Canada destroyed me. Broke me in half like a twig. Kicked me while I was down, told me to kill myself (everybody hates you, no body likes you, go kill yourself) and than lied and said I am a liar!!

2021-12-16

To whom it may concern,

The Correctional Service of Canada (CSC) violated section 217.1 of the Criminal Code of Canada by engaging in willful negligence which resulted in gross psychological and bodily harm to my person. As a result, I request immediate reinstatement and a full investigation of what transpired.

217.1 Duty of persons directing work – Every one who undertakes, or has the authority, to direct how another person does work or performs a task is under a legal duty to take reasonable steps to prevent bodily harm to that person, or any other, arising from that work or task.

During a period of working in isolation on a telework agreement with no check-in and check-out procedure and during paid medical leave resulting from work and private life stressors CSC threatened administrative action thereby triggering my resignation and for the past four years has refused to reinstate me, refused mediation, and claims ignorance of my distress at the time of resignation despite overwhelmingly evidence to the contrary as outlined below:

I started my career with the Correctional Service of Canada (CSC) in 2005 as a university practicum student at the New Westminster Parole Office. I went on to work at Genesis Halfway House in New Westminster and as a Community Assessment Contractor at New Westminster Community Corrections and was then hired as a Correctional Officer at PI/RTC/RRAC in 2006. I worked as a Correctional Officer for two years (one year as a CXI and one year as a CXII in the department of Visits and Correspondence) and after a short acting assignment as an Institutional Parole Officer (Pacific Institution and Regional Treatment Centre – Psychiatric Unit), deployed to Vancouver as a Community Parole Officer in September 2008.

In the summer of 2010 a member of the Service and my personal friend committed suicide. I was informed of his passing by Vancouver Area Community Corrections Parole Officer Supervisor (POS) Esther Blazenko who offered the services of the Employee Assistance Program.  

In the fall of 2010, while carrying a busy caseload of high risk and need officers, my stepfather was diagnosed with a terminal illness. To assist with balancing work and family demands I was provided with a special project (Collaborative Case Preparation Initiative from October 2010 to February 2011 under the supervision of POS Brook Weeks), praised at its completion (performance evaluation for 2010/10/31 to 2011/10/31) and presented with an award at an annual retreat with staff and management at Manning Park. I then accepted a deployment to the Temporary Detention Unit in early 2011, where I performed regular duties with high praise and was noted as being an asset to the organization.

It should be noted that performance evaluation for 2010/10/31 to 2011/10/31 authored by A/Parole Officer Supervisor N. Pooni supports me for consideration for the Parole Officer Supervisor position. Parole Officer Supervisor Jas Gill is quoted in this report as providing the following feedback:

“Anna is a dedicated employee who works well independently and as a team player. She has sound risk assessment skills and is often called upon to take on more difficult and complex cases at the TD Unit. She has also developed specialization and expertise working with Aboriginal cases. She is sensitive to the needs of Aboriginal offenders and works collaboratively with member of the CMT to achieve optimal public safety results. Her reports are consistently well done and in accordance with law and policy. In this respect, Anna has received positive feedback from senior management and decision makers regarding the high quality of her reports. Anna is self-motivated and self-directed. As such, she requires minimal supervision and is able to prioritize her work appropriately. Anna engages in regular case conferences with her supervisor and comes prepares with the necessary information to assist in the decision making process. Anna has the capacity to be a strong leader and is supported for acting opportunities as a Parole Officer Supervisor…” Within the same report A/POS N. Pooni also notes:  “… Anna is highly committed to the job and her dedication is evident as she presents each case with an individualized release plan which meets the needs of both the offender as well as Public Safety.  Anna has been offered short terms acting opportunities here at the TDU and she should be further supported to be considered for acting opportunities to develop knowledge of the role of a POS.” There was a Parole Officer Supervisor competition for which I was preparing to enter with POS J. Gill providing mentorship; however, could not proceed because my mother fell ill with jaundice in the late fall of 2011 and in December 2011 was diagnosed with cancer and underwent emergency surgery. For the approximate three months she was in hospital, I was permitted to work from home on a full-time basis while my stepfather and I tended to my mother on a daily basis.

