My family doctor had completed a HIQ that clearly stated I am capable of performing just like the past 3.5 years and at par with my colleagues.

Because bullying/toxicity since February 2026 had unmasked my neurodivergence, I only asked for the following in my disability workplace accommodation: clear, written instructions; ability to solicit feedback; ability to ask clarifying questions.

Management provided really ridiculous accommodations such as: will entertain questions when they have time, trying to label most tasks as routine and non-complex so excluding these when accommodating me, and minimizing my opportunities to ask intelligent and sensible questions. They even provided an expert opinion that my disability is "mild" when my doctor specifically said I have no issues performing well (and I have) as long as I am given those basic accommodations.

I gave management a chance to update the accommodation plan, when they fixed one of a few egregious statements, I adamantly disputed the accommodation being provided.

Better no accommodation granted to a disabled person than accept a bogus accommodation plan that doesn't make sense at all.

Hoping other people in my shoe think twice before accepting these bogus accommodation plans geared toward helping us fail rather than succeed and making it easy for management to escape accountability. Involve the Union and grieve if the plans provided don't make sense at all.

At 340,000 km / 211,000 miles my '12 CT200h just threw P300, P301 and P302 cylinder 1 and 2 misfires last week. I replaced the spark plugs and the shaking became less frequent and violent but still happens. Coolant levels have not gone down and I don't see any issue with motor oil level. I don't think there is white smoke coming out of the exhaust.

I asked a shop my friend went to for servicing his Toyota but I'm wary about the $100 CAD / hour diagnostic fee with no cap/ceiling. I've come across YT channels and there must be at most 10 things that can be replaced or checked out (ignition coil, fuel injector, compression test, etc.) but not having a ceiling on diagnostic makes me just want to find a shop that can source or install a 4th gen Prius and get me another four or five years lol.

Someone helpful on this subreddit shared his source of JDM engines, 3rd and 4th gen, but I don't think they do swaps of 4th gen into CT200hs. I will confirm with them in the next few days as they also advertise installation of engines for an additional fee.

But wouldn't it make more sense to have the shop source it (rather than me) so they can inspect the actual unit or at least get some guarantee for a few months?

I don't mind driving 200 km from the Toronto city center to a mechanic who can do that. I called Awan Shop in Scarborough but was told they don't do 4th gen engines but only 3rd gen engines. If I am boing to pay $3-5,000, I was thinking just getting the 4th gen Prius engine and making some modifications might make the most sense.

Appreciate any shops / engine suppliers in Ontario, Canada that can install a 4th gen Prius engine into my '12 CT200h. Thanks!

At 340,000 km / 211,000 miles my '12 CT200h just threw P300, P301 and P302 cylinder 1 and 2 misfires last week. I replaced the spark plugs and the shaking became less frequent and violent but still happens. Coolant levels have not gone down and I don't see any issue with motor oil level. I don't think there is white smoke coming out of the exhaust.

I asked a shop my friend went to for servicing his Toyota but I'm wary about the $100 CAD / hour diagnostic fee with no cap/ceiling. I've come across YT channels and there must be at most 10 things that can be replaced or checked out (ignition coil, fuel injector, compression test, etc.) but not having a ceiling on diagnostic makes me just want to find a shop that can source or install a 4th gen Prius and get me another four or five years lol.

Someone helpful on this subreddit shared his source of JDM engines, 3rd and 4th gen, but I don't think they do swaps of 4th gen into CT200hs. I will confirm with them in the next few days as they also advertise installation of engines for an additional fee.

But wouldn't it make more sense to have the shop source it (rather than me) so they can inspect the actual unit or at least get some guarantee for a few months?

I don't mind driving 200 km from the Toronto city center to a mechanic who can do that. I called Awan Shop in Scarborough but was told they don't do 4th gen engines but only 3rd gen engines. If I am boing to pay $3-5,000, I was thinking just getting the 4th gen Prius engine and making some modifications might make the most sense.

Appreciate any shops / engine suppliers in Ontario, Canada that can install a 4th gen Prius engine into my '12 CT200h. Thanks!

With the RTO5 and many staff trying to comply commuting 5x a week, it seems more of us are asking for workplace accommodation (medical, family care, etc.) yet the accommodation granted are often half-baked and doesn't really reduce the toll on many OPSers.

Take for instance mine. My family doctor asked for one day work from home in the Health Information Questionnaire (pain when standing or sitting for too long) and the accommodation granted were bogus. I mean, I understand management has full discretion how to accommodate me but the two things they put in the accommodation plan are 1) flexwork - which I was already on. I asked if that means I can adjust my time and out as long as I am present during the core business hours but I was told to stick to the schedule I submitted in December. 2) They allow me to take breaks but when I inquired, it was a few seconds each hour!!!

