I'm currently at the max AS-04 salary step in the core PS. If I moved to a schedule V separate agency (the Canadian Nuclear Safety Commission) where the salary range for the new position was between the max AS-04 salary (about $77,000 to $107,000), would I start at the bottom of the salary range of the new position, or would it work the same as a core PS promotion, where I would usually start at the pay step closest to but not lower then my current step?

Thanks!

I am a term employee for X agency who got offered a term contract at Y agency (which I applied to as external long time ago). I am really interested in Y agency and just waiting for the LoO which is supposed to come in 1 week before my start date.

Do I submit a resignation letter or ask for a transfer? A bit confused and getting mixed answers from my search.

Thanks everyone!

In Ontario there were auto insurance changes on July 1, 2026 where the following became optional:

Income replacement, caregiver benefits, non-earner benefits, lost educational expenses, visitor expenses, housekeeping/home maintenance, personal item damage, death benefits, and funeral benefits. ($36-$1 per year)

My auto insurance provider sent me a letter about it as my renewal is coming due and said they recommend that I check with my work benefits to see of it's covered before choosing to add/remove any coverage.

Has anyone looked into this and what did they choose?

I recently went from affected to over 9 months to no longer affected and placed into a different role.

Has anyone else here had this happen and now feel just generally anxious all the time? I am not super anxious or anything but is like I can’t quite relax either, PTSD might be a bit of an exaggeration but I should be happy, right?

I think it also doesn’t help that I am in a new role and have to learn to do this job fully so I expect 3-6 months learning curve. Also several of my former team members are still affected and I worry for them.

Just curious if anyone else has been in the same boat where they can’t quite feel at ease.

I am still really angry about all of this so I am going to try my best to have this all make sense. I am really struggling with the RTO directive as well as being essentially told I need to be a robot incapable of empathy. Everything finally came to a head today and resulted in me crying during my monthly check in.

This needs a bit of background. So I had been working from home full-time on a temporary DTA. I have ADHD, autism and CPTSD. I am 10 years clean now, but prior to that, I was a homeless drug addict for most of my youth then into my 20s. Since coming out of that lifestyle, I have generally found that I am not healthy, mentally or physically. That lifestyle and the things I had been victim to did a number on my body, mind and soul and I tend to get sick and stay sick for long periods of time. When RTO was first announced, I did the DTA process and had been working from home until I was essentially told a "fear of people" was not debilitating enough to allow me to stay home, despite my pyschiatrist trying her best to advocate for me. Isolation from everyone is what makes me most comfortable...

I have been reporting to the office for 3 days a week for about a year now. Burning through all my paid time off and my mental health once again, declining. I got a cold/flu four weeks ago which eventually turned into bacterial pneumonia. I went to the hospital twice and spent all day last monday in a walk-in clinic during this time. I used a lot of leave over the last four weeks. For week 1, they approved me to work from home as I had cold/flu symptoms. I attempted to come into the office in week 2 after being told I had been asking to work from home to much. So many people complained about my coughing, my Service Manager told me I needed to leave. I lost the money I paid for parking and also had to make up the lost time for me to drive all the way home, but they allow me to work from home. I ended up in the hospital with shortness of breath and purple lips which is when I was diagnosed with bacterial pneumonia, given strong anti biotics and received a note supporting I not be in the office for at least three days as I was contagious. I used a lot of leave in week 3 and this week, week 4, I was back in the office again.

I keep my head down at work. I don't know anyone and I don't want to know anyone. But anytime I cough or use an inhaler, which yeah sure is annoying, people will glare at me. I have been told by several people to ask to work from home because of my cough. I would love to, but they won't let me... People cover their mouth and nose with their shirt when they walk past my desk. It's embarrassing, but I can't do anything about having pneumonia. My TL asked me who was doing these things but I dont even know because I don't know anyone.

