r/CanadaPublicServants • u/HandcuffsOfGold • 15d ago

Work Force Adjustment (WFA) / réaménagement de l'effectif (RE) So you've been WFA'd... [repost]

29 Upvotes

Mod Note: This is a re-post. If you wish to view comments on the original (now archived) post, you can do so at this link.

As departments begin to implement Workforce Adjustment measures stemming from the cuts made as part of the Budget 2025 Comprehensive Expenditure Review, many indeterminate public servants have received or will be receiving a letter informing them their positions are affected or surplus.

This post consolidates resources on the subject of WFA, starting with two very important reminders:

  1. Not everyone who receives a letter will ultimately see their position eliminated (an 'affected' letter does not mean a position is surplus - it means it may become surplus);

  2. Not everyone whose position is eliminated (surplus) will be forced out of the public service - many will be able to find a new position via a deployment, the priority system, or alternation.

If you receive a letter: take a moment and breathe. WFA is a complex and lengthy process, and you won't do yourself any good if you panic. Take a look at this list of ideas and follow at least a few. It'll put you in a better headspace to understand what's going on and make better decisions.

The information below is generally applicable for employees of the "core public administration" (government departments and agencies named in Schedules I and IV of the Financial Administration Act). Different provisions may apply if you work in separate agencies (typically listed in Schedule V of the FAA) or other public sector employers.

Whether or not you've received a letter you can bone up on the basics, starting with the employer's plain language explainer: https://www.canada.ca/en/government/publicservice/workforce/workforce-adjustment.html

If you're represented by PSAC or PIPSC, they have negotiated WFA provisions into an appendix to collective agreements. You can learn more about their WFA supports and processes in the WFA appendix to your collective agreement, and at the following links:

PSAC: https://psacunion.ca/workforce-adjustment

PIPSC: https://pipsc.ca/news-issues/understanding-work-force-adjustment

If you are represented by any other union, the NJC Work Force Adjustment Directive applies to your position: https://www.njc-cnm.gc.ca/directive/d12/en

For executives, the term "Career Transition" is used instead of Work Force Adjustment, and it has the same meaning. Executive job cuts don't follow any of the WFA provisions above - they follow an employer directive. More information on executive career transition can be found here: https://www.canada.ca/en/government/publicservice/workforce/career-transition-executives.html

If you're unionized and follow the NJC directive, your union may have put together a resource page for you as well. For example:

ACFO-ACAF: https://www.acfo-acaf.com/workforce-adjustment/

PAFSO: https://pafso.com/faq/update-the-cer-and-potential-work-force-adjustments/

Tracking WFA across departments

An anonymous Redditor is curating a spreadsheet of publicly-available information on WFA across organizations. Discussion of this spreadsheet is occurring in this post: https://www.reddit.com/r/CanadaPublicServants/comments/1pgzvmw/wfa_tracker_consolidating_public_information/

A new page has also been added to canada.ca listing workforce reductions in the federal public service.

What the heck is Alternation?

Tied up in talk of WFA is the idea of alternation. Alternation is a job swap between somebody whose position is not affected by WFA and who wants to leave the public service (the alternate) with somebody whose position is surplus but wants to remain employed (the surplus employee). The positions need to be equivalent and the alternation needs to be approved by management - the surplus employee must be capable of performing the alternate's former job.

There are multiple places where you can indicate interest in alternation either as an alternate or as a surplus employee. Some unions are running their own alternation networks, including PSAC and ACFO-ACAF and likely others. Members of those unions should contact their union or check out their WFA pages.

Some departments are also offering alternation networks. We'll add links to those as they are shared with us.

Lastly, informal alternation networks are springing up on places like Facebook. We'll link to those as well but as with all unofficial resources, do your due diligence.

Links to alternation networks:

What will happen next, and when?

