I’ve been having some issues with the way short-term acting assignments are offered at my branch.

Whenever I go on vacation, my manager has a more junior employee act for me. However, when I try and notify them of the tasks that will come in that they have to do, my manager jumps in, says the acting employee does not have enough experience to do these tasks, and tells me that I’ll need to do them when I return.

I was always under the assumption that an employee acting needs to do all the work related to that acting position. Is this something that I can bring to the union? I’ve protested to my direct manager and was dismissed.

After 9 years in my current role I've been offered (verbally) an amazing opportunity to move Departments and Classifications in the PS. It looks like it will be a straight indeterminate to indeterminate transfer.

I've seen postings about ppl taking LWOP just incase to go back, but I'm not sure that would apply to me. And it's not an acting, Deployment, or secondment as far as what I can read. The safety net would be comforting.

I know nothing is final till I have signed the LOO. Currently I'm in the security clearance process. So my start date could be weeks or months away.

I'm just wondering when I should let my manager know about my possible departure. I work a non-conventional schedule and we are short staffed so I don't want to leave them in the lurch to fill my spot, Or blindside them with the news when the other departments HR comes calling.

Suggestions how to approach it to help both departments with my transition tactfully and professionally would be most appreciated. It is giving me anxiety As the other department shares a building and I can interact with my old one.

Is to normal to feel bad leaving? Ppl in my current department move around lots internally, Others on the sub have mentioned that one must take control of their career and not wait for others. Now that I have, I'm suddenly nervous. Excited for the new role but nervous.

Thank-you, a lot of you have helped over the years with information.

EI, Pensions and CDCP Call Centre Term Employees, curious if anyone has a contract past 2026/03/31? If you do, when we're you given the extension?

I know it is really early and we are looking at budget cuts which may mean no extensions or even early termination of contacts due to budget cuts, however I'm just curious to see if any one has extensions past this date yet.

So I am a "manager" at PHAC. Last week my boss asked me to update my account, with emails, and phone numbers. I am on Family LWOP. I am an English essential unicorn position. I am 99% sure getting surplus status.

My question is about alternation, and swapping positions. In the town hall this week they mentioned that "swaps" will be allowed. I have looked at the agreement and it seems that is a "normal" part of WFA. The town hall mentioned GCONNEX (GCXchange) as the portal for finding individuals who would want to alternate. I went in GCONNEX in yesterday and it is a virtual desert of misery. There is extremely limited number of individuals who advertise for "swaps" this year for the other effected Departments. When I asked HR person i know this week, she told me go through GCCONNEX. I also signed up for CAPE to look at their exchange. There is five people on it.

I thought there would be more, as numerous organizations have gone through WFA this year.

So what am I missing? Where are the 10-15% of the work force that is in the retirement zone? It feels like no one want to attrite? I know there is no offer of waivers for penalties if you retire before 60 - are people waiting for that? Was that ever a thing?

I am okey with whatever life throws at me. Might cry a bit. However when faced with difficult choices you realize very quickly that all the talk about alteration, swaps, waivers, GJRO, and other "safety net" rings hollow. Trying to be an optimistic realist. :)

Any suggestions, points? :)

Hello! Is there a list or a breakdown of which departments during the 2008/09 WFA were most affected? Curious if some departments may be "safer" than others?

Happy Friday everyone!

Finally got married this past weekend. Was wondering if there was a recommended checklist/list of things to do as a PS once you're married (benefits, clearance, etc) just so I don't miss anything.

Thanks om advance!

Public Health Agency of Canada cutting hundreds of jobs

https://www.ctvnews.ca/ottawa/article/public-health-agency-of-canada-cutting-hundreds-of-jobs/

Asking for advice on how to go about seeking a new job while pregnant. I’m currently in early pregnancy, and my agency is sending mass WFA letters next week. I’m hoping to find a new job through alteration but i will need to go on mat leave in March 2026. How do i disclose this information, and will i be rejected due to my pregnancy status? Any managers out there who can provide some tips? I was planning on disclosing my case up front, but I’m really worried…

The first major project has been accomplished: in addition to a CEO, the Major Projects Office has a website.

