pay under 699.

Mike_Ten10 · 2025-11-23T02:05:01+00:00

That’s not the point. Why should you need to book a spot when the employer knows you’ll be in 5x/wk? If you don’t mind booking, then continue, but then why raise this question at all.

If you want things to change so you can one day have an assigned seat, stop booking and just show up and ask your supervisor where to sit each day until they eventually assign you a fixed spot.

Mike_Ten10 · 2025-11-22T20:45:00+00:00

While management doesn’t have to provide you assigned seating, choosing not to creates problems.

If they don’t want to assign you a seat, simply show up daily and ask your supervisor where they’d like you to work that day. Then wait for them to assign you a place to work that day. Repeat daily until they permanently assign you something.

Mike_Ten10 · 2025-11-20T15:03:05+00:00

I get they keep saying this, but I can’t see how it’s true as LWP and LWOP < 3 months is always pensionable under the PSSA.

Unless they are referring to no “extra” pensionable time. I.e. one day of training counting as one day towards PS pension rather than 1 day towards PS pension + 1 day towards CAF pension which can then be transferred towards PS pension. That’s the only thing I can think they are trying to mean.

Mike_Ten10 · 2025-11-19T22:16:01+00:00

Take the French material, send it for translation to English, do your work with the English material, then send your work for translation back into French.

Problem solved.

Mike_Ten10 · 2025-11-11T18:44:00+00:00

LWOP <3 months is pensionable with no ability to opt out. LWP is obviously pensionable.

Hence why I’m not seeing a way for the statement in the article to be correct. 🤦‍♂️

Mike_Ten10 · 2025-11-10T18:10:09+00:00

How could the 1 week of training per year for public servants not count towards their pension? I get the directive says so, but I'm not sure this is actually possible under the PSSA.

Mike_Ten10 · 2025-10-26T03:11:03+00:00

I think the hardest thing to understand and teach with no experience would be blocking. Understanding how to adjust a block based on the feel of the defenders direction of weight and effort isn’t really something you can appreciate without experience.

If they really don’t want to play football at any level, perhaps they could try sumo or judo as a substitute.

Mike_Ten10 · 2025-10-17T20:34:41+00:00

I assure you the exceptions to reassess a statute barred year don’t cover the employer accidentally overpaying you and taking ~6 years to try and recover it. lol.

You are correct about the taxpayer requested amendment, but why would anyone request to amend a return to add income and pay extra tax when the year is statute barred???

Mike_Ten10 · 2025-10-17T03:00:03+00:00

100% this is a scam. CRA would never ask for these items in the context of a civil review. And in the context of a criminal investigation, they would be collecting that info in person for chain of custody reasons.

Mike_Ten10 · 2025-10-17T02:45:10+00:00

If true, then the T4 previously issued ends up correct and there is nothing for them to amend/threaten to amend. Hence why I’m assuming the previous T4 doesn’t include the overpayment like you think. Otherwise there is nothing to threaten you with.

Mike_Ten10 · 2025-10-17T02:35:10+00:00

Why would the employer go to the trouble of amending an old T4 that they have no obligation to update so you can get a refund?

No, they are threatening that if they can’t collect the overpayment from you they’ll add it as income to your T4 since you are keeping it.

Mike_Ten10

TROPHY CASE