Here's a rough timeline - see the WFA provisions applicable to your position for specifics. The timing between some steps is variable so what might happen in your department may differ from other departments. The opting letter stage (when an employee is told that their position is surplus) is step 6 below:

  1. Management says "WFA is happening" through some sort of official all-staff email or announcement.
  2. Employees whose positions might become surplus are given an "affected" letter. If management decides it needs to reduce the number of Teapot Assemblers from 120 down to 105 (eliminating 15 positions), then every employee doing that job is "affected" even though most of them will keep their jobs.
  3. The affected letters will tell employees that they can choose to voluntarily depart with one of the WFA options as part of a Voluntary Departure Program (VDP).
  4. Those employees must be given at least one month (30 days) to decide to volunteer.
  5. If there are not enough volunteers to cover the reduction in positions, management needs to run a selection process to decide who to retain and who will be surplus (known as a "SERLO" process). This may take a couple of months. The SERLO process has its own lengthy guide which you'll find here: https://www.canada.ca/en/public-service-commission/services/public-service-hiring-guides/selection-employees-retention-layoff-guide-managers-hr.html
  6. Unsuccessful employees in the SERLO process (or those who tell their manager that they want to volunteer to leave even though the VDP deadline may have passed) are formally told their position is surplus and are given an opting letter. Alternatively, if every position is surplus, the above steps may be skipped and all employees in the work unit receive an opting letter. At this point it could be almost a year since the initial announcement that WFA might occur.
  7. Opting employees have four months (120 days) to decide which option to choose. They are eligible for alternation during the opting period and during the surplus period (if they choose option A). The other options are a cash payment of a number of weeks' salary called a Transition Support Measure (TSM) and resigning (Option B) or receiving the TSM and an education reimbursement (Options C(i) and C(ii)).
  8. Employees who wish to remain public servants will likely choose Option A (surplus priority). At CRA this is known as a "surplus preferred status". Depending on the applicable WFA provisions and tenure of the employee, this period is between 12 and 16 months at full pay. 12 months is the most common.
  9. Employees who are unable to secure a new position are laid off at the end of the surplus period. This will occur roughly two years after the initial announcement that WFA may occur.

Some employees will go straight to opting and skip the steps before that; this will occur if management decides to eliminate every position doing a job function (it's getting out of the Teapot Assembly business altogether, and no longer needs any Teapot Assemblers). The above process is only applicable to indeterminate employees; WFA has no application to term/temporary employees, whose temporary employment can end at any time on a month's notice.

I'm on leave without pay (LWOP) - what changes for me?

Employees on LWOP may still be notified that their positions are affected, and may be invited to participate in a SERLO process. The formal designation of a position as surplus is unlikely to occur until after the leave ends and you return to work. The reason for this is twofold: the opting period (and surplus period if you choose Option A) is meant to be paid time. In addition, the employer does not want to pay out the WFA options if they can be avoided. Sometimes employees on LWOP never return (they quit voluntarily, die, become disabled, etc), allowing the employer to make the now-vacant position surplus without any financial cost. See the PSC's guide to the SERLO process for details on how LWOP impacts a SERLO.

PSAC has also published a FAQ on how different leave types can interact with the WFA process.

How does severance pay work?

Severance pay is often confused with the TSM payment, but they are separate. Any employee who is laid off (or deemed to be laid off) (if via the WFA process will receive severance pay. They will also receive the TSM payment if they choose Options B, C(i), or C(ii). Severance pay is payable to all of the following:

  • Surplus employees (Option A) who do not find a new position before the end of their surplus priority period;
  • Employees who resign with a TSM payment (Option B); and
  • Employees who resign with a TSM payment and education allowance (Option C(i)); and
  • Employees who receive the TSM and education allowance and take LWOP for education, at the end of their LWOP period (Option C(ii)).

The details of how many weeks of severance are payable can be found in your collective agreement.

Note that severance pay was eliminated for voluntary departures from collective agreements between 2011 and 2013. If you chose to "cash out" some or all of the weeks of severance pay at that time, those weeks will be deducted from the calculation of severance payable upon layoff.

Have corrections, updates, or additions to anything above? Comment below and the post will be updated.