While management was supportive (Area Director Tim Goodsell and A/Parole Officer Supervisor Nikki

Pooni) and accommodating during this challenging time there was also an incident when Parole Officer Supervisor Phil Ouellette (I cannot remember the spelling of his last name, thus, this is the approximate spelling) at the TD Unit called me yelling and demanded to know when I would stop working from home as it was not fair to my coworkers. I told him arrangements had been made with my direct supervisor A/Parole Officer Supervisor Nikki Pooni and the AD Goodsell but he continued to challenge me. I then wrote an email advising Area Director Tim Goodsell of what had transpired; who then confirmed our arrangement and directed POS Ouellette to refrain from being involved with my situation.

My mother was discharged from hospital in March 2012. To care for her, I took leave with income averaging for 3 months and returned to regular duties for the duration of the twelve month cycle. I then repeated leave with income averaging for 3 months in April 2013. 

My mother was hospitalized again in April 2013 and on May 19th, 2013, passed away in front of me and my stepfather.

In July 2013, while assisting my stepfather and coping with my mother’s passing, I struggled with anxiety and made comments at work arousing concern of suicidal ideation prompting management (to the best of my recollection it was A/POS Erin Dewar who called – approximate spelling) at the TD Unit to ask police to conduct a wellness check. This was also the approximate time one of my dearest friends was diagnosed with terminal cancer.

In September 2013 my stepfather was hospitalized due to complications related to his illness. During this time I was mourning my mother while going back and forth between two hospitals visiting my friend and my stepfather.  My friend passed away in the summer of 2014.

As my stepfather’s illness progressed he became more dependent on me.  In approximately December 2015 I spoke with a Buddhist Monk Chaplain (CSC Employee – I cannot recall her name) while at work and broke down in tears while telling her the story of what had been happening with my loved ones and how I was taking care of my stepfather who constantly, every day, talked about death and dying and how this was impacting me at work. I had been working with a seriously ill offender and facilitated a call for another to speak with his dying relative at a hospital and both situations were challenging for me in light of what was happening in my personal life. She became concerned and asked me to go home while she spoke with management to arrange some leave for me. Consequently, I took leave again from December 2015 until March 2016 related to this situation. My return to work doctor’s note dated February 26^th, 2016 reads as follows: “Anna has been exposed to prolonged stress due to illness in the family and her having to take on the role of primary caregiver. It is my understanding that in her job as a Parole Officer she is required to work one-on-one with offenders responding to crisis situations and playing the role of counselor/caregiver. This mirrors her current family situation and adds strain on her mental health. In order to assist her in being able to return to work, I recommend a temporary accommodation in the form of her being permitted to work from home until such time when her family circumstance no longer calls for her to be a caregiver.”

Prior to returning to work on a telework agreement my direct Supervisor R. Byrne met with me off site at a coffee shop to discuss options on addressing my work and life stressors which included applying for short-term disability.

I returned on accommodation; writing reports only, instead of face to face interaction with offenders. This was to provide me with reprieve from care-giving for offenders because I was providing care to my ill relative. The quality of my work was not impacted and I continued to receive high praise on performance evaluations. In fact at one point Parole Officer Supervisor Nicole Wilson who was filling in for my Parole Officer Supervisor Ronan Byrne emailed me asked me to slow down the number of reports I was submitting to be finalized as she was struggling to keep up with reviewing and locking them. My point is, I was an asset and my work was of high quality. 

I would also like to add that in order to make arrangements for the accommodation which commenced in 2016 I met with the Area Director Mellissa Taylor (approximate spelling of last name) at her office in Abbotsford at the time. She shared with me she had an education and professional background in the area of mental health; we specifically discussed the importance of self-care and coping strategies while caring for the ill. She was a great support to me at that time.

In the summer of 2017, I allowed my stepfather to live in my home as he was voicing fear of being alone at night in the event of an emergency. Essentially he said he did not wish to die alone. During this time he had a particularly bad night but did not wish for me to call an ambulance. I recall texting my supervisor Ronan Byrne and advising him of the situation. The incident caused me to ask my stepfather to consider hospice care as I felt overwhelmed and helpless watching him struggle. He refused.

At some point during this time I discovered what appeared as a sexually inappropriate painting of me while watering the plants and feeding my step-father’s cat at his home. My step-father is an artist by trade and thus the painting was created by him. I remember feeling extremely uncomfortable. I remember asking him to leave my home. I remember feeling a loss of trust.

At some point during this time I remember going through family photographs. I came across one of my grandmother holding me as a baby in a position which appeared deviant; her middle finger was directly between my legs. (Please see photograph attached.)

