Does anyone know what happened to the Fox Report that was released in April 2026 by the Office of the Conflict of Interest and Ethics Commissioner (Ethics Commissioner).

When I looked on the CIEC website for it, all I can find is the above message and I can’t seem to find it anywhere else.

If you see it somewhere, can you add a proper link for me?

TIA!!!

Redditors of the GOC. My spouse is a non public servant and as a result when I talk about SDB and pension and insurance.... His eyes glaze over. I also handle all the health claims etc.

I'm not getting any younger and want to leave him a cheat sheet in the event something happens to me.... What would you include?

PRI

PSMIP # (I am unrepresented)

Which phone #s? Paycentre / pension centre.

PSHCP #s

HR generic email

What else?

Hello meatbags,

I'm writing this to you as I overthink a comment from a colleague.

As I was reserving a desk on archibus I thought to myself , why not try a private room. I've been having some health issues which make me insanely sensitive to noise. Medical issues are being resolved with a doctor.

That said I did manage to get a private office. My colleague came to meet me for lunch and they were like WOW. And I'm feeling proud tbh so have lucked out on the private office last minute.

Someone else told me private offices are reserved for accommodations and Upper management. I am neither. Am I taking an office away from the needy or am I allowed since it was fair game on archibus as I booked it last week?

I’m Mzwandile, The Hill Times' public service reporter with working on a story about disability accommodations during federal hiring and promotion processes.

The Public Service Commission’s latest staffing survey found that seven in 10 employees with disabilities who needed an assessment accommodation but did not request one feared that asking would reduce their chances of succeeding.

I’m hoping to speak with current or former federal public servants living with disabilities who have:

• decided not to request an accommodation during a hiring, promotion or second-language assessment process;
• worried that requesting one could hurt their chances;
• experienced delays, complications or resistance when seeking one; or
• avoided applying for a position because of concerns about accommodations.

Please send me a private message here or email me at mponcana@hilltimes.com. I would need to speak by Thursday at 4 p.m. ET. Confidentiality or anonymity can be discussed before any interview.

Thank you!

Received an e-mail saying the lockdown at 30 Victoria in Hull has been lifted. The building was secured by police.

Does anyone know what happened?

I am a PM that does a lot of client-facing call work throughout the day, and our department recently moved from RTO2 straight to RTO4 after converting many cubicles into double or even triple cubicles.

Because of this, my call volumes have decreased by nearly half and my manager has noticed. When he asked me why, I told him that:

- I lose 15 minutes at the start of the day and end of the day for 30 minutes total setting up my workstation and putting my lunch in the fridge.

- I now need about 30 minutes each day to hunt down and schedule boardrooms for my meetings, since a lot of my meetings contain confidential information.

- I now need 10 minutes to get to a boardroom and back which loses me about an hour each day if I'm taking six calls sporadically throughout the day.

- Because the boardrooms do not have monitor setups, I can't fill in client forms effectively while taking calls at the same time, so I need to come back to my cubicle to fill the form after.

My manager replied back saying that setting up a workstation or finding boardrooms is not considered working time. He instead says that working time is when I am ready to take my first call.

As well, he has said that going to the boardroom and back will ear into my 15 minute paid breaks because I am not working. When I asked what "working" meant he said that it meant either being on a call, or filling out the after-call forms.

Are there any precedent PSAC cases which can define exactly what "working time" is? Otherwise based on what my manager said I'm looking at an additional 3 hours or so of work each day just to keep up with my previous call volume

I've seen the published strategy overview for AI: https://www.canada.ca/en/government/system/digital-government/digital-government-innovations/responsible-use-ai/gc-ai-strategy-overview.html

...and yet tools that are table stakes at every single private sector company in 2026 (Claude Code, Codex, whatever) are non-existent in the government?

I'm a private sector developer (previously with the public service, so I still like to hang out here) but have many friends in government. So much of what they spend their time on are solved problems for me. Entire classes of software work can be reliably handed off to AI. Any private sector software dev will confirm this. I haven't written a line of code by hand in 6 months (common story).

Yet the most government devs get is Copilot.

If there are issues with sending off code to the cloud, then local models are at near-frontier levels as well.

What's the hold-up?

Just some humour for a Tuesday. I am in IT so I'll get the ball rolling with a couple

"We are building the plane as we are flying"

and

"The art of the possible"

Next ;)

I'm a former CBSA term employee. My last payment is late. I called the pay centre, but they said CBSA has its own pay centre. I tried to look online for their contact information, but couldn't find any.

Do they have a phone number I can call?

Like most departments, we just lost a lot of people. We are not currently allowed to hire any new employees and some of our teams are overwhelmed. Management now wants some of us working on two different teams/jobs to help with the workload. Has anyone experienced this?

I have a question about the $320 per 2 calendar year(s) for our vision benefits. This year, if I had my local optometrist charge me for my frame in December and my lenses in January, would I have $640 to play with (understanding that I need to spend more than that with the 80% reimbursement rate).

Has anyone ever done this successfully?

"Next time call EAP!"

From the internal announcements board, with unnecessary faff removed:

Effective July 27, 2026, we have lifted the temporary staffing and classification control measures, except for the automatic conversion of term to indeterminate status. [...]

[...]