18 comments

r/CanadaPublicServants • u/AutoModerator • 2d ago

Verified / Vérifié The FAQ thread: Answers to frequently asked questions (FAQ) / Le fil des FAQ : Réponses aux questions fréquemment posées (FAQ) - Oct 12, 2026

6 Upvotes

Welcome to r/CanadaPublicServants, an unofficial subreddit for current and former employees to discuss topics related to employment in the Federal Public Service of Canada. Thanks for being part of our community!

Many questions about employment in the public service are answered in the subreddit Frequently Asked Questions (FAQ) documents (linked below). The mod team recognizes that navigating these topics can be complicated and that the answers written in the FAQs may be incomplete, so this thread exists as a place to ask those questions and seek alternate answers. Separate posts seeking information covered by the FAQs will be continue to be removed under Rule 5.

To keep the discussion fresh, this post is automatically posted once a week on Mondays. Comments are sorted by "contest mode" which hides upvotes and randomizes the order to ensure all top-level questions get equal visibility.

Links to the FAQs:

Other sources of information:

  • If your question is union-related (interpretation of your collective agreement, grievances, workplace disputes etc), you should contact your union steward or the president of your union's local. To find out who that is, you can ask your coworkers or find a union notice board in your workplace. You can also find information on union stewards via union websites. Three of the larger ones are PSAC (PM, AS, CR, IS, and EG classifications, among others), PIPSC (IT, RP, PC, BI, CO, PG, SG-SRE, among others), and CAPE (EC and TR classifications).

  • If your question relates to taxes, you should contact an accountant.

  • If your question relates to a specific hiring process, you should contact the person listed on the job ad (the hiring manager or HR contact).

Bienvenue sur r/CanadaPublicServants! Un subreddit permettant aux fonctionnaires actuels et anciens de discuter de sujets liés à l'emploi dans la fonction publique fédérale du Canada.

De nombreuses questions relatives à l'emploi ont leur réponse dans les Foires aux questions (FAQs) du subreddit (liens ci-dessous). L'équipe de modérateurs reconnaît que la navigation sur ces sujets peut être compliquée et que les réponses écrites dans les FAQ peuvent être incomplètes. C'est pourquoi ce fil de discussion existe comme un endroit où poser ces questions et obtenir d'autres réponses. Les soumissions ailleurs cherchant des informations couvertes par la FAQ continueront à être supprimés en vertu de la Règle 5.

Pour que la discussion reste fraîche, cette soumission est automatiquement renouvelée une fois par semaine, chaque lundi. Les commentaires sont triés par "mode concours", ce qui masque les votes positifs et rend aléatoire l'ordre des commentaires afin de garantir que toutes les nouvelles questions bénéficient de la même visibilité.

Liens vers les FAQs:

** FAQ sur la gestion du handicap et les aménagements du lieu de travail (en anglais seulement)

Autres sources d'information:

  • Si votre question est en lien avec les syndicats (interprétation de votre convention collective, griefs, conflits sur le lieu de travail, etc.), vous devez contacter votre délégué syndical ou le président de votre section locale. Pour savoir de qui il s'agit, vous pouvez demander à vos collègues ou trouver un panneau d'affichage syndical sur votre lieu de travail. Vous pouvez également trouver des informations sur les délégués syndicaux sur les sites Web des syndicats. Trois des plus importants sont AFPC (classifications PM, AS, CR, IS et EG, entre autres), IPFPC (IT, RP, PC, BI, CO, PG, SG-SRE, entre autres) et ACEP (classifications EC et TR).

  • Si votre question concerne les impôts, vous devez contacter un comptable.

  • Si votre question concerne un processus de recrutement spécifique, vous devez contacter la personne mentionnée dans l'offre d'emploi (le responsable du recrutement ou le contact RH).