As a seasoned peace officer with over a decade of exposure working with sex offender files, my mind went to the worst. Please refer to the book “Emotional Survival for Law Enforcement; A Guide for Officers and their Families” by Kevin M. Gilmartin, Ph.D., part of CSC mandatory training, to gain insight on the challenges associated with the peace officer profession. In terms of my reaction to seeing a photograph of my grandmother with her middle finger between my legs, my mind went straight to I am seeing a sex offender engaged in inappropriate sexual contact with a toddler.  Please refer in the above quoted book, specifically to the scout leader example from page 22 which reads as follows: “Has Your World View Changed? The following word-association exercise will help you become aware of changes

in your outlook since becoming an officer. Don’t worry: This test doesn’t require anything

psychologically abstract like looking at inkblots. It involves simply taking a look at the word that appears below and saying the first thing that comes to your mind.  Scout Leader What was the first word that came to your mind? Did you say something like “pedophile,” “child monster” or “sex offender?” The vast majority of times officers take the above word-association test, their responses are negative evaluations of the term “scout leader”. (Operational Stress Injury if indeed it was just a humorous picture of relatives having fun which is what my stepmother suggested when she looked over the photograph)

To the best of my recollection, at approximately this time, I started to pull away from society, avoid and push people away as well as to analyze my life and engage in acts of escapism (social media). I did not feel safe.

At some point during this time I took leave from work.  

At some point during this time I received correspondence via mail from my direct supervisor POS R. Byrne dated 2017-11-16.  would like to also add, my resignation was in direct response to letter dated November 16th, 2017 authored by POS Byrne who threatened with  administrative action and noted:

“Additionally, I am concerned that you may not be aware that your authorized sick leave concluded on

2017-11-02 and as a result you are currently on unauthorized leave without pay.”

I was obviously not in the right state of mind and responded by quitting over email and accepting my pay had stopped. Had the letter not been sent and instead management chose another way to deal with the situation I still would have my job. In addition, the letter contained false information which further contributed to the pressure I was feeling, specifically that my pay had not been cut off where in fact at the time of my resignation I was on paid medical leave receiving two further paychecks on December 13^th and 27^th. 

The letter reads as follows:

 “2017-11-16

Anna Wierzbicka

11 7348 192A Street

Surrey BC V4N6J2

Dear Anna:

RE: Leave of Absence 

In my recent communication to you via email on 2017-10-11 youwere advised that the CSC Return to Work Guidelines, 254, require that I establish a regular contact schedule with you in order to ensure we can maintain an open line of communication during the period of your absence. As has been our practice, I also communicated with you via text message to advise that the information had been sent to your email address. 

I have not received an acknowledgement that you have reviewed the information provided and therefore have elected to follow up with this correspondence to ensure I am able to relay my intent to have you progress through a safe and healthy return to work process. Additionally, I am concerned that you may not be aware that your authorized sick leave concluded on 2017-11-02 and as a result you are currently on unauthorized leave without pay.

Given the communication challenges, I have been unable to confirm with you your anticipated return to work date; and in the absence of a physician’s certificate, I am uncertain if you are currently under the care of a physician and continue to require authorized leave due to illness.  As a result, it is imperative that you contact me as soon as possible in order for me to be able to continue to assist in ensuring your absence is addressed both according to policy and your collective agreement.

I would ask that you please confirm receipt of this correspondence, either by phone 604-870-7756, 604209-3401 or email (Ronan.Byrne@csc.scc.gc.ca).  Failure to respond, and identify the type of leave you are requesting, by December 11, 2017 may result in further administrative action. While I appreciate personal issues can result in lengthy absences from the workplace, it remains incumbent upon me to continue to work towards your safe and healthy return to work; or to identify if you have made a determination to end the employment relationship. In order to accomplish this, I do require your participation in the process. I sincerely hope that you will give consideration to contacting me as soon as possible in order that we may collaboratively address your leave requirements. As always, the services of the Employee Assistance Program remain available to you during your absence. 

You are encouraged to contact me should you have any questions in relation to any of the information provided above.  In addition, you are welcome to contact Labour Relations Advisor to Fraser Valley Institution, Jamile Amery at 604-851-6407, should you have any specific questions about the return to work or duty to accommodate programs. 

