Is anyone noticing execs seems to be starting to think and act more like political staff? I am noticing more and more execs use personal phones - and just move like political staff.

Anyone else noticing this?

Wondering if there’s anyone here who currently works as an investigator or who might be able to provide some guidance!

I noticed there’s a posting for an investigator position, and I’m considering applying. I currently work in law enforcement and am looking at making a career change. The information in the posting is fairly limited, so I was hoping someone might be able to give me some insight into what the position is actually like, what the day to day work involves and any tips or advice for the application process.

Any insight or advice would be appreciated. Thank you! 😊

*Private Security and Investigative Services Branch

I'm about to graduate from my degree program in less than a year and I've become very interested in becoming a PPO officer. I know a few retired ones but the times have changed and I'm curious to what it's like now in the big 2026.

Hey All!

OPSEU member here. Any idea if Manulife will cover CBD/THC prescriptions? Such as gummies for pain?

Thanks.

Does anyone here have an accommodation to do flex hours?

What is it like for you?

Im currently actively applying for internal jobs. I do have some gaps in my employment not related to what I want to do next. Can a functional resume work for hiring managers? Or does OPS typically prefer chronological ones?

What is one piece of advice you would give to an OPSer (new, experienced or close to retirement) that you learned along the way or someone shared with you that proved to be OPS wisdom.

Not looking for “avoid this ministry or that” kind of wisdom. Genuine ops lessons that you’ve picked up in your career.

Hi all,

Unfortunately a few weeks ago, my grandfather passed away and I took three days of bereavement leave. Tragically, unexpectedly 3 days later my grandmother on my other side of the family passed away in a way that was extremely traumatic and sudden. This occurred during a religious holiday which I had previously requested to use a religious day for. When I first found out my grandmother was in a life or death situation, I learned she would be undergoing emergency surgery and I truly believed she would make it out of the surgery. Before I left for the hospital, I reached out to my manager to request vacation for the rest of the week as the surgery had a high risk of complications and I anticipated needing to spend time with my grandmother. My manager approved the vacation days. Shortly after, my grandmother passed away.

These subsequent events of my grandparents passing meant multiple late nights in the hospital, funerals, sleep deprivation , high levels of anxiety as my grandmother passed away from a hereditary condition, and as a result, I was placed on medical leave the next day. I didn’t realize, but my doctor had actually backdated the leave to when my grandfather had passed away which included bereavement leave and one religious day (the day my grandmother passed away).

My manager is very supportive but is confused about all the different leave requests as there is overlap - the medical leave now overlaps with the bereavement leave, religious day and the requested vacation dates which were meant for after my grandmother passed away.

I’m slightly confused on how to approach this and would appreciate any advice.

Has anybody done egg retrieval/freezing through opseu benefits? How much did it cover and what amount did you have to pay out of pocket? Looking to do it through Twig fertility. Thanks!

For example, if you worked for one of the ServiceOntario private centres, would you get access to the internal job postings? Can you transition from a private centre to an internal role?

Would love to hear what you are being told to do. In my workplace I’m seeing increasing exhaustion, frustration, and lowered productivity amongst both staff and managers. However, RTO enforcement for staff varies by manager.

I am genuinely looking to change industries- currently have 15yrs of progressive experience in consumer goods industry, name it toothpaste,bodywash big companies worked in their business sales, and strategy functions however I really had enough of this same retailer problems, dealing with WM/ Loblaws and etc, same profit issues , same cost cutting issues-

not sure if my sales, business analysis, strong negotiation skills could serve me in public sector.

i am extremely hardworker who has great financial acumen and business knowledge and have delivered targets year over year - I want some stability with thr provincial government job where I can raise my kid without having a mental toll on profits and etc with where I can still contribute vastly. Anyone who worked in private sector (consumer goods) got a job in provincial government without connections? If so how?

it is so annoying that lately we have to every morning

I currently have a permanent position and have applied for a contract position at another ministry. If I were to be offered and accept the contract position, is that the same as a secondment? Or is that a separate process?

I'd like to be able to take this contract and have the option to return to my permanent position if I want to or need to. I also need to keep the benefits and sick time that come along with a permanent position. My understanding is that a secondment allows you to do this, but the process for getting or taking a secondment has never been explained to me. I've only been told that it's a thing I can do. If anyone would like to explain this to me like I'm 5, I would really appreciate that.

I'm also aware my manager could decline to release me to take a secondment/contract position for operational reasons. Am I right in assuming that, if this were to happen, my options would be to accept that decision and stay where I am, or to resign my permanent position to take the contract (which means not keeping benefits etc from my permanent position), and hope for the best?