It's unclear how this new organization is structured - whether it's part of the public service, a Crown corporation, or some other new government structure. The enabling legislation doesn't say much about it:

20 An office may be established to coordinate the exercise of powers and the performance of duties and functions under this Act and the enactments with respect to projects that are in the national interest and to serve as a source of information and point of contact for the proponents of those projects. If an office is established, the Minister is responsible for it.

Has anyone ever filed a grievance against the pay centre and won? What was the process like and how long did it take?

Can anyone help me clarify whether GRJO is offered to some people already identified as surplus after SERLO selection or to people identified to be retained after the SERLO? If it is for surpluses, how do they decide who will receive GRJO versus no GRJO? Much appreciated!

I was selected to go on relatively long assignment for close to a month in a remote area. I'll have to stay in hotels during this time and I wouldn't be able to cover the expense of accommodations on my own card.

I applied for the IDTC on Tuesday this week, and fly on the 19th. Just wondering if in others' experience if that would be enough time to get the IDTC, or if I should be flagging that things might need to be postponed to give it time to arrive?

As the title states, I am wondering if it is possible to ask to report to a different supervisor? I have reported to other folks on the team in the past as priorities have change and I have moved around. The person who was in charge of my file in the past reported to the ED, so I was thinking that could be an alternative, but I know the ED also has a lot on their plate.

All in all to say, I was looking to hear people's past experiences. Mainly, if anyone as ever asked to switch supervisors? and if so, why, what was the reaction and how the process went.

Hey everyone. I’m an EC-5 in my mid-forties with 15 years’ service (pre-2013 hire), in a department and role that are vulnerable to looming federal PS job cuts. Just doing some longer-term financial scenario-planning in the event I’m caught up in WFA, hoping folks can help clarify a point of confusion.

My question has to do with how pension indexing to inflation works if I’m laid off well before I’m eligible (in terms of both age and years of service) for a full pension.

Let’s say my best-five years’ salary currently averages out to $100K, I’m laid off tomorrow, and I choose a deferred annuity starting age 60 (15 years from now). Would indexing start this year as I’m being laid off, such that in 15 years’ time when I start collecting my pension, the amount I receive would be based on my $100K average salary in 2025 dollars (say, roughly $145K or so in 2040 dollars)? Or would indexing start only when I start collecting my pension in 15 years’ time, such that the amount I receive then will be based on $100K salary in 2040 dollars?

Thanks in advance for any info you can offer.

Hi everyone,

I’m hoping to get some perspective on a frustrating situation at work. I started through the Federal Student Work Experience Program and was told that once I graduated, I’d be staffed into an indeterminate CR-05 position. Later, I found out that another unit “took” that position from our unit and filled it.

I was told that I’d just need to wait until they could move that person to a different position, and then I would get the indeterminate CR-05. I’ve now been in term positions for almost 2 years, and nothing has changed even though my manager has fought for this position back on my behalf and involved our union representative.

On top of that, I’ve been acting in a higher-level position for the past year because one of my coworkers went on extended leave. I was told I can’t be extended in that acting role due to not meeting the language requirement. However, I recently learned our unit has another vacant position at that level without a bilingual requirement, but they don’t want to staff me in it because it “looks bad” moving me from a bilingual position. For context, I don’t work in a bilingual region, and we don’t handle French files.

I feel like I’m being played around with regarding staffing and I’m not sure what my options are. Is it worth going back to my union representative about this, or am I essentially stuck because I’ve only been on term and acting positions, which can end at any time?

Any advice or similar experiences would be greatly appreciated.