Sincerely, 

Ronan Byrne

Parole Officer Supervisor 

TD Unit”

On 2017-11-22, police received a call from a man who identified himself as my co-worker requesting a wellness check be conducted because I was isolating and shared people were worried. Male police officers attended my residence. Given I was feeling extremely unsafe especially around males I refused any type of assistance. 

I would like to add, at some prior to my resignation, I attempted to obtain medically certified leave once again. I attended my doctor’s office to find it closed with a notice on the door notifying patients of said (to the best of my recollection it said something like the doctor was not available for the day and apologizing for the inconvenience). I took a picture of the notice and texted it to my supervisor POS R. Byrne at 604-209-3401 as proof I attempted to obtain medical leave. 

On 2017-12-08 (Friday evening), having been provided a deadline and threatened with administrative action, in the state I was in and while on medical accommodation and exhausted medical leave, I resigned from a celebrated career with the Correctional Service of Canada via email. Again, I had worked for the Service for over a decade and gave Canada and its people my all, as reflected in my exemplary performance evaluations. I had been an asset to the Service and yet no one even bothered to have a check-in conversation or even make a suggestion to consult with the union.  

On 2017-12-11 I received the following email from Parole Officer Supervisor Ronan Byrne:

“Hi Anna,

It’s a big decision and I both appreciate and respect it. I imagine that you must be processing a lot right now. I of course also want to support you as much as I can. You have been a valuable asset to CSC as a whole, and to myself personally at the TDU and I know you will be missed. I wish you the best in the future.

1^st thing though to get the process moving, I need  your effective date of resignation? Is it the day you sent the e mail?

Also I want to direct you too our labour Relations person, JamileAmery. She is a huge help and knows all the ins and outs of the process. You can e-mail her directly, or call her, or I can set up a meeting offsite in person if that helps. She is expecting your call or e mail should you choose to.

Lastly and I hate even asking, but I need to recover the laptop and your ID.

Again Anna, hope you are doing well and if there is anything I can help with let me know.

Ronan Byrne

TD Unit Parole Officer Supervisor

Local  604 -870-7756

Cell     604-209-3401”

I wrote back after hours stating immediately. My resignation was accepted the next day (2017-12-12) without further question.  I never contacted Labour Relations Advisor to Fraser Valley Institution JamileAmery or any Labour Relations Advisor nor was I ever contacted by a Labour Relations representative. I did not sign any paperwork to finalize my resignation.  My federal health benefits have not been terminated and in 2018 I received a T4 from the Service. 

On January 22^nd at some time before 1604 hours I briefly visited the Vancouver Area Community Corrections office requesting to speak with Area Director Dennis Herfst, asking to have group photos taken with co-workers and making a spectacle of myself. Parole Officer Supervisor (POS) Esther Blazenko confronted me in the CMA area giving loud orders for me to stop. To the best of my recollection she kept repeating “Anna – no” to which I replied “I do not feel safe around you” and stormed out of the building using the stairwell instead of the elevator which then prompted Area Director J. Capricci to contact me via email: 

“Hi Anna,

I wanted to check in with you to let you know that Ronan is on leave for the next couple of months.  If you have any questions/concerns please feel free to contact me and I can try to assist you.  I understand that you connected with some staff at the Vancouver office today and that you had some questions concerning your pay.  If you require any additional information and/or have any questions related to your pay, please give me a call.

My Blackberrry # (604) 364-3530 – It is a temporary # until Thursday.  On Thursday, it is anticipated I will have my original BB # back (604) 258-8207.

Take Care,

Jenn”

On January 23^rd, I replied to Ms. Capricci with the following message using capital letters and profanity:

“WHAT PART OF GIVE ME MY PAYOUT YOU PILL POPPING ALCOHOLIC CHILD ABUSING CUNT DON’T YOU UNDERSTAND! BARB VAN VOOT CONFIRMED MY RESIGNATION AND PREFERRED CHOICE OF PAYMENT BACK IN DECEMBER! YOU ARE NOT A MANAGER YOU ARE AN TEMPORARY ACTOR WITHOUT INTEGRITY!

REMEMBER WHEN YOU GUYS LOCKED ME IN AT MATSQUI WITH A VIOLENT SEX OFFENDER AND

SECURITY WAS NOT GIVEN A KEY TO GET IN AND WHEN I SENT OUT AN EMAIL LETTING EVERYONE

KNOW YOU CAME INTO MY OFFICE YELLING AT ME AND TELLING ME TO BE QUIET! YOU PUT MY LIFE IN

DANGER YOU CRACK WHORE HOW IS YOUR TWIN SISTER AS CRAZY AS YOU NO DOUBT! FUCK YOU!”