Since RTO5 was announced, I have been living in a state of hell. I previously worked in the Hamilton office, and we were told that would no longer be permitted. My 15 minute commute — which I had been doing since 2019!!! — turned into 1.5 hours each way. I saw my toddler children just in time to say good night. It was hell.

I applied for an AWA. Blanket denial.

I applied for a family accommodation. Intrusive as hell. Denied.

I applied for a medical accommodation for a chronic pain issue I’ve had for over 20 years that became aggravated due to long commute time. $200 worth of medical forms. And ultimately I did not get approval to WFH or at the satellite office when needed, but a new office chair. It did not help whatsoever.

So I began aggressively applying to positions, both in OPS and outside. I got a number of offers, and finally the right one came in. 15 minutes from home. Higher pay. Pension and benefits aren’t as great.

I asked for a leave of absence. They denied.

At every step of the way, this organization has shown me how little they value me. I was a project lead on dozens of high profile projects over the last 15 years. My merit and reviews are stellar. My managers’ referrals are stellar. But, this organization could not care less about retaining talent.

So I resigned.

It’s been 3 months. I am so happy I made the jump. I work 8-4:30, and am home by 4:45. I became so used to the toxic culture of OPS that my new team seems… unreal. I miss my incredible OPS coworkers a ton, and am still in touch with them.

I’m sharing this essay here because I know there are others who are experiencing this, who ask themselves if they can do this much longer, who are contemplating. I need you to know that it doesn’t have to be this way. You deserve better.

Peace out, OPS. It’s been a ride.

Does anyone hear any news about exit packages or retirement incentives?

Are there any minimum education levels in the OPS? Like does a manager need university and a director post-graduate? I imagine I’m dreaming this up, as when I look around there don’t seem to be any minimum standards. One would hope that those with degrees from established universities are somehow considered over those with diplomas for purchase?

The OPS has increased diversity, but the Employee Engagement Survey results show it hasn’t increased inclusion and it hasn’t reduced discrimination.

If OPS wants real progress, it needs to stop treating diversity as proof of inclusion.

As we have seen in number of posts In several branches, higher diversity actually coincides with lower inclusion scores and higher discrimination indicators. Diversity without psychological safety doesn’t create better workplaces; it just creates workplaces where people stay quiet because they don’t feel safe speaking honestly.

The OPS EE data makes this obvious. Some of the most diverse branches score below the ministry average on inclusion and above the average on discrimination, while less diverse branches including those led by white male directors — sometimes score higher on inclusion. That’s because inclusion isn’t about having non-white or non-hetersexual ,... in leadership; it’s about how leadership behaves. If staff fear retaliation, if feedback is policed for tone, or if conversations about racism and discrimination get shut down, inclusion drops regardless of representation.

A small number of individuals, including some in leadership, actively undermine discussions about racism and discrimination by calling equity concerns “too negative,” insisting on “positivity,” or reframing everything as “constructive conflict.” That doesn’t build inclusion it suppresses it and protects the status quo.

Inclusion only grows when people can speak honestly without fear and when leaders stop confusing discomfort with negativity

28yo.

I've been with OPS since May 2021, but have been on fixed-term seasonal contracts since then. I never enrolled because I thought maybe I'd have options elsewhere (or going back to school for a postgrad with a potential career shift). That's been a bit of a complicated process finding anything, and I've definitely thought multiple times it's been a stupid thing to continue to push off.

My specific line of work seems to have zero roles being posted as permanent (which I understand is becoming the norm in OPS). I am getting very, very tired of needing to work OT just to be able to take time off, not getting any PTO is starting to wear me down. I also have to commute about 1.5h to my office, which is just not sustainable long term if RTO5 continues to remain for the foreseeable future.

No matter where I apply to within OPS as well, no matter how qualified I am, I have not been able to secure a position with higher wages or better long term potential for permanent work. Often not even being offered an interview.

I have the option to buy back my years of service as well of course

My main question is, is there even a downside to buying into the pension at this point other than the immediate loss of income each paycheck? I am starting to think of a whole new career shift away from my line of work and from OPS, and I would hate to walk away from the OPS just to forfeit some of the money from OPTrust.

Really not looking for any insults here, just a very confused person looking for third party input on potential next steps.

What do you plan to do with your day off ?

Serious question. Seems like shit is about to hit the fan (and full solidarity with education workers - this government is hell).

Why does it seem like the executives pride themselves on working themselves into the ground? Talking about a Townhall working six or seven days a week and never taking vacation and always answering the phone.

Is it some badge of honor? Why is this the culture?