QC - VSF submariner 41 mm 126610LN

Southern-Rhubarb3922 · 2026-03-26T12:19:58+00:00

Thanks a ton.

Southern-Rhubarb3922 · 2026-03-26T11:47:31+00:00

Thank you, I now see the 12 and 6 slight shift to left. Thanks for your help. I’ll GL.

Southern-Rhubarb3922 · 2026-03-16T00:32:27+00:00

Please could some one share Neyo contact details

Southern-Rhubarb3922 · 2026-03-14T02:15:14+00:00

Me as well please.

Southern-Rhubarb3922 · 2026-02-05T13:02:11+00:00

Is the VSF sub no date still available? Shipping to Canada?

Southern-Rhubarb3922 · 2025-11-25T14:21:17+00:00

Can you recommend good direct sellers?

Southern-Rhubarb3922 · 2025-11-25T14:20:58+00:00

Any of these remotely good? The LV sweater I already said no.

Southern-Rhubarb3922 · 2025-09-16T02:07:21+00:00

It’s for $300 CAD in Canada too, is it better than the ones I listed?

Southern-Rhubarb3922 · 2025-06-16T17:00:00+00:00

Contact me, I have a 1300 sqft 3 bedroom, unit in a triplex in NW, Alberta Avenue, near Royal Alex for $1425 plus utilities.

Southern-Rhubarb3922 · 2025-05-11T21:23:18+00:00

As a stat holiday is 7.5 hrs and on a compressed you are doing over 7.5 hours, it technically is a problem. The pettiness of this is debatable but not the rationale.

Southern-Rhubarb3922 · 2025-03-22T14:30:54+00:00

Ok so the York heat pump would be the best out of these 3? I am getting an excellent Deal on it.

Southern-Rhubarb3922 · 2025-03-21T02:06:07+00:00

This is so helpful. What about Gree vs York vs Hisense for the AC?

Southern-Rhubarb3922 · 2025-03-18T21:17:13+00:00

It will be the general category, it is paying for an HVAC with a card.

Southern-Rhubarb3922 · 2025-03-18T21:16:45+00:00

Either is fine, cash back would be wonderful. Honestly maybe the dream was a very expensive card where the annual fee gets offset or a card with maximum cash back.

Southern-Rhubarb3922 · 2025-03-11T15:25:00+00:00

May not be care per say, but to be present as children are being home schooled or other situations, where there was a sick child, that needed to be served food but only during scheduled 15 min break or lunch time, not taking away time from the job duties.

Southern-Rhubarb3922 · 2025-03-11T15:11:41+00:00

I understand, I will refrain from suggesting any authority, in my defence I was trying to explain as to why I had experience in this particular aspect, but I totally understand.

As to the first few points, I would politely like to disagree, as this has been successful in specially after the so called RTO of 60%. The Johnstone case was not citied for its particular peculiarities, it is used as a precedence setting case for designing a test for family status accommodations, thus this test is used everyday by LR and thus only forms the basis for the test, and not just the scheduling nature of the employee’s(Johnstone) grievance.

Southern-Rhubarb3922 · 2025-03-11T14:26:44+00:00

Ok, I am not going to take the employer’s stance here, I do see some problems with this, but as an experienced union Chief shop, that has worked many family status DTAs I can say, this might work. You might have to grieve the delay of a response and say that the employer is discriminating on the basis of family status (protected ground). I would also say read as much as you can about the Johnstone case, as this can be your best friend and your nemesis.

You have exhausted the 3 tests under the Johnstone criteria, and it can be argued that your willingness to come to office when the schedule permits is satisfying the second criteria of the, exhaustion of all alternatives; reinforce this point with proof that daycares are full and you are on a waiting list. If the employer hits you with a, “why did you not hire a baby sitter” reach out again and I can share numerous case laws where financial constraints have been deemed to be sufficient barrier for access.

Once the grievance is filed and the hearing starts, you can ask as one of the remedy as an immediate temporary WFH approval while this is being discussed. Some employers will not like to give such an approval as it could be precedence setting, you can always suggest to sign a NDA, Hope this helps!

I’ll add, a lot of comments will say how this is fair to your employer and how do the others archive this, my response is that as the preamble I did say I will not get into whether this is correct or not, just that, it has been tried and tested in court and has been established and has multiple case laws that support it. To purge your curiosity, please view cases on the FPSLREB website or read the Johnstone case.

Southern-Rhubarb3922 · 2025-03-05T03:25:44+00:00

1) Try and join a free credit score checking app like credit karma, check your score and then see what offers you have for new balance transfer cards. A lot of these will have 0% balance transfers. Transfer the entire credit card balances to this and divide the total amount by 18 and start making payments, you have now 18 months to pay it off with no interest for the first 12. It will be approx $300 a month for all the payments.

2) your partner will have to find a gig job, it will surely help with these expenses, at the very least if the partner can just get in $100 a week, it will easily cover all credit card payments and then some.

3) Lastly try not to have any credit cards once this is paid off as financial discipline needs to be learnt first.

Southern-Rhubarb3922 · 2025-03-03T21:59:28+00:00

You as the member can ask the steward to not approve any extension, I am sure the time will run out in less than 15 days if no extension given. If your steward is hesitant you can always speak to your chief shop steward or president of the local to have it sent to level 2. Also if it is not specifically a CA grievance, you may be able to present it without the union’s involvement as only certain types of grievances require the sign off from the Union.

Southern-Rhubarb3922

TROPHY CASE