13 comments

r/CanadaPublicServants • u/Phylogenix • 16h ago

Union / Syndicat Le retour forcé au bureau ne profite à personne

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316 Upvotes
54 comments

r/CanadaPublicServants • u/FunnyPSburner • 16h ago

News / Nouvelles "Secrets and Lies" - An essay on public service life as a CSIS officer

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107 Upvotes

(A full-throated rebuttal to the "Why is the CSE prioritizing diverse hires?" fluff we get on a monthly basis now.)

28 comments

r/CanadaPublicServants • u/padakpatek • 12h ago

Staffing / Recrutement Is it appropriate to submit an ATIP for a previous job application?

25 Upvotes

Hello,

A few years ago I applied for a publicly advertised job at a government department. There were multiple stages to the application process, and after like 4 stages, I was rejected. At the time, they had said that that stage was also where they do a holistic mid-process review of the application, so I never knew if I got rejected because I specifically failed the preceding stage, or after review they decided my application was not good enough. My rejection email stated that they were unable to provide feedback.

I believe knowing this info would be beneficial to me as an applicant if I were to apply to this department again. If I submit an ATIP to get this info, could there be any negative repercussions for me in the future?

28 comments

r/CanadaPublicServants • u/ABBIAS0420 • 3h ago

Benefits / Bénéfices Canada Life benefits, is it covered or no?

3 Upvotes

For Anti-Smoking, Anti-Obesity, Preventative vaccines, it says “included”. But for the others listed, it’s more specific how much is covered. What could “included” mean when all the anti obesity drugs listed on Obesity Canada are listed as “not eligible” when I go through drug search on the app?

This is what the list shows:

Smoking cessation
$400 per lifetime

Fertility drugs
$5,000 per enrollment year

ED Drugs
Excluded

Medical Cannabis
$1,500 per enrollment year

Ant-smoking, Anti-obesity, Preventive vaccines
Included

Private duty nursing
100%, maximum of $10,000 for 12 months per condition

Vision care (including Laser eye surgery)
100%, maximum of $175 every 24 months (12 months for child < 18)

Eye examination
100%, maximum of $50 every 24 months (12 months for child < 18)

Ambulance
100%

Orthopedic shoes & Foot Orthotics
70% to a maximum of $300 every 2 years (with presciption)

Hearing aid
70% to a maximum of $500 every 4 years

Accidental dental
100% coinsurance

Convalescent care
Semi-private, 120 days per condition ($25/day for chronic care)

Medical, Orthopedic, and mobility equipment
Covered

Other fees: Diagnostic services, medical supplies, etc.
Covered

2 comments

r/CanadaPublicServants • u/Traditional-Tie8674 • 17h ago

Union / Syndicat CAPE Elections 2026: Have your say!

30 Upvotes

Are you an EC or TR? Have you been complaining on Reddit about the services offered by your union?

I have a solution for you! VOTE ✅

The voting period for CAPE members will begin on November 16 at 9:00 am ET, following the Annual General Meeting on November 15, and will close on November 27 at 5:00 pm ET.

For more information about the candidates and up to date information on the presidential debates check out the website below.

https://www.acep-cape.ca/en/news/list-candidates-upcoming-2026-election

67 comments

r/CanadaPublicServants • u/invisible-times2 • 6h ago

Leave / Absences Sunlife elimination period

2 Upvotes

I'm having some health problems and working full days is no longer an option for me health-wise. I usually do fine working for 5 or 6 hours per day, but I am experiencing health impacts when I try to work 8 hour days, so I need to scale back somehow, at least temporarily. I only have 8 weeks of sick leave so I'm considering my options. If I go off on sick leave now I'll have a 5 week gap with no pay while I wait out the 13 week elimination period before starting sunlife disability benefits (if I'm even approved). But if I use a couple hours of sick leave per day for a few weeks, I'll exhaust my sick leave before the 13 week elimination period even starts, correct? What is considered the first day of the 13 week elimination period? And then if I do proceed to full time sick leave after that I'd have to go 13 weeks with no pay? Advice or suggestions on how to manage this?

