I am travelling in Taiwan, on vacation not official travel so I do not have access to work email. I had a minor injury and tried to reach MSH before going to the hospital.

My cell phone wasn’t working to make an international call- I bought a travel add on to my plan but the call just wouldn’t connect. I have no idea why. I tried WhatsApp as well, that also did not work.

I then tried to explain the concept of making a collect call to a very sweet but young hotel desk clerk. He had no idea what I was talking about, but eventually took pity on me and did a paid call- I have no idea what I will be charged for that but in the moment it seemed the best option.

MSH said I didn’t have to pre call, and could not help me find a medical centre, so forget about their so called emergency services. But I found a hospital, got treatment, and now I’m trying to figure out how to get reimbursed.

I’m trying to sign up for the MSH online portal, but I have to use the same email I used for Canadalife, which is my work email. So I signed up but I can’t verify my email or sign in until I get home.

Does anyone know of an alternative way to reach MSH? I’m kind of at a loss for my next steps.

6.4.1(c)(ii) of the NJC WFA directive notes that TSM payments can be provided in two instalments, so long as they are both within the two-year LWOP period. I began LWOP this Fall under option Cii, and planned to split my TSM into two payments in January 2027 and January 2028. My departmental wfa team assured me for months that I could delay the first payment until January 2027.

I was assigned a compensation advisor and sent a form where I could identify TSM payment amounts, but only a date for the second payment. The first payment was listed as payable upon commencement of my LWOP.

There are large tax advantages if I am permitted to defer my first TSM payment to January 2027 and split it over two years. I asked compensation to kindly clarify where the "payment upon commencement of LWOP" rule/policy comes from as it does not seem to align with the NJC directive (noting I'm under CAPE). Compensation pointed to internal pay processing procedures that use permissive language like "should" rather than "must". However, compensation also noted that there was nothing that could be done to deviate from their internal process.

Does anyone have insight or advice? I do not want to continue to press or delay the processing of my file if I'm misunderstanding what I'm entitled to. Thank you!

It has been over a year that the AI Strategy for the Public Service was released, followed by various guidance. However, despite the use of AI being included in our PMAs, I and the people around me are still struggling to use AI in a useful way in our day to day jobs.

How have people been using AI? What are some use cases that have produced actual savings (both in terms of time and money)? What about for general analyst/advisor roles?

TYSM.

When I first signed up to do the pension buyback, I was fresh out of school with little responsibilities. I opted into aggressive bi-weekly payments.

I have since fallen on harder times financially, I was wondering if I can easily change the amount or frequency of the pension buyback payments, or is it a more difficult process of cancelling and re-starting the process?

I am in the same classification number I was when I first started, but higher a step.

For those under the PA collective agreement, how is the on-call standby time compensated during the week vs. weekends? Is the rate 1x, 1.5x or 2x?

I saw a few people in various posts saying to NOT get paid out the leave. Why might that be? Do they just not pay out 1:1 for leave hours?

Hi, I am currently on Sunlife Disability which is due to end next week on 7 Nov.

I have chosen to retire with my full pension on 7 Nov. I'm a DND employee and have 37 years in. I can't get in touch with anyone at work.

Due to family obligations plus medical stuff I've been unable to finish any of the paperwork that was sent to me before my retirement date. (I've already submitted my notice of in departure.)

Big question is: can I go on LWOP and push the actual retirement date ahead by a few weeks to maybe retire at the end of Nov?

I have a seasonal indeterminate position and I'm trying to calculate what my TSM payout would if I were to take the voluntary departure program. I have been working since 2019, but my total years of service only equates to 3.2 years because of my seasonal job. According to the chart, I should receive 26 "Payment in weeks". Am I right to assume that this would be my full on-strength wage for 26 weeks? Or would this be pro-rated to my current FTE (which is 0.35 in this case)? It's a big difference in wage so I want to make sure I'm understanding it correctly.

I've heard horror stories about how TSM payouts have been drastically different from what the person calculated, so I want to make sure I have the right information before making my decision. I would greatly appreciate any insight anyone has.

Hi everyone,

I’ll be deploying to a new department in about three weeks, and this will be my first time making such a move within the public service.

On our departmental intranet, I saw a recommendation to take a screenshot of my leave balances, which I’ve already done. Are there any other records, documents, or information I should save before I leave? More generally, are there any steps I can take now to avoid administrative headaches in the months or years ahead?

Beyond the practical side of things, does anyone have advice for settling into a new department and adapting to a different organizational culture? I’ll be moving from a very fast-paced, high-pressure environment to one that appears to (hopefully) have a steadier pace and a bit less day-to-day stress. I’d be interested to hear from others who have made a similar transition.