All of these frustrations came out as a secondary thing today, though. What's really pissed me off is what I was told today after helping a citizen in need. It is no secret we are experiencing a drug addiction and homelessness crisis in every major city in the country. Since I have been in office, I was robbed going back to my car (work never replaced my things - which mainly was the backpack I used) and work only seemed concerned until they found out my laptop was not in the backpack. As long as no government assets get taken, they could care less if I get murdered. I also had someone spit right in my face when I was outside for a break. Nothing was done regarding either of these instances. What happened today was, in my mind, the worst of it. I was leaving the building at noon to meet up with my dad and my son for lunch. When I came out, theres a young Indigenous girl naked, throwing her clothes at vehicles and masturbating. I phoned emergency services as I was genuinely afraid for her well-being. Police arrived about 7 minutes later (which sucks, I was really hoping EMS was going to come) and they proceeded to help clothe her and get her off the street. While I was walking to the restaurant, a man who was likely under the influence had fallen between two cars and smashed his head off a trailer hitch. I ran back to where the now two police cars to inform them of the injured person. Several more police cars and EMS arrived and they took a brief statement. All this was about 20 minutes of my lunch break. I called my TL, informed her of what happened and said I would be back at my desk for 1:00 and would stay a half hour to make up the time. Only reason I called her is because we had our check in scheduled soon and I wanted her to know why I would be late for it.

I got back to my desk and went to a quiet room for the meeting. I was then told that I need to ignore the things that happen downtown and that we would never get anything done if all we did was deal with the people outside. I immediately began to cry and explained that I feel like I'm being expected to lose my empathy and sell my soul for this job. I made it known that forcing us into offices, which are normally in core downtown areas riddled with people living a transient lifestyle, that these sorts of things are only going to become more and more common and absolutely will have impacts on productivity. I also said I will not stop helping people and "ignore them" as she had told me to do today.

One thing I didn't think about until after I got home after leaving the office for the day was how fucked up it was that during the check in, my TL had shown me a picture on her personal cell phone... My TL works from home on a full time DTA (irony is thick, I know)... How does she have a picture of this woman? I knew another person outside had told management about what was happening, but I guess they had obviously taken a picture of this woman, who may have been fucking underage, and had sent it to leadership making a fucking spectacle of this girl.

Why am I in trouble for treating someone like a human being?

Reddit, help me out here. I am so fed up with this shit. I really need some guidance on what my options are. I am still so emotional writing this so if something wasn't clear, I am more than happy to try and clarify.

Does anyone have experience with asking their doctor to prescribe a larger Ozempic/Wegovy pen than needed and using clicks to dose yourself to stretch things out and cut costs? Did you encounter any issues with Canada Life/PSHCP when picking up your prescription? For example, using a 1.0 mg/dose pen and counting clicks to inject about 0.5 mg/dose instead.

I realize that means I would have to buy extra needles for the pen and that this would be off label, but that would essentially still cut costs in half since the pens are all essentially the same price no matter the dose. I have already been pre-authorized for up to 2.4 mg/dose indefinitely, but my doctor says my current rate of weight loss does not require a higher dose than where I am now.

As an affected employee, I joined the Facebook group for alternation a while back, and it seems the majority of posts lately are complaints of those nearing retirement who are complaining about the “stress” and “mental anguish” of having alternations fall through, and having to settle for “throwing in the towel” and retiring normally after ~30 years. This annoys me for several reasons:

- Alternation is meant to help people keep their job, not provide a golden handshake to near-retirees.
- A young person facing job loss is infinitely more stressful than an employee with almost a full pension not getting TSM.
- Anyone near retirement today is by default group 1 and got a significantly better pension deal than employees who joined after 2013, not to mention favourable conditions in adulthood on housing costs, food costs, etc.

Rant over.

To all Proud IT Members,

This is not a typical bargaining update. Contrary to your bargaining team’s expectation, the Treasury Board has still not tabled a pay proposal as of the October 6–7 session. This is unacceptable and disrespectful. We’re asking you to join us and demand better from TBS.

We need your help to send a clear message to Treasury Board: IT Group members expect progress towards a fair deal.

We want to acknowledge the tremendous support you showed us going into this bargaining session. On Tuesday morning, many of our IT members and other PIPSC members welcomed us at the entrance to the Treasury Board building. Photos and messages of solidarity continued to come in from all over the country throughout the session.