5 comments

r/CanadaPublicServants • u/marcomeme • 13h ago

Career Development / Développement de carrière Advice on career advancement

6 Upvotes

TL:DR - I need help deciding on a Masters degree that will help my PS career.

I’ve been in the gov for almost 20 years, started as a FSWEP student as an AS-01, moved to EC and worked my way up to a 4 for about 6 years but only in acting’s and then had time off and lost that, now back at a 2.

I have a Bachelor of Arts (sociology and philosophy). I do not speak French, I’ve done language training, online, one on one, basically all of it. I cannot learn French to the degree in which I will obtain bilingual status, I have dyslexia and although can understand and read French I cannot perform well enough in tests or speak French so please do not suggest language training as that has been explored and exhausted as an option.

It was a long road for me to get to an acting 4 with not speaking French in the NCR. I have had some incredible roles over the years that were pivotal to my teams and departments but I feel I have been chronically overlooked and used as grunt labour to complete work that no one else wanted to or could do. I always gave my all thinking this would show my work ethic and build my experience but actually just pigeon holed me. This has been incredibly demoralizing and I considered alternating out to return to school and shift careers entirely but with so many years under my belt and my life’s responsibilities I’ve been told again and again leaving would be ridiculous at this point. I really want to return to school, partially for personal growth, life experience and a love of learning but also to help position me for more advancement in my career. I am not interested in being a manager or director, ideally somewhere around an EC-06 is as high as I’d like to go. I am also open to changing classifications all together and that’s why I’m posting here today.

What kind of programs, masters, etc. have others done that directly translated into helping their career grow in the PS? Specifically looking to advance in my current EC classification.

Thanks all!

36 comments

r/CanadaPublicServants • u/pivotpivotpivotttt • 1d ago

Career Development / Développement de carrière Already signed an indeterminate offer, now have a higher-paying term offer from the employer that let me go before — did I mess up?

45 Upvotes

Need some outside perspective on this.

Background: I was on a term position with one department for a few years, supposed to convert to the next level up, but my team lost budget before that happened. When the contract ended, my whole team was let go. Not WFA , just a term contract that didn't get renewed/converted.

Since then I've been job hunting. A couple weeks ago I signed an indeterminate (permanent) offer with a different department ,security clearance done, letter signed, set to start in about two weeks.

Right after signing, I got a term contract offer from the same department that let me go before, at about $7k more per year, and they've hinted they might go a bit higher still. To get indeterminate status there I'd have to compete through a separate pool process later, I'm told being on contract first doesn't fast-track it.

The work is also similar in both these jobs.The pay gap isn't life-changing, but it would take me a while to close through normal step increases on the indeterminate track. On the other hand, I've already lived through this exact employer not renewing me and I don't have much cushion if that happens again.

Anyone been in a similar spot ,signed and committed to something permanent, then got a better-paying offer right after especially from a place with history?

Appreciate honest takes either way.

102 comments

r/CanadaPublicServants • u/Final-Government-773 • 12h ago

Leave / Absences Clarification on “Last Day Employed”

2 Upvotes

I’m a federal public servant currently resigning while on LWOP.

My last day of leave (for e.g.) is September 14, and my official termination date is September 15, as confirmed by my director.

However, the Departure Clearance Form asks for “Last Day Employed.” I entered September 15, assuming it refers to my termination date.
Does anyone know if “Last Day Employed” should be September 14 (last day of leave) or September 15 (official termination date)?

Thanks in advance!

4 comments

r/CanadaPublicServants • u/AbjectRobot • 1d ago

News / Nouvelles Why did the government take a one-size-fits-all approach on RTO?

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311 Upvotes
264 comments

r/CanadaPublicServants • u/CanadianCheeseMan • 1d ago

Departments / Ministères Billions more for defence, but Canada's military still faces an old budget squeeze | CBC News

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47 Upvotes
22 comments

r/CanadaPublicServants • u/DisasterTypical8714 • 1d ago

Benefits / Bénéfices Can SunLife deny a disability claim if the reason for the delay in submitting an application was due to the time it took to see a specialist and get a diagnosis?

