u/Easy_Neighborhood386

Curious to know about Medical Accomodation experiences -was your accommodation was approved or denied,

-what kinds of accommodations were offered

-how long was the process ?

- on.

Even though the questionnaire is tailored to each employee, I've noticed a lot of the questions seem focused on physical limitations ( sitting, standing, lifting), etc.

For those with invisible disabilities like mental health conditions, neurodivergence, addictions etc.

-Did you feel that the questions reflected your situation/ or captured your actual workplace barriers?

-were you succesful in getting approved from the 1st try?

I feel like there isn’t much transparency around this process so I would appreciate any insight people are comfortable sharing.

Example : if permanent employee with 3+ years in the OPS has had around 15 to 17 absences in a month due to serious medical issues/disability.

Management is aware of the situation, and anything over 3 days was supported with doctor’s notes.

The employee is also in the process of disability accommodation.

Can the OPS actually terminate someone under non non culpable absenteeism if it’s legitimate medical absenteeism and not misconduct?

Or is it usually handled through accommodation/attendance management first?

If you ever been fired or know someone who had. What were the reasons?

EDIT - they are unionized

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I know it’s a big advantage at the federal level, but is it in demand in the OPS too?

I heard that bilingual (French-designated) positions are more likely to become permanent positions quicker than non bilingual. Is that true?

Curious to know - how many French-speaking coworkers do you typically have on your team?