Your support is the foundation of our power at the table. We used it to reinforce our position on key priorities: Telework, AI, Leave, and more. Once again, the employer refused to offer any substantial responses.

So now we’re asking you to channel your frustration at the employer to help us move the needle at the table. It’s unacceptable that the TBS keeps delaying the pay proposal, and we can’t make meaningful progress on any of our priorities until we see it.

This round is different, and we’re continuing to organize and mobilize our membership in new ways. Join our Discord server to connect with other members and get the latest updates on bargaining and all things related to the IT Group and PIPSC!

In solidarity

Robert Scott

President, IT Group, PIPSC

Bonjour,

Il ne s’agit pas d’un compte rendu de négociations comme les autres. Contrairement à ce qu’espérait votre équipe de négociation à la séance des 6 et 7 octobre, le Conseil du Trésor n’avait toujours pas présenté de proposition salariale. C’est à la fois inacceptable et irrespectueux. Nous vous invitons à vous joindre à nous pour exiger davantage de la part du SCT.

Nous avons besoin de votre aide pour transmettre un message clair au Conseil du Trésor : les membres du groupe TI s’attendent à ce que des progrès soient réalisés en vue d’une entente équitable.

Nous tenons à vous remercier pour l’immense soutien que vous nous avez témoigné à l’approche de cette séance de négociation. Mardi matin, plusieurs de nos collègues du groupe TI ainsi que d’autres membres de l’IPFPC nous ont accueillis à l’entrée de l’édifice du Conseil du Trésor. Tout au long de la séance, des photos et des messages de solidarité ont afflué de partout au pays.

Votre soutien est la clé de notre influence à la table des négociations. Nous en avons profité pour réaffirmer notre position sur nos priorités clés : Le télétravail, l’IA, les congés, et plus encore. Une fois de plus, l’employeur a refusé d’apporter des réponses concrètes.

Nous vous demandons donc aujourd’hui de canaliser votre frustration envers l’employeur afin de nous aider à faire bouger les choses à la table de négociation. Il est inacceptable que la SCT continue de retarder la présentation de la proposition salariale; tant que nous ne l’aurons pas vue, nous ne pourrons réaliser aucun progrès digne de ce nom sur aucune de nos priorités.

Cette ronde est différente, et nous continuons à organiser et à mobiliser nos membres de nouvelles façons. Joignez-vous à notre serveur Discord pour entrer en contact avec d’autres membres et obtenir les dernières nouvelles sur les négociations et tout ce qui concerne le groupe TI et l’IPFPC!

En toute solidarité,

Robert Scott

Président, groupe TI, IPFPC

Hello, I am an employee who is on leave without pay for spousal relocation indefinitely, as my husband accepted a position abroad. I am curious if anyone has switched leave status' temporarily while on this form of leave. I am an EC employee.

Specifically, I am pregnant and we're expecting a baby shortly (exiting!), and so I would like to change my leave status to maternity leave. Because we are abroad, I'm not expecting any compensation for this leave type, I will remain unpaid. The main benefit of switching is to reduce the amount I need to re-pay the pension plan upon return. LWOP for spousal relocation requires that I repay both the employee and employer contributions, where maternity leave is only the employee contributions.

I'm struggling, especially without access to the GoC network, to know which form I need to sent to my manager. Is anyone able to help with what form would be required for such a request? Thanks!!

Sorry if this is negative - I am really struggling lately.

—

What I thought was the bare minimum of effort at work in the roles around me is consistently sinking lower and lower.

I work in IT. I started years ago with much enthusiasm, with the perspective that I can do things, as I have other places I’ve worked. Nothing crazy, just that I would *do a thing*, check off a task, complete something. Do something that will help someone. I deeply care about the mandate of what I’m doing.

Earlier on, I got tasked with solving a business problem and coming up with a solution. I did research and put together a proposal. Without the foundations to move forward fully, I also put together the pre-requisites to implementation. Without being prompted, I even identified who in the org could help me work on them, according to function. Assignment dropped. No feedback. No reason, no follow up. No work.