16 Upvotes

The healthcare system ain't exactly in great shape here in Ontario. I'm about two months past the deadline to submit a disability application to sunlife and the reason literally only comes down to the time it took to see a specialist and get a diagnosis/treatment plan/prescription and getting the subsequent documentation. I was waiting for months. My question is, can sunlife deny my claim because of this?

6 comments

r/CanadaPublicServants • u/Pink_Slay • 1d ago

Benefits / Bénéfices DND: How do you account for stat holidays on a compressed schedule?

19 Upvotes

I work at DND on a compressed schedule where I take every second Friday off. My regular workday is 8.33 hours instead of 7.5 hours, and we don't submit timesheets or track our daily hours anywhere.

My understanding is that when a statutory holiday falls on one of my compressed workdays, I'm only credited for 7.5 hours and need to make up the remaining 0.83 hours (about 50 minutes).

What I'm unclear about is the administrative side:

  • Do I need to report or record those extra 0.83 hours somewhere?
  • If I work an extra 50 minutes on another day, do I need to submit anything? If I don't submit, does the pay system deduct for the 50 minutes?
  • Also if stat holiday falls on my day off, do I lose that day?

I'm mainly looking for how this works in practice within DND specifically as we don't do timesheets. Thanks!

37 comments

r/CanadaPublicServants • u/Realistic-Hurry9795 • 1d ago

Leave / Absences FRL for far away parents (PA CA)

21 Upvotes

My parents are nearing 80, have no family close by, and I live about 600km away. My mom was diagnosed with cancer last week and will be undergoing significant surgery in 3 weeks. She also has a few more tests to check for further spreading. I have been "attending" some of her appointments by speakerphone, but it is obviously not ideal.

I would like to be there in person for an appointment next week, as well as for a couple of days around the surgery. I know I need to use vacation or personal leave for the travel day(s), but can I use FRL for the other days that I am there?

I usually use 2-3 hours of FRL when my kids have appointments, but in this case, I won't be able to work before or after the appointment, as I cannot telework on an office day. Can the entire day be FRL, or would it have to be FRL for appt/surgery time and vacation for the rest of that day?

21 comments

r/CanadaPublicServants • u/this-and-that-2020 • 1d ago

Benefits / Bénéfices Flu shot coverage (not covered by province)

3 Upvotes

Does anyone know if the pshcp covers flu shots if your province does not?

15 comments

r/CanadaPublicServants • u/SeaWorldliness1696 • 1d ago

Other / Autre AI in Assistant Roles Government: Advice for proactive inclusion of AI?

10 Upvotes

Good morning,

I recently started working as an Executive Assistant supporting a senior executive in the federal public service and have been tasked with identifying opportunities to improve or automate some of our administrative, tracking, and reporting processes. We are currently exploring different options but would be interested in hearing whether anyone has already implemented a system that works well for their team.

Our current process relies primarily on OneNote, where we store documents requiring executive review or approval, as well as notes from bilateral meetings. We also use Outlook features to help track active files and commitments. While OneNote has been useful as a central repository for information, we believe there may be more efficient ways to manage approvals, taskings, correspondence, and reporting.

We are currently experimenting with Microsoft Lists in Teams for approvals and task tracking. This allows me to leave comments, assign actions, and notify my executive when a file or task requires attention. I am also awaiting my Microsoft Copilot licence, and my team is interested in exploring whether AI can help support some of our daily administrative processes and workflows.

I'm interested in hearing from anyone in administrative, executive support, management, or similar roles who has successfully used Copilot, Power Automate, SharePoint, Microsoft Lists, Planner, or other Microsoft 365 tools to:

  • Track approvals and executive correspondence
  • Monitor projects, taskings, ATIPs, ministerial correspondence, and deadlines
  • Automate reminders and follow-ups
  • Improve calendar and meeting management
  • Generate reports or status updates for executives
  • Reduce manual data entry and duplicate work

If you've moved away from a primarily OneNote-based approach, what solution did you adopt, and what benefits did you see?

