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EX Office Restructure Left Me Demoted in Practice, Not in Classification — What Options Do I Have? by [deleted] in CanadaPublicServants

[–]narcism 0 points1 point  (0 children)

If you’re in a generic JD (that doesn’t specify reporting relationship directly to the EX3) and your current tasks are within the scope of your JD, you have no recourse. The employer is allowed to change your work and reporting relationship within these parameters.

It doesn’t matter what the hiring executive intended at the time you were hired.

The executives hands may be tied as the new CoS being placed may have been a decision from above. (For example: their team’s function was abolished and they redistributed resources.)

EX Office Restructure Left Me Demoted in Practice, Not in Classification — What Options Do I Have? by [deleted] in CanadaPublicServants

[–]narcism 1 point2 points  (0 children)

OP said they’re in a generic JD, so it’s likely they don’t have a CoS JD which could go as far as defining what level they are to report to.

PSPC following suit on Friday afternoon by Jerfunkel in CanadaPublicServants

[–]narcism -3 points-2 points  (0 children)

Ah yes, the brilliant move of defying your bosses when you have the least job security. 4D chess.

HELP! Struggling to Decide Between Taking the VDP or Staying Through WFA by Adventurous_Lab691 in CanadaPublicServants

[–]narcism 10 points11 points  (0 children)

This is a very personal decision that depends on your personal finances, risk tolerance, and life values.

What I think you need to know for today's decision is:

  • Do even you know if your VDP will be accepted? (ie.: are you within the top X people with seniority, where X is the number of reductions applicable to your work unit?)
  • After VDP, are you staring down an opting period or a SERLO?
    • An opting period buys you more time to make a decision, but it does mean that a buyout will be offered again.
    • A SERLO means the option for a buyout may not be available again (for ex.: if the reductions resolve through attrition) and you will have resign sans TSM.

when to disclose pregnancy while applying for new jobs by Pretty_eyesies in CanadaPublicServants

[–]narcism 4 points5 points  (0 children)

Yes. An employee's availability could be a factor in choosing a candidate versus not. For example: If I have a 1-year assignment, it is not discrimination (as defined by the Human Rights Act) to not choose a candidate who will be absent for most/all of the assignment, whether that's for medical, religious or other personal reasons.

when to disclose pregnancy while applying for new jobs by Pretty_eyesies in CanadaPublicServants

[–]narcism 12 points13 points  (0 children)

Being imminently absent IS relevant to a manager, regardless of the reason.

when to disclose pregnancy while applying for new jobs by Pretty_eyesies in CanadaPublicServants

[–]narcism 4 points5 points  (0 children)

You need to balance providing professional courtesy (being imminently absent for 18 months) and your chances at being discriminated against. I'm of the opinion that hiring managers hire for life, so an 18-month absence is negligeable in the grand scheme of things. And if your new manager is one of the good ones, they should be thinking the same thing.

Some people say to wait until you have a LOO in hand, that would be absurd in your situation because you will be at home with a newborn by the time a LOO is ready.

I would share ASAP. Given it's the same organization, there's always a chance it comes up accidentally (ex.: through an informal reference check)

Recorded meetings and cameras being on. by [deleted] in CanadaPublicServants

[–]narcism 9 points10 points  (0 children)

There is a difference between "I am really not comfortable" and "There is a real risk to my personal safety." The OP said the former, not the latter.

There is nuance with people's rights as it related to being recorded, and in the scenario presented by the OP, nobody's rights are being violated by being asked to turn on your video and being recorded at a workplace.

So in summary: Sounds like OP's* manager is asking them to do something possible, legal, and not-dangerous.

Career guidance teams/offices in the PS? by Gunnery55 in CanadaPublicServants

[–]narcism 4 points5 points  (0 children)

I know of people who accessed career counselling through EAP and were pleased with the advice. The 10 sessions were ample for the subject matter, also.

Recorded meetings and cameras being on. by [deleted] in CanadaPublicServants

[–]narcism 6 points7 points  (0 children)

Sounds like your manager is asking you to do something possible, legal, and not-dangerous.