I started as indeterminate in 2003. In 2013, when the government offered employees to take the severance pay or leave it for later, I chose to accept it. In 2013, I was "drapped"and went for option C(ii). I took the full two years of LWOP, and four months after receiving the layoff letter, I found a new indeterminate position in the government (2015). Fast-forward to today, I am going through another WFA. When I received estimates for TSM and other amounts, I was told I am not eligible for severance pay, because I accepted it in 2013. They have calculated that while I would be eligible to 7 weeks of salary for severance (the number of eligible years I have worked since 2015), they have to substract the number of weeks I received in 2013 (7 weeks), leaving severance pay in 2025 to zero. My interpretation is that the first severance pay in 2013 I have received was for years worked between 2003 and 2012. This time around, it seems I could be eligible for severance pay for years worked between 2015 and 2024. I would love to know if 1) interpretation from HR is correct, and 2) what wording could I use to challenge their interpretation if HR's interpretation is incorrect. Thanks in advance!

Hello Everyone,

I’m applying for federal jobs and I’m a bit stuck on the Employment Equity (EE) self-declaration part.

I’ve got ADHD — officially diagnosed by a doctor, and it’s the kind that really impacts daily life/work (not just “a bit forgetful”). My doctor even said it qualifies as a disability.

Here’s what I’m unsure about: • If I tick the “disability” box, will I look weird for doing that since I look like a totally healthy/fit person? • I don’t care if HR or whoever sees my medical report if that’s needed — I just want to know if this info gets shared with everyone at work. Like, will my manager or coworkers know I checked the disability box and start looking at me a certain way? • And is it actually worth including this — does it realistically help with hiring, or is it just symbolic?

I’m not really looking for accommodations right now, I just want to know if self-declaring ADHD makes sense in hiring and if it stays private.

Anyone with ADHD or another invisible disability done this before? Or anyone on the hiring side who can share how it’s handled?

Thanks!

I'm really sensitive about seating because of hypermobility issues. My office has some casual seating that I am obsessed with - any thoughts on who I could reach out to regarding getting some details on the where the furniture is from?

Thanks!

Hello!

I am having a bit of trouble understanding that rules around LWOP/LIA (I am with PIPSC).

I understand there is a limit of 5 years and also there is a certain leave that can only be approved once.

When I started with the PS (indeterminate), I was still in school (this is usually not the case, but in my case yes) and I would sometimes enter 'academic lwop' in my timesheet for a day during exams (as suggested by my manager).

One time, due to a family reason, I had to take 2 weeks of lwop. These are the only two types of leaves I have taken other than standard vacation and sick time. I have never taken LWIA.

My question: Does this any of this leave count towards the leaves that can only be approved once? Or am I misunderstanding something?

Thank you

Hi guys,

My ED is a notorious yapper/loud talker whenever he’s in the office (i.e. 4 days) and often has what should be closed door meetings at his workstation, which is your typical cubicle set up. Today, he was talking to his colleague and they were discussing another employee on his team. My ED was very clearly and LOUDLY discussing the employees mental health challenges, PMA results, and a lot of other pretty personal stuff that the rest of the floor shouldn’t be privy to.

I’m pretty new to the department and while I have no issues with my ED, I really feel like it’s my duty to say something, even if through my manager. Not to be a Karen but like, I’d be horrified if my personnel file were being discussed like this! Like dude, just go into a meeting room!

Any advice?

I recently had an laser eye surgery to correct my nearsightedness and since my vision is quite low, the ophthalmologist suggested the phake lenses (intraocular lenses) procedure for better results. The procedure cost 7100$ and Canada Life reimbursed 2050 $, which the cost for the lenses. I called and they said that don't cover corrective laser eye surgery if lenses are inserted. It's quite a bummer because the coverage for the surgery is 1600$ and my partner is also a federal employee so I could've got 3200$ for the reimbursement.

I was wondering if anyone else had this type of procedure and managed to get reimbursed for the surgery and not only the lenses?