The above noted response is out of the ordinary as I am an educated and articulate individual who is mindful of social norms. My writing to my superior in all caps, using profanities is not a socially acceptable response. My mentioning that there was an incident, at Matsqui Institution, where I felt unsafe in the presence of a sex offender at a time where security was changing the locks, actually did occur, and had AD Capricci maintained her professional integrity, should have been a red flag and evidence of my distress.  

On 2018-01-25 (one day before my birthday) there were two wellness check requests made to the RCMP from two female members of CSC. On this date, I also received an email from Area Director D. Herfst at 1615 hours containing 5 attachments including a letter of direction to return government assets and never attend CSC premises, leave application and absence report and spreadsheet of leave reconciliation. The email reads as follows: 

“Good afternoon Anna,

In light of recent events this week, please review the attached letter and supporting documents.  The Word document can be slow to open, so I have also attached the letter in PDF format as well.  A hard copy is also being mailed to your residence.    

Thank you for your attention to these items.

Dennis Herfst

A/District Director, Pacific District Office

Correctional Service of Canada, Government of Canada

Dennis.Herfst@csc-scc.gc.ca / Tel: 604-870-2409

Directeur de district, Bureau de district du Pacifique

Service Correctionnel Canada, Gouvernement du Canada

Dennis.Herfst@csc-scc.gc.ca / Tél: 604-870-2409”  

Some time after January 25^th, I received Canada post mail correspondence noted in the email from DD Herfst containing the following direction dated January 25^th: 

“RE:  ReturnofGovernment Assets, Attendance at CSC Sites and Pay Issues

It has come to my attention that you attended the Vancouver Parole Office on January 22, 2018 with the intention of discussing concerns relating to your pay, having resigned from the CSC on December 12, 2017.  Your presence in the Parole Office served to disrupt the operational environment and raise concerns relating to personnel safety.  Additionally, I am advised that you misrepresented yourself as an active employee of the Service, presenting your CSC Badge in support of this statement.  As a result, this correspondence is being provided to address the above issues and to advise you on our expectations as they relate to your future interactions with CSC staff.  

It has been determined that you have no identifiable reason to attend CSC sites and therefore should you attend the parole offices you will be denied access.  We recognize that as a former staff member you may have occasion to request assistance in relation to your pay and benefits. However, all inquiries relating to compensation are to be directed to the Public Service Pay Centre or the Public Service Pension Centre.  Should you find that you require assistance relating to your employment with the CSC, or assistance in contacting these areas, you are invited to contact our Labour Relations Advisor, Jamile Amery, at 604-851-6407 and she will assist you in this regard. In the interim, I have attached a copy of your leave reconciliation for sick leave and annual leave for fiscal year 2017-18.  You will note that you were not entitled to leave credits for November 2017 through March 2018, given you were not in receipt of 10 days of pay during those months.  Copies of your leave forms for the period August 22, 2017 through your resignation date are also attached for your reference.  Should you have questions about your leave reconciliation you are encouraged to contact Ms. Amery to discuss.

With respect to your CSC Badge and ID, policy requires that you surrender these items upon resignation from the Service.  I also have been advised that you are in possession of a CSC issued laptop, which you were previously asked to return.  Given your resignation was effective December 12, 2017, it is imperative that these items, which are government assets, be returned immediately. Please make contact so we can confirm plans for the return of these items via the local police detachment.    

On a final note, it has been brought to my attention that your social media accounts contain unauthorized photographs of CSC staff and include disparaging, defamatory, threatening, and harassing comments towards numerous staff members.  I understand that you may be experiencing some personal challenges at this time, however given your past professional relationship with our organization, I am asking that you refrain from engaging in this activity future forward.  Steps are being taken to initiate contact with the webmasters to assist in removing the contents of the applicable account, however should you persist in these activities further assistance from the appropriate authorities will be sought.

I am concerned that the employment relationship has come to this unfortunate conclusion.  Should you find that you wish to re-engage with your colleagues in the future, you are asked to use telephone or email to facilitate this contact.  If you have any questions relating to the information contained within this correspondence, you are invited to contact the office of the District Director at 604-870-2409.  For reference, a hard copy of this letter is also being mailed to your home address as noted above.   