Thanks in advance!

Former CAF member who transitioned to the Public Service after 7 years. Transfer value is less than cost to buyback service so I am thinking to "Surrender" as that was told to be the best option.

Transfer Value = 95k

Cost to buy back = 115k

I was told to complete the surrender to transfer my pensionable time to public service. Is this the best option for me?

I was hired into an at-level position that I accepted because it sounded like exactly the kind of work I wanted to do, and I thought it would be a great opportunity to learn and grow. I went through the entire hiring process, jumping through what felt like a million hoops, only to meet with the final boss (the DG), who told me everything I wanted to hear and made the role sound like a perfect fit. When I was ultimately offered the position, I accepted because I genuinely believed it was what I had been looking for.
Within two weeks, however, I realized that the reality of the job was completely different from what had been presented to me. First, the actual duties bear very little resemblance to what the DG described, and the role is largely clerical, which is not the kind of work I was looking for. Had I known what the position actually entailed, I would never have accepted it. Second, the existing team members are clearly unhappy that I’m there because my arrival means they no longer have to work overtime and therefore, don’t get overtime pay (they have been very upfront about that) , and they’ve made me feel incredibly unwelcome as a result and have even trash talked me to executives to make me look bad. This is incredibly childish and unprofessional.
At this point, I genuinely hate being there, but I feel stuck because I haven’t been in the position long enough to leave without worrying about how it might look professionally. I’m not sure what to do or how to navigate the situation. Any thoughts ?

How long does it take for a Pay Centre Compensation Advisor be assigned to your WFA case? Last day was October 21st, so official “retirement” date was October 22nd. Still not assigned. Shouldn’t these be dealt with right away? People have obligations.

Hello! I’m hoping someone can clarify some questions I have regarding LWOP for care of family.

I am apart of the PIPSC CP agreement.

I am going to have to take 6.5 months of leave due to lack of childcare until my kid starts school.

Would I be eligible for EI?
Will my benefits still be available during this time? Will this affect my pension or can I buy back all the time?

Will my continuous service for pay and vacation entitlements be delayed by 6.5 months or 3.5 months?

Thank you!

I have been doing underarm botox for my hyperhydrosis. The clinic I go to suggested I go for MiraDry as a permanent solution for underarm excessive sweating. Has anyone have experienced with getting that covered through CL?

Hi everyone, I’ve been having one of the worst periods of my life recently and I’m hoping to get some clarity. I started having some medical episodes and they felt very real and very serious and I ended up going to the ER 3 different times (twice by ambulance). I’m super embarrassed because it turns out that I have a panic disorder and I still haven’t wrapped my head around it as the symptoms felt very much real and I’ve never experienced any sort of anxiety before.

Things got really bad and I ended up at the urgent care clinic and was told I need to take a month off work which was devastating as I love my job and my team dearly and they’re entering a busy period. But essentially the psychiatrist gave me a month because he put me on medication that takes about 2 weeks to kick in, and then I’d need another two weeks to get used to the medications and see how I react to it. But after taking it for a few days, I had some very serious side effects and I was told to stop taking it immediately.

I’m currently working with my family doctor and psychiatrist to find a new framework that might work for my recovery, but it’s been very difficult. I’m very worried that once the month is up I’ll be forced to go back into the office while I’m not recovered and I’ve already taken a month off work, so I’m scared that I’ll be forced to resign.

I’m also super embarrassed that this is a mental issue as I could have sworn it was something seriously physically wrong with me and I’ve alarmed my coworkers.

Do I need to talk to my manager about the possibility of not being ready to return on the date the psychiatrist initially asked for? I’m stressing really badly, I’m trying to get better, I got a therapist and been trying my best to be ready to go back to work, but it seems so hard.

Has anyone here ever reported sexual harassment at work? If you’re comfortable sharing, I’d really appreciate hearing what the process was like and how it was handled.
Also happy to chat by DM if you’d rather not post publicly. Thanks!

Currently on a 3 year term but have a very strong opportunity to get an indeterminate in the same classification with a different department.
I really love what I’m currently doing, really like my manager/team, and I’m just under a year into the term so there’s still a good amount of time left.
The newer position, while in the same classification, is completely different and I’m not sure I will enjoy it as much. Plus the commute is longer.

No LOO yet obviously so this is all just me potentially thinking ahead for nothing, but just looking for advice. What would you do? Stay in the job you love and risk the job market in 2~ years or jump ship (if presented the opportunity) for more stability?
Would you talk to your manager about the possibilities of converting your term to indeterminate?

