r/BCPublicServants

I just started working at a CLK 9 position (perm full time). Previously I was in an ADMN21 position as an Auxiliary employee. That contracted ended and I took a CLK 9 to stay in government. My former ministry has offered me a 9 month TA with high possibility of extension. But taking this would mean I no longer have a base to go back to as I haven’t passed the probation of my CLK 9.

In light of the current circumstances in government, would you take the TA and risk contract ending (I am 1st on eligibility list for a perm position), or stick it out for 6 months at the clk 9 to guarantee I always have a base position to go back to?

Pay difference is about 15k.

It just stood out to me that on pretty much every inter and intranet page the people in the images seem to be under 40 and more of the fitter body type.

It kind of makes me chuckle but it also sends a message.

Has anybody here been approved for an unpaid leave for about a month? I recently got accepted for a second job that I can work on weekends, but they require a month-long training so I’d need time off from my current job temporarily. As a Grid 15, I honestly need the extra income with how expensive everything is these days.

I’ll be talking to my supervisor tomorrow to check my options, but just wanted to hear if anyone here has gone through something similar.

I've seen a lot of chatter on here lately about folks feeling "safe" from layoffs as unionized permanent employees. I want to offer some perspective - Not to alarm anyone, but I do think it's important to be informed, and have the opportunity to plan, if needed.

I posted this in another comment yesterday, but will also paste it here. BCGEU has clearly stated about MOU 1 that:

“The memorandum offers critical job protection for regular employees throughout the term of the collective agreement, with the exception of substantial workforce reductions.”

MOU 1 is not absolute layoff protection. It's more accurate to think of it as a process and a set of obligations. It has mechanisms like reassignment, placement into vacancies, and other workforce adjustment processes.

HOWEVER, if a role is eliminated and there's no suitable placement available, the existence of job security language does not magically create a position that does not exist.

We're seeing this with our federal gov friends:

1. An employee is first told their position is affected. This means their role may disappear, the org is restructuring, or decisions are still being made.
2. Some get a Guaranteed Reasonable Job Offer (GRJO). That means they're displaced, but the employer expects to place them in another suitable permanent role.
3. Some become “opting” employees. This is when a permanent employee whose position has been declared surplus does not have a guarantee of a job offer. They have a 120 day window to choose 1 of 3 career transition options: Departure package, education allowance, or swap with another employee who wants to leave (provided there is someone).
4. Some become "surplus" employees. This is where if no suitable placement happens within the entitlement period, layoff happens. This is common given the gov is reducing services/programs/FTEs.

At a high-level, we can expect to see a similar process happen within the BC Public Service.

TLDR: If your job is eliminated, and no suitable placement exists (which is plausible if the broader objective is workforce reduction), layoffs are a possible outcome. The employer can say they tried to find you something, but that job just doesn't exist.

Has a few people leave my team recently. When I first joined I had heard of everyone going to lunch and then the person leaving paying for everyone’s meals.

Is this still a thing? I haven’t seen anyone do it.

At least for me and the folks in our area, this reorg seems a little like purgatory or limbo - assume more change after various excluded take - wanted or not - lifeboats on June 1st.

Lots of townhall, email updates early on and now - nothing.

Stay safe out there.

I recently applied to a clk 15 position within MCFD, currently a clk 9. I did the panel interview, was asked for my references. My OM confirmed she did the reference on this past Friday, and yesterday the main person in charge asked for my employee number... what does this all mean?

I know this topic is not a fan favourite, but my shop is trying to plan ahead and see what we can do for employees for BC Public Service Week this year. There is zero funding available so options are limited. Does anyone ever go off-site after work for events (e.g bowling, pub, etc)?

What does your area do typically for that week?

Anyone else in PEA not get back pay yet or know anything about the status? I see a slight pay bump on my pay stub however it does not correspond with the pay grid it should be at

Hi all! I hope you are having a nice week so far :) I’m wondering if anyone has information on what it’s like to work as a Clerk 9 in MSD? I know it’s very high stress due to the clientele, but is management supportive of workers? Do people receive flex days to help with work/ life balance? is there opportunity to move into higher positions?

Thank you for any insight!

Does anyone have recent experience with LTD? I assume LTD amount is based on gross pay. Wondering what taxes are like/net. Any experience people can share with LTD process, success, take home amount, etc would be helpful. Searched archives already. TIA

I have a question related to the collective agreement and TL OT. Don't want to ask anyone in my office, as I have heard from others when they asked about possible grievances/issues management suddenly knew about it and I'm not trying to get on anyone's radar. But I am curious.

I have been a part of three unions throughout my working life, and have known members of at least half a dozen others.

In every one, there were rules about supervisors doing their subordinates work. It was very much not allowed, usually under the justification that it is inequitable for supervisors to be paid a higher wage for the work and taking it away from the positions that are actually supposed to complete it. Which made sense to me.

Our office has gotten a few overtime offers over the last couple years (admin, basically processing requests received from the public and issuing decisions). They also offer this overtime to our TLs, even the ones who were hired directly as TLs and have never done the work required. They learn on the shift how to do it, often asking the subordinate employees questions when they aren't sure what to do. They get paid their usual TL wage to do the overtime, even though they are not doing TL duties, but the work that their reports are doing.

Is this allowed? Does our collective agreement just not have language about this, or is there a loop hole they are using to have TLs doing our work for more money than we make doing it, while usually doing less because they aren't trained/are out of practice? They make such a huge deal about how we should be trying to over produce for OT so they can get approval to offer more, but then they are paying more for less work to get done?

I'm not too pressed about it, and trying to keep details vague because our management are not nice people and will try to find a way to punish people for asking questions about possible grievances. But my experience with unions makes this seem very fishy.

I am struggling to find the link that allows you to use Microsoft Word, Microsoft Excell and MS Powerpoint on your home computer.

Do we still have access to this? Or has it been tossed away now that we are the poors? (see: deficit). Not looking to be as cheeky as my earlier statement, but hoping someone can tell me if I am just accessing it in the wrong place. Happy to get a DM if this isnt approved by mods.

Have a great long weekend.

Do they pay the loan 1 year from the day i began working or 1 year from the day they accepted my application after my probation ended. I was hired June 15,2025 and my application was accepted around beginning of January 2026.

My supervisor sent an email to our team saying that going forward, they’ll be asking for the nature of any sickness or illness whenever someone takes sick days, even just one or two days. They mentioned that they talked about this with PSA. Do I actually have to provide the details of my illness, or can I just take the sick day without disclosing personal health info?

I was in an auxiliary role for 1.5 years. I then went on maternity leave and my TA ended while I was on maternity leave. When my maternity leave ended, my ministry was fully staffed and they had no space for me and placed me on layoff. However, they have continued to extend other auxiliaries that were hired after me. Is this allowed? I read on the gov website that they need to lay off the least senior auxiliary. But does this not relate to me as I was on maternity leave when mine ended? Sucks that maternity leave is the reason I couldn’t continue working there. The other aux employees are extended until next fiscal.

This is the first time in my many years of government that I'm interviewing for a job where they're only sending the interview questions 2 hours before the interview and said I'm allowed to bring my notes. Has anybody else experience this and why only 2 hours?

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...

Yo. Mods.

I am getting pinged on teams about u deleting the post re cuts of recent employees.

I am also getting pinged on teams about u deleting the post asking u about deleting the post.

Explain yourselves please. Cuz this is escalating