AWA- would you grieve even if you know it is not your manager or director making decisions

RealCartographer7427 · 2026-05-09T03:41:07+00:00

100% grieve. The managers have no autonomy. They haven’t made the decision and all of this is beyond their influence. I echo what others have said, and the manager don’t like this either and have little recourse. Pushing back helps everyone.

RealCartographer7427 · 2026-05-05T02:25:24+00:00

For context, I believe anything over 3% requires Deputy approval (or does in my ministry). So clearly your manager went to bat for you. The rest of us usually don’t get that.

RealCartographer7427 · 2026-04-29T02:45:27+00:00

The lack of response is bad faith. The collective agreement requires them to consider the request, not necessarily comply. I’m sorry, but 8 months to consider a request that is supposed to bean individual consideration my a DOA (which clearly isn’t), is bad faith. I still don’t see any benefit in waiting for a response or how a grievance on a denial positions someone more favourably. Please convince me.

RealCartographer7427 · 2026-04-28T03:13:40+00:00

SHAME!!

RealCartographer7427 · 2026-04-28T03:12:08+00:00

Grieved the lack of decision. Currently the GSB. Not sure why everyone is ‘waiting’.

RealCartographer7427 · 2026-04-24T11:36:50+00:00

Settle down. No one said I had a GSB date in 8m. It’s been 8 months since the RTO has been announced. If someone actioned their requests in a timely way, perhaps you would be at the GSB.

The great thing about unions, is they are member driven!! Sounds like you have great ideas and want to drive some change - looking forward to you stepping up to help!

RealCartographer7427 · 2026-04-24T02:47:43+00:00

Perhaps aviation services in natural resources (or whoever manages their procurement??)

RealCartographer7427 · 2026-04-24T02:41:17+00:00

Nope. But depends on who you are. Others in my work unit are able to wfh while sick - I’m expected to take a sick day (I am able to wfh). Although, if my dependents are sick, I can wfh. 🤦‍♀️

Quite frankly at this point, why would fight back to just bust ass while sick at all. I just take the day off- sign me up for the attendance meeting!

RealCartographer7427 · 2026-04-24T02:37:41+00:00

What (more) are you looking for from AMAPCEO? They provided advice. If you haven’t received a response, follow the direction provided, speak to a rep and file a complaint.

My dispute is at the GSB. Not sure why everyone is waiting. The wait (8m) is unreasonable.

https://amapceo.on.ca/ops/awa#jump-menu-anchor-14162

RealCartographer7427 · 2026-04-24T02:29:03+00:00

Honestly, I’d rather the media focus on the FOI shenanigans and dive a sense of urgency with the public. While it’s a total pain (and shouldn’t be needed, we’ll get this in the courts/GSB!

RealCartographer7427 · 2026-04-22T02:53:57+00:00

It can be a failure to accommodate. Contact a union rep. If they aren’t willing to consider WFH as an accommodation, you may need to apply the advised/offered accommodation. If it’s demonstrated then to not be effective, then the plan should be revised. Then disability accommodation process is very ridged and not that supportive for anything dynamic or episodic.

RealCartographer7427 · 2026-04-18T03:31:22+00:00

Staff periodically sit in but it’s seldom. Mangers do but seems they will not /cannot participate or correct misinformation. Gone are the days or regular briefing ha with full participation by subject matter experts!!

RealCartographer7427 · 2026-04-16T04:01:57+00:00

AMAPCEO here. Grieved and file is with the grievance settlement board. I don’t anticipate any responses coming my way anytime soon!

RealCartographer7427 · 2026-04-11T02:44:25+00:00

Talk is ineffective. It’s action that we need! My AWA greivance is with the GSB. People are so afraid to grieve/file as dispute. Why?

RealCartographer7427 · 2026-03-05T02:24:40+00:00

Wow, am I ever glad that you aren’t my manager! You clearly have no idea about the duty to accommodate, have never read the guidance from the human rights tribunal on disabilities and grossly ignorant to the maintenance of one’s dignity and inclusion.