Any advice is appreciated. Thanks!

I currently work as a permanent IT-02 at DND. I have a background and education in software engineering. Looking to switch teams to do something more interesting (actual software dev/ cybersecurity/ networking) but worried to inform my manager. From my understanding most people move teams by informing their current manager theyre leaving once they have an offer. I was hoping my manager could connect me with teams that would be a better fit for my background and interests, could this lead to something bad? (i.e lay me off, fire me, etc.). Any advice is appreciated, thanks!

Hi everyone,

I was just offered an acting manager position, my first time leading an entire section of 3 teams, and I'm honored and a little nervous. More than anything, I want to build an environment where my team feels supported, trusted, and able to do their best work.
Before I start, I'd love to learn from people who've been on either side of this:

If you're a manager: What did you wish you'd known in your first 90 days? What habits or practices have made the biggest difference?

If you've had a manager you admire: What do they do that makes you feel valued and motivated? What small things stuck with you?

For everyone: What mistakes should I avoid, especially as a new or acting manager?
I'm looking for honest advice, including the hard lessons.

I'll read every reply, and I'm grateful for any wisdom you're willing to share.

Thank you for helping me start this well. 🙏

TLDR: Screw ‘em, let’s start the social contagion of a general strike with a public service strike, shit sucks, the oligarchs are cashing in hands over fist and our government is printing money as fast as we can feed it to them.

There is a strike vote coming. I will be voting to strike. Not because I want to strike. Not because I think the union has suddenly become a more reliable leader, and not because I want to work from home. I’m voting to strike for a much purer, more animalistic reason. I’m done. I have been a good team player my whole life. I got the degree, I committed myself to a life of service, and I rolled with the years of horrible planning, spending, neglect and disdain from management and even aggression from the public in some roles. While my friends who went into finance were talking about the team building trip they just went on, I was enjoying my ‘no name’ granola bar and bottle of water on NPSW, wondering if management was going to buy pens that work this year. After last strike, when nobody cared, they WFAd thousands of us, loaded the rest with more work and a completely different set of expectations around flexibility, offered us a half of a f*****g penny as a wage raise whilst saddling many with more costs. They gutted our pension surplus and funded more departures we will be carrying far longer with it to boot. The entire last year has been a shameless abuse of the very last benefit any of us even has over the private sector in many ways - and we can’t even negotiate it at the table. This was met by the public, as far as I could tell, with a collective shrug.

We know how Carney will be responding to this, too. The Bank of Canada has violated anti scab rules wantonly, and refused arbitration. The libs even have some new laws around strikes, presumably to limit their legality.

So it’s time to bring out the big hammer. The politicians distract and deny there is a problem. They won’t come to the bargaining table with a proper offer. They refuse to invite us to the tables where labour’s opinion might make a difference. A man who likes to be told he’s the smartest man in the room once said if you’re not at the table, you’re on the menu. Well friends, I’m tired of seeing the lives of my colleagues fed to the machine one Phoenix disaster, WFA announcement, and one ERI offer at a time. It eats at the mandate of civil discourse. It affects the success of the mission of the public service itself. This strike, I won’t stand down until port traffic is slowed to a crawl. Until politicians are crying on live tv asking how a labour dispute could go so wrong so fast. Until they send their humans to the table with a full menus of juicy offers for us. It takes strength for an individual to speak truth to power. It takes all of us to force power to see the truth. And the truth is a happy, supported workforce does more and better work, and costs for healthcare for that workforce go down. The haughty tones of superiority oozing off of the TBS ‘negotiators’ are an act. They are scared little automatons fully aware of their irrelevance.

In the meantime, I’ll be finding an extra job and selling anything I don’t need on marketplace to absorb the costs to come.

Hi all,

I’m set to start a new job in a new department soon. Letter of offer signed and management is aware. However, I told them that my last day would be the day before I start my new job. But now I’m thinking about taking time off (using my personal days) a couple days in between before starting my new position.

Have any of you done this before? And would this be frowned upon?

Hoping Reddit can clarify the language in the PA Final Agreement.

My uncle died on Friday but we did not find out until today. The PA Agreement says I can take one day for his death and it can be either within two days, or the day of the remembrance service.

I am guessing this is calendar days and not working days, so if I were to take a day off, it would have to be for his service? (He died in B.C. so I am not able to afford to go). Or I could take this Monday? Not Tuesday, though. I don't know how to count forward the time when we did not know for a day.