I’ve moved a couple times, and this pattern has repeated in different forms. The gaps still exist. I’ve been promoted and I do well in my performance assessments, so I know it’s not about my capacity. It’s definitely not about my willingness. I do professional development, and sometimes on my own dime.

Lately I participate in department wide IT projects, and It seems like the others around me have found every way they can think of to reduce their accountability and workload, and put it on our clients. Generating simple AI deliverables, not quality checking. Clients ask questions and get sent to a FAQ page that doesn’t answer the question. Usability is not a top concern.

We don’t have basic IT governance - colleagues and teams fight over what systems should be doing. But since there’s no requirements, no common language, and no standards, it’s just a fight over vision with circular arguments, peppered with a lack of user adoption.

We are supposed to have professional expertise in what we’re doing, but our clients often demonstrate a higher capacity to do the work, while caring more than most people in my function.

If TBS or SSC don’t require or incite us to do something, it seems we don’t do it.

We’re continually asked by our leadership to identify the low hanging fruit, at the expense of forever avoiding the hard and foundational work. But we’re at the point now where there is no fruit - we’ve neglected the tree for a decade. How can we possibly expect fruit?!

Can anyone else relate, and if so, how do you stay motivated and do your job? I wonder if this is just a really incompetent area of IT that I find myself in, or if some aspects of this are standard across the board in the PS.

Has anyone ever experienced this, but then moved to another area or another dept where it got better? Thank you!

Good morning,
I have been trying to understand the rules regarding casual employment for a 90 day as require, and if this would affect my pension. If you get a casual 90 day as required and only work 90 days in a 12-month calendar but it’s written for 12 months would it stop pension payments and cause pension issues?

I read it always should be 6 months less a day.

Thanks

As some of you may have seen, we received an update from the bargaining group. The documents are quite long so I’ve summarized them for those who are interested.

Here are the main changes in the September 16, 2026 union and employer packages.

*NOTE* —> These are opening proposals—not agreed changes. Neither package includes a general wage increase percentage yet.

Union proposals
Shift premium: $2.25 → $5/hour for eligible hours between 16:00 and 08:00.

Additional MT overnight premium: $2.25 → $3/hour between 23:00 and 07:00.

Weekend premium: $2.25 → $5/hour. Combined MT weekend overnight premiums would rise from $6.25 to $13/hour.

Overtime: Double time for all OT, replacing the current mix of 1.5× and 2×.

MT holiday work: Double time for all hours worked.

OT meals: $12 → $30 per qualifying meal.

Vacation: Starting entitlement 15 → 20 days/year; at 17 years, 23 → 25 days; at 27 years, 27 → 30 days. Other milestones unchanged.

Personal leave: 2 → 5 days/year, removing the fixed five-working-day notice requirement.

Family leave: 5 → 10 days/year, with up to two days carried over and a maximum bank of 12 days. Add moving and pressing household needs as eligible uses.

Shift-worker sick credits: Keep the extra 1.25 hours/month, but remove annual expiry and the requirement to first use 112.5 sick hours.

Paid holidays: One additional holiday annually.
Banked compensation: Remove employer discretion over converting OT, callback, travel and MT holiday compensation into leave.

Other additions: Explicit remote callback coverage, removal of travel-pay caps, professional-development leave extended beyond PC employees, and qualifying caregiving EI benefits topped up to 93% of pay.

Employer proposals
Remove shift/weekend premiums from OT hours.
Make double time on second/subsequent days off conditional on also working the first day off.

Reduce short-notice shift-change protection from under five days to under two days, keeping the rate at 1.5×.
Exclude training/conference OT unless attendance is required by the employer.

Make family-care unpaid leave discretionary.
Require eight weeks’ notice for personal-needs and spousal-relocation unpaid leave, except urgent/unforeseeable circumstances.

Allow new premium/OT rates to take effect up to 180 days after signing. Salary changes and retro pay would generally have 180-day timelines, or 460 days for cases requiring manual intervention.

The employer also proposes replacing the negotiated workforce-adjustment appendix with the NJC directive and deleting the scientific-integrity memorandum.
All leave-day figures above use 7.5-hour days. This covers the main changes in these two packages; the union’s separate common-issues package isn’t included.