Sincerely,

Dennis Herfst

A/District Director

Pacific District Office

Community Corrections”

On about January 29^th, I attended Pacific Institution wearing what the union rep described as “evening attire” and was granted access on the property. I attended every unit looking for a Case Management Assistant, ran into my former mentor, union rep and PO Ben Schmidt at the programs unit (U- building) and stopped by the SIO department to obtain contact information for Security Intelligence Officers M. Gander and C. Brighton. I texted SIO M. Gander at the number provided reporting I was being stalked and requested assistance. I did not receive a reply. I subsequently had a phone conversation with PI/RTC/RRAC Warden C. A. Reynen, initiated by me after I had been told by PO Kama Tolan and PO Melanie Hughes when they attended my residence to collect government property that ramous were circulating that I had come to the Institution to free all the offenders so I wanted to clear my name because I thought they issued a warrant for my arrest. Warden Reynen confirmed there was no warrant being issued for my arrest and that I was not been suspected of attempting to break inmates out of jail. She encountered me to seek counseling and suggested I connect with the employment assistance program noting I may still have been eligible (up to three months following resignation).  I was subsequently also advised by staff Vancouver Community Corrections posted my photograph on their wall next to Canada wide warrant offender notices to ensure staff never granted me access. I requested that the union ensure the picture was taken down as it is degrading given what has happened; my union Rep Tracey Cochrane agreed to check if it was still there; however, I did not receive confirmation of it being taken down. I live with the fear my photograph is still hanging on the wall of the Vancouver Community Corrections office which to me is an absolute violation of my basic human dignity. 

At some point I gave away or discarded many of my possessions.

It should be noted shortly prior to my hospitalization I received my retired replica badge in the mail which was sent from Ottawa to the Temporary Detention Unit on June 4^th, 2018 and was then processed and sent to me; I received it on approximately Thursday June 14^th, 2018.  The replica is set in resin only it was improperly sealed (the badge sits upside-down). In a state of distress, I recall holding it to my head and thinking I should smash my head in with it and end my suffering. Please refer to photos of the incorrectly sealed retired replica badge.  

I was hospitalized on 2018-06-18 after attending to take my life.  

While at the hospital I reached out to colleagues and friends (most of whom were my colleagues – again, please refer to the book Emotional Survival for Law Enforcement as noted above for an explanation as to why peace officers tend to socialize with other justice officials) apologizing for my behavior.

While at the hospital I was visited by a former intimate partner, friend and member of the management team, A/POS Michael Reeves, who shared he was one of the people who requested a wellness check when I started to isolate. He told me he had noticed a change in my behavior some time in September. He told me management was aware I was struggling and held on to my file after I resigned but after my visit to the Vancouver Parole office in January 2018, released it for processing. He suggested I not return to work for CSC given what transpired. The visit occurred on a weekday, during business hours. At its conclusion, he shared he was returning to work. 

I would like to add at the time of my medical crisis this individual was not only an acting member of the management team but also acting local union president and my emergency contact. This individual is also related to a high ranking and or by now retired high ranking member of the RCMP. According to the union, he has now been appointed to the position of Parole Officer Supervisor.

After A/POS M. Reeves’ visit, while still hospitalized, I called Pacific Institution to speak with union rep

Bennett Schmidt. The call was transferred by central control (MCCP). I spoke with Mr. Schmidt who told me my case would likely have to be handled out of province due to its high profile. He said something to the effect: “do you know what you did? Do you even remember?” he also said he was willing to attest to my change in behavior which he witnessed on the day I briefly visited Pacific Institution on January 29^th, 2018. During the call, I remember feeling utterly humiliated and devoid of dignity. I do not remember much else from the conversation. I called from my cell phone. It is likely, if my name was flagged (as I was informed by the union it had been), the conversation may have been recorded by the Security Intelligence Department. 

Following discharge and decertification, on 2018-09-18, I provided AD Capricci with a copy of a letter from Doctor Haq (hospital psychiatrist) confirming I was unwell at the time of my resignation and asked to be reinstated. My request was denied.

Subsequently, the union became involved and assisted me to file my grievance. My grievance was accepted on November 1^st, 2018 by AD J. Chow about whom I had posted inappropriate comments on social medial during the time of my crisis regarding a historical intimate connection.  Given, I was concerned with administrative fairness and the employer’s Duty to Act Fairly, I also on the same date (November 1^st, 2018) voiced objections to the union regarding local managers who had been adversely affected by my nervous breakdown making decisions related to my reinstatement.  