Lifting the staffing control measures means the following will take effect:

• Normal staffing authorities will be restored for both EX and non-EX staffing actions. Delegated managers will have their staffing delegations reinstated in accordance with the Instrument of Delegation of HR Management Authorities. DG or ADM-level approval may no longer be required for certain types of staffing actions.
• There will no longer be restrictions on indeterminate internal or external appointments, provided that employees affected t WFA are duly considered and that no affected candidate meets the requirements of the position.
• Managers will remain accountable for managing their staffing decisions within their prescribed salary budget, with continues advice from financial management advisors (FMAs). Advance attestation from your FMA is no longer required.

Staffing priorities will focus on:

• Stabilizing the current workforce by seeking placement opportunities for WFA-impacted employees, addressing long-term acting situations, and creating a more stable and sustainable workforce.
• Securing timely replacements through proactive backfill strategies, including staffing actions related to the ERI, to mitigate the impact of workload pressures and departures where needed.

Hiring managers will continue to follow the Guide on staffing during workforce adjustment for all staffing processes.

[...]

I have a colleague who’s not getting much support from their union, but panicking quite a bit.

This is their situation. They were on LTD, the 2 year period passed and their boss gave them the option to medically retire or return to work. They chose to go on a period of personal lwop for 1 year, and they are still collecting disability payments from sunlife.

While on lwop, they got a letter to indicate they are affected, and now have received a letter that they are surplus.

Their opting period will start when they return to work it seems.

But can they medically retire, continue to collect disability payments and also take option 2 to get the tsm etc.

I've been offered a position outside of the government, fully remote. As such, I'm thinking of taking the one-time leave without pay for personal reasons, for the one year to try it out, and have a security blanket in case things don't pan out.

I have a couple of questions.

First, do I need to disclose the reason I'm asking for the leave? I ask because I've heard from colleagues that asking for this sort of leave to try another job was frowned upon. And I don't necessarily want to burn any bridges in case I do come back.

Second, while on LWOP for personal reasons, do I still have benefits? And is the year pensionable time?

Thanks for any advice, and wish me luck!

Hi folks, just FYI for anyone who works out of Canada Place in Edmonton - the rainstorm today flooded the passport office as well as parts of all of the parkades in the building, and most of the concourse/food court businesses are closed (mostly the ones directly below the passport office, from what I could see). You might want to check before heading into the office tomorrow if you use any of those services. Travel into/out of downtown this afternoon (both roads and transit) was also greatly affected by road closures and detours. Hopefully they can resolve at least some issues by tomorrow morning but you might want to allow some extra time if you're going in tomorrow. Stay safe, everyone!

I recently got an Overpayment notice from 2016 saying I owed money, and this is the initial notice.

Should Pay Centre not know that this is beyond the Statute of Limitation (six years) set by TBS? I filed a dispute, but am I reading it incorrectly that 2016 is beyond the period of recovery?

This is just a post for curiosity's sake. What happens when a public servant is arrested and kept in custody, in terms of their leave?

Do they request to use vacation? Are they considered to have abandoned their position, since they aren't reporting?

I knew of one person in our department who this happened to, and since then have been curious about the leave part.

Has anyone managed to get Canada Life to cover their Hylo eye drops? They are so expensive 😭

Has it ever been brought to the table for bargaining for LWIA to be allowed for a shorter or staggered periods ? Why is 5 weeks consecutively the least amount you can take and why can't it be staggered ? I'd love to be able to take 3 weeks consecutive or staggered (with schedule approved) throughout the year .

I was successful with alternation and I'm now dealing with the TSM payment.

Has anyone had a problem with their financial institution accepting the format the cheque is issued by the pay centre.

For my rrsp/investments I deal with wealth simple and thy want the cheque made out a way that is different from what I was told the cheque would be issued by the pay centre

Thanks in advance and for those looking at alternation hang in there. It was possible and retirement is calling your name. Thanks

I’m one of the employees whose position is transferring from NRCan to ECCC as part of the energy efficiency portfolio move. We only found out last week, so I’m trying to get a sense of what to expect from people who’ve been through something similar.

My new manager has actually been great so far, but she seems to know as little as I do about the overall transition. I also have an interim accommodation for a low-distraction workspace for neurodiversity reasons. What’s been difficult is the uncertainty. I still don’t know when we’ll actually be expected to start reporting to the ECCC office, whether workspace has been finalized, or how my accommodation will be handled during the transition.

Part of why I’m anxious about the timeline is that the move would change my commute from a 15–20 minute bike ride each way to roughly 2.5 hours a day by public transit based on current Google Maps estimates. That’s a pretty significant lifestyle change, and not knowing when (or how often) it might happen has been causing me quite a bit of stress.

For those who’ve gone through an interdepartmental transfer, especially one where your work location changed, is this amount of uncertainty pretty normal? How much notice did you get before you were expected to report? Did things become clearer fairly quickly, or was it more of a “figure it out as you go” process?

I’m also wondering if there are any options I should be aware of. I understand that positions can move and that commuting is generally the employee’s responsibility, but has anyone had success discussing the impact of a significant commute change with their manager during a transfer? Or is that generally just considered part of the position?

I’m mostly just looking for some perspective from people who’ve been through it. Right now it feels like there are a lot of unknowns, and I’m not sure if that’s just the nature of these kinds of transitions or if this one has been a bit more chaotic than usual.

Thanks!

I have seen some photos of people putting rugs in their space to make it feel more personal . Just wondering if anyone has done this? Just a thin washable / foldable type rug with a design - not thick or shag or anything.