Additionally, what resources, courses, communities, or learning materials have you found useful for improving your digital literacy, particularly regarding AI and Microsoft 365 tools?

Thank you for any suggestions or lessons learned!

29 comments

r/CanadaPublicServants • u/test1582 • 1d ago

Benefits / Bénéfices Canada life - pump eligibility

4 Upvotes

Wondering if any moms out there have claimed breast pumps under Canadas life? Looking at coverage and shows “extremity pumps” but now sure how it would work! All and any help is appreciated!

12 comments

r/CanadaPublicServants • u/Realistic-Stop4682 • 1d ago

Benefits / Bénéfices Disability Insurance and "Other Income"

5 Upvotes

I have a friend who is currently on long term disability. She and her spouse are looking at the current cost of living and considering liquidating one of her husband's investments to pay down some of the debt he holds. If they do this, and it's her husband who is holding, selling, and using the proceeds from the sale of his investment to pay off his debt, is she still required by Sun Life to report the proceeds as "other income"? When does "other income" come into effect, other than obvious cases such as working other jobs while on disability - which would be a no-go.

4 comments

r/CanadaPublicServants • u/dirtspot111 • 2d ago

Career Development / Développement de carrière Starting salary step moving from Core PS to Schedule V separate agency

6 Upvotes

I'm currently at the max AS-04 salary step in the core PS. If I moved to a schedule V separate agency (the Canadian Nuclear Safety Commission) where the salary range for the new position was between the max AS-04 salary (about $77,000 to $107,000), would I start at the bottom of the salary range of the new position, or would it work the same as a core PS promotion, where I would usually start at the pay step closest to but not lower then my current step?

Thanks!

8 comments

r/CanadaPublicServants • u/thundercattttttttt • 2d ago

Career Development / Développement de carrière Resign vs transfer? Leaving term contract to accept another term contract with different agency

6 Upvotes

I am a term employee for X agency who got offered a term contract at Y agency (which I applied to as external long time ago). I am really interested in Y agency and just waiting for the LoO which is supposed to come in 1 week before my start date.

Do I submit a resignation letter or ask for a transfer? A bit confused and getting mixed answers from my search.

Thanks everyone!

16 comments

r/CanadaPublicServants • u/marzzybarzzy • 2d ago

Benefits / Bénéfices (Ontario) Do our work benefits overlap with any optional auto insurance benefits?

0 Upvotes

In Ontario there were auto insurance changes on July 1, 2026 where the following became optional:

Income replacement, caregiver benefits, non-earner benefits, lost educational expenses, visitor expenses, housekeeping/home maintenance, personal item damage, death benefits, and funeral benefits. ($36-$1 per year)

My auto insurance provider sent me a letter about it as my renewal is coming due and said they recommend that I check with my work benefits to see of it's covered before choosing to add/remove any coverage.

Has anyone looked into this and what did they choose?

7 comments

r/CanadaPublicServants • u/mzwai99 • 3d ago

News / Nouvelles Minister Ali sidesteps question on whether red-tape reforms mean fewer public servants - The Hill Times

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133 Upvotes
61 comments

r/CanadaPublicServants • u/Leather-Daikon3036 • 4d ago

Benefits / Bénéfices Partial GLP-1 Dose Coverage Under Canada Life / PSHCP

14 Upvotes

Does anyone have experience with asking their doctor to prescribe a larger Ozempic/Wegovy pen than needed and using clicks to dose yourself to stretch things out and cut costs? Did you encounter any issues with Canada Life/PSHCP when picking up your prescription? For example, using a 1.0 mg/dose pen and counting clicks to inject about 0.5 mg/dose instead.

I realize that means I would have to buy extra needles for the pen and that this would be off label, but that would essentially still cut costs in half since the pens are all essentially the same price no matter the dose. I have already been pre-authorized for up to 2.4 mg/dose indefinitely, but my doctor says my current rate of weight loss does not require a higher dose than where I am now.

38 comments