In preparation for the grievance I requested and obtained my medical records from Langley Memorial

Hospital. Included in those records was a letter authored by Cst. P Esplen Police Mental Health Intervention Unit Surrey RCMP for Doctor Haq, my attending physician, to assist in providing corroborating information regarding concerns for my health and well-being.

The report includes entries regarding three instances where members of CSC called police concerned for my wellbeing. The entries are as follows:

“On November 22, 2017 a coworker of Ms. WIERZBICKA called concerned that he had not heard from WIERZBICKA for several weeks and had not seen her in several months and that other friends were worried about her.”

“On January 25, 2018 police received a request for a check well-being of Ms. WIERZBICKA from a former co-worker. The coworker reported that she had been acting odd, withdrawing from friends and hadn’t worked since August for Corrections.” 

Please note; I had previously only shared part of the above noted entry dated 2018-01-25, vetting the latter half, because it contains information which is not factual. The two business cards were not of CSC officers but of two male RCMP officers (Cst. Martin Rosowski: Surrey RCMP, 604-502-6392, martin.rosowski@rcmp.grc.gc.ca and Cst. Kevin Goetz, Surrey RCMP, 778-593-3137,

Kevin.goetz@rcmp.grc.gc.ca) who met me outside my garage as I was coming home and asked to speak inside of it to afford us more privacy from the neighbors. This is how one of officers presented it to me, saying that what they had come to discuss was private given it was a wellness check and asked if I would mind talking inside the garage. Given my state of distress I was not about to speak to two armed males no matter where they came from, in the “privacy” of my garage, so I asked them to leave. They did.

Copies of their business cards are attached. Police file number, the same on each card, is 17-166992.   

To:

“On January 25, 2018 police received a request for a check well-being of Ms. WIERZBICKA from a former co-worker. The coworker reported that she had been acting odd, withdrawing from friends and hadn’t worked since August for Corrections. She was concerned Ms. WIERZBICKA had been posting odd things on Social media, posting pictures of other Correction’s officer’s business cards and saying the officers raped her. She reported Ms. WIERZBICKA’s posts on social media were becoming more and more bizarre.”

Community Parole Officer Jessica Baird informed me one of the female callers who called identifying themselves as CSC and requesting a wellness check was Volunteer Coordinator Cindy Allan which would make sense as she was the person who allowed me access to the Case Management Assistant area at Vancouver Community Corrections on January 22^nd, 2018. 

“On January 25, 2018 the Surrey RCMP Police Mental Health Intervention Unit received a call from a Coworker of Ms. WIERZBICKA.  She reported she had known Ms. WIERZBICKA since 2012 and was concerned with the change in her behavior. She said she noticed the change in her in August. She reported that Ms. WIERZBICKA resigned in December, but had not returned her badge. She reported Ms. WIERZBICKA attended the Vancouver Parole office this week and was flashing her badge.  She stated that Ms. WIERZBICKA went on leave for three weeks then did not come back to work. She stated they tried to contact her and encourage her to go see a doctor and go on medical leave, but she would not respond.  She wrote back and said she would resign. She reported that Ms. WIERZBICKA was posting on Facebook, Instagram and Twitter constant messages with photos of coworkers and nasty messages about them. She also posted two RCMP business cards on Instagram as well. She reported that the messages from Ms. WIERZBICKA had delusional contact, aliens, and rape and these messages had started before Christmas.”

Please note, it is not unreasonable to assume, given the third caller was clearly in possession of private information available to only members of the management team and method of contact utilized (reaching out to a specialized team), this call was made by a member of the management team, representing the management team.

Of the approximate 9 to 10 first responders who attempted to and/or were granted access to my residence during a time of grave distress where I was ruminating on sexual assault, only one was female. Accordingly, I was resistant to any type of vulnerable conversation. 

On January 3rd, 2019 at the first level grievance hearing, I was made to go before Area Director J. Capricci, the same person who I called derogatory names during my medical crisis, as the decision maker who decides if I am reinstated.  Duty to Act fairly was absolutely not upheld by the Correctional Service of Canada at the fist level grievance process. 

During the first level hearing, AD Capricci shared she contacted police concerned for me following my visit to the Vancouver Parole office in January 2018. 