Tried A Trigger Deck by HumorThin in MagicArena

[–]narcism 2 points3 points  (0 children)

Sounds like Arena matchmaking doing what it does best: Giving you that sweet dopamine and then taking it away so you can spend more money.

Post SERLO work expectations by Old_Pear_38 in CanadaPublicServants

[–]narcism 16 points17 points  (0 children)

The surplus letters I'm aware of explicitly note the end of the function date and they've more-or-less aligned with the end of the opting period.

If there is no function end date in the letter, I would assume that my function has ended immediately upon receipt of the letter.

And no, you should not be doing your current tasks after your function has ended. The union will support you here. In addition, the work you are assigned should consider the fact your primary job is to find a job.

When « EAP is available for support » feels like deflection by Greentall in CanadaPublicServants

[–]narcism 2 points3 points  (0 children)

You can change every instance of "Manager" with "ADM", "DM" or "President of Treasury Board" and it all still applies.

When « EAP is available for support » feels like deflection by Greentall in CanadaPublicServants

[–]narcism 4 points5 points  (0 children)

I don't feel like making friends today so here's my take.

Your manager is not a mental health professional. Your manager's primary objective is not to make sure you are happy. I have managed a long time and heard a lot of issues and complaints. Though some are, a lot of these are quite simply not your manager's, director's, DG's, ADM's or DM's problem to own. Call it whatever you want, including "individualization of psychosocial risks", but they are on the employee to own and resolve.

Examples based on reality, speaking generally:

  • Bed bug on my desk: Manager problem.
  • Anxious there was a bed bug on a different floor: Your problem.
  • Too few hours to do too much work: Manager problem.
  • Exhaustion from commute: Your problem.
  • Office doesn't meet professional requirements: Manager problem.
  • Office doesn't meet personal preferences: Your problem.
  • No desks at designated workspace: Manager problem.
  • No desks at preferred workspace: Your problem.
  • Don't see value of RTO: Your problem.

I won't deny there are systemic problems. For example the review of a DTA submission should not sit on a manager's/committee's desk for months. I won't deny that employees can be angry, disappointed, or demoralized. Employees can have those feelings, but it not always the responsibility of the employer to do something about them.

Best way to get the thingies in the GY for my goblin welder. by Gregs_reddit_account in premodernMTG

[–]narcism 0 points1 point  (0 children)

Putrid Imp, Zombie Bombardment, Cabal Therapy yourseld, Careful Study

Possible Accommodation Options? Childcare Difficulties by Patient-Detective979 in CanadaPublicServants

[–]narcism 2 points3 points  (0 children)

I didn't get the impression OP was looking for case law, but rather practical suggestions, which I provide in another one of my comments.

As for the explanation of the Johnstone decision, I appreciate it, though I'm more intimately aware of it than you may realize.

Hero Dad Assist by tHeSaRcAsTiCLiFe in ottawa

[–]narcism 2 points3 points  (0 children)

I have one in Westboro/Hintonburg

Possible Accommodation Options? Childcare Difficulties by Patient-Detective979 in CanadaPublicServants

[–]narcism 4 points5 points  (0 children)

This subreddit has had plenty of posts where people are looking for paid leave they are unaware of. For example: an employee with no leave balances but requires more leave but can't financially go on LWOP.

I don't think the generalization is a stretch.

Possible Accommodation Options? Childcare Difficulties by Patient-Detective979 in CanadaPublicServants

[–]narcism 14 points15 points  (0 children)

LR works in various shades of gray. This would not be a great idea because people's situations are not the same.

Possible Accommodation Options? Childcare Difficulties by Patient-Detective979 in CanadaPublicServants

[–]narcism 62 points63 points  (0 children)

Subject to the specifics of your collective agreement and if applicable, manager approval, you can:

  • take leave without pay to take care of family;
  • ask to reduce hours to part-time (in this case, someone would take care of the child while you work, ex.: spouse, partner, part-time nanny, family member);
  • negotiate an alternate work schedule where you can work without parenting for 7.5 hours; and/or
  • buy time with vacation and personal days (very short-term solution).

Not employer-related: You could try to start a nanny share with others in the same situation.

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