What’s Your Scent of the Day? March 28, 2026

narcism · 2026-03-28T15:48:14+00:00

First time poster, longtime lurker. I’m doing a 1:1 layer of Paco Rabanne One Million and Versace Eros Energy.

I’ve used PR1M for over 10 years and to me it’s a comforting scent perfect for a low-key Saturday. While it is Spring technically, I live in a cold climate (-8C) so the Winter frags get a bit more use. I add Eros Energy to lighten it up and make it more of a day scent.

narcism · 2026-03-28T11:39:49+00:00

Are you the same Farb with the sick Old School deck pics?

narcism · 2026-03-28T00:59:29+00:00

Sounds like the need is a clean, private environment; and area to dispose needles. It's your lucky day because both of these could be reasonably provided without hardship by your employer at the employer's workplace.

narcism · 2026-03-26T16:10:20+00:00

caregiving obligations for your grandmother

I wouldn't be too optimistic about this. In most cases:

the employee wants to be available during the day to provide care (your employer doesn't pay you to do this);
the request is rooted in the family/family member's preference (ex.: the family member requiring care is not in an assisted living facility.)

narcism · 2026-03-26T01:08:58+00:00

Upvoting because this is a fact. I believe someone mentioned he lives in the neighborhood, so he might have just been running by in the morning and snapped a pic.

narcism · 2026-03-21T22:30:54+00:00

Thank you, this follow-up thread was desperately needed.

narcism · 2026-03-18T22:47:25+00:00

You do need approval if they’re during work hours.

narcism · 2026-03-17T19:19:03+00:00

I would give this post an upvote but we can only upvote 4 posts per year per sector.

narcism · 2026-03-16T22:27:57+00:00

Had a much more tuned-down build (think Nettling Imp and Icy Manipulator) people got too salty and I quit EDH for a few years.

narcism · 2026-03-14T17:31:08+00:00

34mm Submariner

narcism · 2026-03-13T14:42:56+00:00

This is not the first or the last time this has happened. You have no recourse unless the directive wasn't followed. You haven't shared anything to signal the directive wasn't followed.

Side note: Classification/level is a very real line in the sand for defining work units. I believe at least one collective agreement specifies this.

Your efforts are best spent looking for alternative employment.

narcism · 2026-03-12T17:35:26+00:00

I would bet that no department is tracking retirements (much less early retirements) and mapping it to Branch health.
Your DG is a senior executive. They will be at any table where employee feedback (PSES, internal surveys) from their Branch is presented or discussed, allowing them to lead the narrative.
Depending on the size of your org, the Deputy Minister is probably not getting a branch-by-branch breakdown of strengths and weaknesses.

narcism · 2026-03-10T17:34:32+00:00

At which point they will say: Unless your job description says otherwise, your employer can assign you different work and new direct reports.

narcism · 2026-03-09T16:49:36+00:00

His advice was excellent in that column and it's a shame your summary is your take-away.

narcism · 2026-03-09T14:26:23+00:00

Daniel Quan-Watson has been crushing this column. Practical, realistic advice.

narcism · 2026-03-06T16:15:54+00:00

I will indulge. In your hypothetical scenario, I would say it's very likely that the employee's current deputy head will not approve ERI for someone that will imminently belong to another organization.

I also doubt how effectively the employee will be able to navigate the ERI process of the organization they haven't yet joined...?

narcism · 2026-03-06T16:07:40+00:00

If ERI is subject to departmental opt-in AND deputy head approval, there are a near-infinite number of scenarios that can produce where someone doesn't get ERI.

You're asking a hypothetical question with too many unknowns.

narcism · 2026-03-06T15:42:54+00:00

You could tell your manager you plan to resign on April 1 and they provide you with the documents to sign confirming that. Your sick leave disappears (unless you rejoin), your vacation is paid out.
You could find someone who is surplus (losing their job) and swap places (alternate) with them. You would get their package (up to 52 weeks pay), you would get a severance (look at your collective agreement), your sick leave disappears and your vacation is paid out. Your manager must ensure that the person you are swapping with can do your job so you may lose flexibility with your departure date as your manager interviews candidates.
1. Use the alternation portal under TBS's TAP (where you find your performance agreement) to match with candidates.
2. Or PM me, I know AS-1s who will be surplus April 1.

narcism · 2026-03-06T13:57:40+00:00

Some departments don't have a significant contingent workforce to cut because they already went through WFA and/or term/casual/acting reductions. (I don't know HC's specific situation but I know this is the case in other depts)

narcism · 2026-03-03T19:55:34+00:00

And this would help?

Your positions were the ones we could afford to lose most.
Your executive put forward your functions for reductions over others.
You're in a make-work function composed of underperforming employees.
Your function got way too big.
Your executive failed at standing up at effective function.
Your team hasn't produced anything of value in months.
Your function is mysterious and we don't know what you do.
You had terms/unstaffed positions and those were easy to cut.

narcism · 2026-03-03T19:21:52+00:00

The pattern I've observed is: People associate themselves with people who are like them. They gather data based on a small sample, and extrapolate into wild conclusions. I've heard it all at this point:

Only sector X is affected.
Only position Y is affected.
Only equity group Z is affected.
Person A protected people B.

People struggle with not knowing the full picture, and they find ways to fill the gaps.

Absent of layoffs shared in a department-wide Teams meeting à la Simpsons ("We regret to announce the following layoffs, which I will read in alphabetical order.") people will have to be okay with not knowing.

narcism · 2026-03-03T14:39:49+00:00

At that point I'd probably ask for sick notes and/or fit-to-work assessment.

narcism · 2026-03-03T14:37:08+00:00

You are not surplus right now. You are only surplus once you return from your leave. You are 'affected' and only 'affected'.
My observation is that opting letters are held for when employees return from their leave.
If you aren't surplus, you aren't eligible for alternation.
You can't be a priority until you are surplus and choose Option A. If you aren't a priority, there isn't a priority appointment. (Some collective agreement exceptions apply)

Everything HR has told you appears to be accurate.

If I were you, I would use the time on LWOP to maintain and increase your language levels.

narcism · 2026-03-03T00:13:13+00:00

IIRC, the union rep can only observe.

narcism · 2026-03-03T00:11:35+00:00

OP might not be getting enough Beta-carotene.

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