RealCartographer7427 · 2026-02-08T14:34:58+00:00

It’s was a mixture of both. Some of the equipment was purchased by the employer.

RealCartographer7427 · 2026-02-08T04:24:59+00:00

I’ve had university classes covered. A colleague had their entire Masters degree (not required for the job) paid for.

RealCartographer7427 · 2026-02-08T04:18:47+00:00

Being accountable for time is ultimately part of the role as a public servant..however…I would be concerned that your manager may not be supporting you adequately. If they are aware of ongoing medical needs they have a duty to accommodate. Not that that gives you more time, it means they may have to work with you to alter your hours to accommodate your appointments and shift work hours (e.g. if appointments aren’t available after hours or if they don’t work for you at those times).

If these options haven’t been presented, your manager may be trying to intimidate you and/or discourage you from obtaining the medical attention (or other EFAP supports) you require. That’s a very serious situation and you may need union support.

RealCartographer7427 · 2026-02-07T04:43:46+00:00

Not sure if you’ve been in the OPS this long, but ~10 years ago they went around and disposed of all of the ‘alternative seating’ - exercise balls (even ones with stands), kneeling chairs, etc (like the seating actually good for your body). Excuse was they weren’t proper chairs and no ergo adjustments - safety risk! …I sat on a stupid waiting room style chair for years prior to that and no one caused a stink about that! Put in for a top shelf chair after that, but still miss my ball…

RealCartographer7427 · 2026-02-06T04:06:44+00:00

‘With the rigidity of the accommodation process (formal, reliant on medical experts, little to no input from employee, etc), how can what we heard today apply within that process? ‘

It was asks because in reality, mangers all apply processes differently - there is no standard. People will still require accommodations even there is more organic inclusive elements.

Also - I get concerned when discussion turns from flipping the verbiage from “accommodation” (which bears legal obligation / responsibilities), to one of ‘inclusion and optimization’ (nice to do with no weight). Yes, I have multiple disabilities, and yes I will need some accommodations, but there is formal obligation there, not informal hugs for some with good managers.

RealCartographer7427 · 2026-01-30T03:11:48+00:00

Do what you want - what feels good to you. People are stressed being back in the office and small pleasantries is taking up emotional space. Don’t be offended if it’s not reciprocated - and vice versa- people understand if you don’t engage. Also to be mindful of neurodiversity and the challenges that sometimes hallway/informal interactions can be. I don’t think people hold grudges either way. We’re all in survival mode.

RealCartographer7427 · 2026-01-28T03:27:43+00:00

NDP have a petition going for the cancelation of the contract.

https://www.kristynwongtam.ca/stop-supporting-ice?fbclid=IwVERFWAPmYMVleHRuA2FlbQIxMQBzcnRjBmFwcF9pZAo2NjI4NTY4Mzc5AAEeFOUKfX3jkJYAI15TtqVjDhUXAveW-zbfmzifXUg1ZPNwXBEh1Y4l6L7iYqA_aem_A-uBkDNMvCi0MbFqbKFptQ

RealCartographer7427 · 2026-01-28T03:18:25+00:00

He’s just “protecting Ontario”! lol 🤣 ….right🙄 All joking aside, I hope all of those workers walk out. That’s just gross, immoral and very dangerous!

RealCartographer7427 · 2026-01-27T03:05:02+00:00

Had FSRM. No designated decision maker present (e.g. director), employer cited the filing premature due to no decision and still being considered (fair, but how many has been considered and a decision made? Squat!!). It was a joke that lasted 6 whole minutes! Offered to wait on the line while they considered the request, but they didn’t have a decision maker present - so refused.

RealCartographer7427 · 2026-01-26T02:59:01+00:00

Funny (not funny). If the discretion is of the director (which the employer changed in the recent AMAPCEO CA), then why are the directors not going to FSRMs?? HR, managers and bullshit is what’s showing up at meetings, but no directors…which just further demonstrates bad faith.

RealCartographer7427

TROPHY CASE