I emailed the DAS and copied management and wrote that it was a sham/mockery of an accommodation process. I was told to leave home early if I wanted to take breaks coming to work. I'm actually fine because this event has made me more aware and do more exercises/stretching while driving.

If we go over nine sick days and are placed on the EASP, what if the rationale/arguments goes back to the failed accommodation plan that management provided us with? What happens? Can management do anything especially if they provided really poor substitute accommodations intentionally?

Thanks.

update:

at least from a quick research, best to challenge or question the provided accommodations.

documenting *why* your current accommodation fails to address your actual limitations (not just that you'd prefer something else) is critical to a strong case

Interesting because I just rejected a plan for a second accommodation request because it was accommodation the manager's time instead of my needs.

I sent a request to my Acting Senior Manager and Director (because the former doesn't know until when he wants to be acting manager) last week. In my original email I explained that July is not a busy month for our unit and that I am asking for a vacation that begins within a 12-month period. It's also for a long-haul flight and was informed that the maximum length would typically be 4 business weeks in the past so there is nothing atypical about my current request.

My Director said it was too soon to approve my vacation request because he had to consider what the upcoming calendar year will look like. He has been acting in an unfriendly manner since (actually even months prior) I filed a dispute around bullying/harassment of a disabled employee against the two of them more than a month ago and they haven't put in any formal response.

I replied kindly to consider my vacation request when planning/scheduling resources in my unit.

I told my wife about the response I got and told her I really don't mind not going on a family trip to see both sides of the family since both sets of parents are still quite healthy. In the mean time, I will start looking out for flight deals for the rest of the family, without me.

Is it okay to make follow up emails every month until I get a response?

If my vacation request is rejected, can I just opt to take every Wednesdays off? If that gets rejected, can I dispute these denials through the union? If I can't take 4 weeks off or one day each week, what use are my vacation credits then?

Thanks for any tips/advice. I'm not trying to salvage the relationship at all as I already got burned and have already gone to action through the union.

Update:
This got me thinking. My AWA and disability accommodation request to work from home at least once a day were denied. Maybe I can push to take vacation for childcare needs while my underaged daugher is away from school. All the reasonably-priced summer camps are already full-booked.

I was looking at a few positions and although they piqued my interest I noticed there are MCP (non-unionized) positions. This isn't the first time, I've come across one or two others that were also MCP. I don't mind doing a secondment but I don't think a lateral move from AMAPCEO L6 to MCP with exactly the same salary bad makes sense in terms of job security and stability.

Is the OPS pushing more towards MCP instead of unionized positions for newly created job titles/positions? And are the unions doing anything about this?

It seems like the absenteeism management commences when a unionzed employee exceeds seven absences within a 12-month period.

Is this understanding correct?

• off sick Monday - one absence
• off sick Monday to Friday - one absence
• off sick for two weeks - still one absence

When we used to have WFH days, we opted to work instead of calling in sick.

Now that RTO5 is upon many of us, how are many of you dealing with your managers/directors when placed in absenteeism management though it seems the threshold is quite high?

What are some valid rationale for our absences besides sickness? Do stress and anxiety count as bonafide reasons?

Update:

Found the link on the intranet. Thanks everyone. Having a read of the program.

https://intra.ontario.ca/ops/hr-employee-attendance-support-program-easp

I am new to this and just sent a message to Canada Life and will report back what I find out. I tried searching in this subreddit and surely must have missed stumbling upon the right thread.

It seems this fees aren't reimbursable through our medical benefits but can our HCSA cover them or will most of these be out of pocket until OPS/manager writes a letter to our medical practitioners explicitly stating the fees will be reimbursable?

Thanks in advance.

Join the Respectful Workplace Office on May 12 from 9:30 a.m. to 12 p.m. for a workshop on workplace bullying. Strengthen your ability to recognize, prevent and respond to bullying while fostering a respectful, safe and inclusive workplace.

Can be found here:

OPS Events Calendar - InsideOPS

I am a permanent and full-time AMAPCEO employee. Are these the only requirements? It seems we don't have to share any medical diagnosis.

1.Confirmation of Illness: A statement confirming that you have a medical condition or disability that prevents you from working.

2.Expected Duration: An estimate of how long you will need to be off work

3.Limitations: A description of your functional limitations (and what accommodations you might need if and when you return to work -- already working on this disability accommodation request).

4. Consultation Details: The date you were seen by the health practitioner and whether the examination was conducted in person or via telehealth

Many thanks. Haven't had to for more than a decade and things at the workplace happen.