u/shroit

Will be interesting to see if anything changes

I think the PSA has chosen to not renew their MOU with MCFD Re: traveling CP workers. There's talks of some roles being eliminated and some 7/7 roles being turned into 10-day-rotation roles. How are your offices feeling about that? Anyone currently in a 10-day-rotation schedule able to speak on how it's even feasible to work 2 weeks remotely in child protection?

My job is highly specialized and I will be working 7-days-on 7-days-off in the same remote community in Northern BC and returning home to the lower mainland. Flights and hotels will be paid out-of-pocket then reimbursed.

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My flight options are only Westjet and Air Canada, and my hotel options are Comfort Inn (ChoiceHotels), Best Western, and Sandman.

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I would like to take advantage of the hotel and flight points with a new credit card. To my knowledge we only have the Amex Marriot, but there are none of their chains there. I would like to get Aeroplan points as I visit my family in Taiwan a lot, so the RBC WestJet card is my second choice. I know these hotel chains have American reward cards but I don't know if that's worth the hassle of applying for an American tax profile.

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I would love to know from you knowledge peeps how I should approach this. Thank you!!

Minister Wickens was asked directly about the merger of MCFD and SDPR, her answer was essentially "nothing's off the table".

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It is a really promising and desirable initiative on paper, but it's a very ambitious project that'll be difficult to implement perfectly. The Ministry is accepting public comments and written submissions about this initiative, I'd encourage social workers to engage with this process.

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Please feel free to read into the Child and Youth Well-Being Action Plan and Outcomes Framework here, and submit your comments. https://engage.gov.bc.ca/childyouthwellbeing/

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If you look at the current postings, a lot of job postings are getting their closing date extended, multiple times even. There are multiple laterally restricted postings that have a 4 month screening period.

The justification for the "lateral first" policy that the PSA gave to BCGEU is that they would simply "open up" the competition if there were no qualified candidates. The competitions are obviously not being opened up for promotional applicants if they just continually extend the closing date until they find someone.

The PSA should not be allowed to utilize an endless amount of extensions to the screenings phase and drag it out for months. Paul Finch urged members to inform the Union if jobs are not being reposted after a failed competition; this is the employer's way to claim "these competitions never failed to yield a successful candidate 🤓". Fuck them, we need to send in messages.

Since the Union has encouraged members to apply to laterally restricted competition they would otherwise be qualified for, has anyone gone through the grievance filing process for this matter? Can you please share your experience and useful knowledge your steward may have shared?

Related to this, It seems pretty obvious that the CA is being breached, an injunction should be requested while the arguments and arbitration occur. Does anyone know the timeline you would expect for a potential injunction that could be issued?

I would like to explore working for an Indigenous Child and Family Service Agency. I believe they are still part of the GEU, but not part of the PSA? Would leaving MCFD to work for them result in losing seniority and continuous years-of-service?

This was not in the email so I think it's important to bring awareness to this. The union is asking its members to let them know if management ends up not reposting an unrestricted competition after an initial lateral-only competition failed to produce a successful candidate.

For those unaware, the union is encouraging us to apply for lateral-only jobs and grieving the rejection. I've received my first rejection since doing that, and I'm 99% sure I was rejected due to the lateral restriction.

I know there's confidentiality between a steward and the member, but I don't really want any stewards in my office to know I am job searching because I'm relatively new to this role and plainly feel bad for wanting to get out so fast...

I'm in the states right now and for the next few days. I believe I received an important email that requires an immediate response. Does accessing outlook count as work data? Or does that specifically mean accessing citizen information via Justin/ICM/etc?

I was rehired within 90 days of leaving the public service, which to my understanding entitles me to retain all fringe benefits as if I was on a LWOP.

I haven't used any vacation time for 2026, but it somehow shows 18.6 hours taken and -7.6 adjusted, resulting in a total of 78.75 hours projected. Is this some sort of adjustment because of LWOP status? How can I see how they calculated this.

Is there any way I can keep my vacation carry-over from 2025 of 31 hours that was paid out automatically? I would love to pay it back to keep that time.