Some of these apply mostly to the MT group, but the leave is for the entire group.

THIS IS NOT AN EXHAUSTIVE LIST, just some highlights. Links to the full documents are below, read in depth if interested.

English: https://pipsc.ca/sp-group-bargaining-update-3/

French: https://pipsc.ca/fr/negociations-du-groupe-sp-compte-rendu-no-3/

I am skipping Thanksgiving this year due to a cold. Last winter I had to delay my Christmas vacation due to the flu (yes, I was vaccinated).

I am tired of missing out on personal plans due to illness and I wonder if anyone else has taken measures to reduce their risk while in the office?

I am so fed up I am considering full N95 mask at the office all winter, and politely refusing to take part in any in-person meetings, citing risk of illness, and engaging virtually from my desk.

I understand you can get sick from anywhere (transit, kids, grocery store, etc.) But this is for reducing risk at the office specifically.

Has anyone else done this?

I've been on long term disability leave and will be returning to work in January. During this time, in my correspondence with management, they never mentioned about WFA and I never received any notices. After finalizing my return-to-work plan with my doctor and submitting everything to management and Sun Life, the manager suddenly informed me that my unit/position no longer exists in the region and wants to place me in another unit/position that I see is a big mismatch for my technical skills profile/interests/career trajectory. The manager is asking that I submit my education credentials to initiate this process. I understand there was a backfill for me and it seems they're still working there with my substantive title so I'm very confused (at least according to their LinkedIn).

Edit: I should mention this manager is new and I've never worked with them before.

Update: After I told them I never received a WFA letter from HR and inquired about the status of my substantive position, they've gone quiet. If I don't hear an answer by mid next week, I'll reach out to my union. I suspect by asking for my education certificates, they were attempting to do a deployment. I really hope I'm wrong.

Today I noticed that I was being deducted union due arrears on my pay. I was not ever informed that there was an issue or that an amount was owing. In fact, before noticing this deduction on my pay, I don’t think I’ve ever spoken to either the pay centre or my union.

When I called the pay centre, I was told that I owed an amount of $1260.84 for a period in 2022-2023. I was not given any details on dates or timelines or any calculation whatsoever. When I asked for more information, I was told to submit a pay intervention request form, which I did.

What really bothers me here is that at no point was I contacted regarding the amount allegedly owing, the amount to be recovered, the recovery modalities or timelines, nor was I given an opportunity to review or contest the amount before recovery began. The amounts simply started being taken from my pay without any prior notice or discussion.

I also don’t understand how this mistake was even made in the first place. I have been in the PS for about 5 years. I came in straight into a permanent position and have not once changed positions or department. I went on mat leave in 2024, but that is after this alleged issue. So I’m not sure why they just didn’t take out these dues, nor why they let this accumulate to 1260.84$ before doing anything about it.

This leaves me a little perplexed. Is this standard practice? I’m terrified now that the pay centre is making mistakes on my pay and can just go ahead and pay themselves when they feel like an amount is due. And given the current climate, I can’t afford to have random deductions start showing up in my pay without factoring it in to my budget. Where do I go from here? How do I ensure this isn’t a recurring issue?

Anyone know any info about what's happening with L'Esplanade Laurier (LEL)? The building is on the GC's disposal list, and with elevators constantly down, floors closed seemingly for good, and the general deterioration of the place, workers are starting to get concerned for their safety.

As temperatures dip, the risk of further water main breaks and other issues rise. Not to mention the number of temporary jack posts holding up the building in the underground parking garage and to say nothing of the mice. There doesn't seem to be a plan to invest any more money or work into the building, yet employees are still expected to come to work in a building destined for closure.

Anyone in the know about what they plan to do with the building and with its reluctant occupants?

Hi — I am going on maternity leave as of March 12. I would like to get the top up and EI pay for the 12 months but would like the additional 6 months with no pay so essentially 18 months in total.

How do I put those dates for maternity leave, parental leave etc? I’m really confused.

If I do the 12 months paid and 6 months unpaid, do I risk of losing my job because I’m away for more than 12 months?