At the first level grievance hearing the Area Director confirmed I had been an excellent Parole Officer who left in good standing (this directly contradicts what A/DD D. Herfst stated in his correspondence dated 2018-01-25 banning me from attending CSC property) and agreed to provide me with references to aid in my efforts of securing meaningful employment while I went through the grievance process.

At the first level grievance hearing the Labor Relations Advisor Susan McKenzie commented my case was unique in light of my mental health struggles and noted it focused more on interpersonal elements rather than adhering to strict timeframes for processing.

Following the first level grievance hearing, on the same date (2019-01-03), I emailed the Area Director the following question:

“Hello Jenn,

Thank you for hearing my case today and for your willingness to provide me with a reference. I have been invited to an interview with John Howard for a House Manager position at Guy Richmond; it seems like a great opportunity for professional growth. Given what I presented today, will I be welcome at the Vancouver office for CIB should I be given the opportunity to work for JHS?

Again – thank you.

Anna”

She replied on 2019-01-04 noting:

“Hi Anna,

Thank you for sharing the below information.  If you were to be successful in this process, then you would be working closely with the Vancouver Parole Office.  I don’t see any reason why you could not attend/work with the Vancouver Office but I would suggest that prior to working with the Vancouver Office staff , informal conflict resolution may need to be considered.    As you are aware, there were some Instagram posts/pictures about specific staff at the Vancouver office that were upsetting to some of our staff.    Would you be willing to participate in informal conflict resolution/facilitated discussion with our Office of Conflict Management,  if there were any unresolved concerns with any of these staff members?    It is an entirely voluntary process for all involved  but I have found the process to be very beneficial for most parties.

A facilitated discussion would likely assist in resolving any lingering issues and it would give you the opportunity to share your experience (to the degree that you are comfortable sharing).     I think most staff would be quite understanding about your situation.

We can discuss in more detail as you move forward in this selection process.  Please feel free to reach out to me anytime if you have any questions.  As discussed yesterday, if you would like to use me as a reference, please feel free to use this email and the phone numbers noted below.

Take care and I wish you luck on your interview.

Jenn”

I would like to point out the Service is claiming ignorance as to my state of health at the time of resignation yet clearly admits some of “their” staff was upset by my actions. 

I responded agreeing to take part in mediation.

On January 18th, management provided me with letters addressed to Doctor Haq and my family doctor requesting further information while they considered my request for reinstatement.

To Doctor Haq, management asked the following six questions:

1. While Anna was struggling with mental health issues at the time she resigned in December 2017, you indicated that Anna was suffering a “mental breakdown”. Would you please provide further information in regards to Anna’s mental health at the time of her resignation and what type of affect it had on her decision making ability?
2. What date was she decertified and released from the hospital?
3. At what point since her release from the hospital do you believe Ms. Wierzbicka was fit to return to work.
4. Is she currently fit to return to work? If so, what, if any, physical or cognitive restrictions and/or limitations exist that the employer should be aware of to successfully reintegrate her into the workplace? Kindly indicate whether each identified limitation/restriction is temporary or permanent. If temporary, please provide a reassessment date.
5. Would a gradual return to work be an appropriate step?
6. Please provide any recommended strategies and/or comment on other reasonable accommodations measures, outside what CSC is currently pursuing, that might further assist Ms. Wierzbicka in managing her mental health in the workplace.

To my general practitioner, management asked the following four questions:

1. Is Ms. Wierzbicka still receiving treatment for her mental health issues? If so, do you believe this treatment will in any way interfere with a successful return to work? (i.e. can they co-exist?)
2. Is she currently fit to return to work? If so, what if any, physical or cognitive restrictions and/or limitations exist that the employer should be aware of to successfully reintegrate her into the workplace? Kindly indicate whether each identified limitation/restriction is temporary or permanent. If temporary, please provide a reassessment date.
3. Would a gradual return to work be an appropriate step?
4. Please provide any recommended strategies and/or comment on other reasonable accommodations measures, outside what CSC is currently pursuing, that might further assist Ms. Wierzbicka in managing her mental health in the workplace.

The union provided feedback also on January 18th noting only one letter and only addressing restrictions and limitations to the family doctor was appropriate. The feedback is as follows and was addressed to my local union representative: 

“Good Afternoon Tracey, 

Thank you for sharing the attached correspondence with me.  I have reviewed it with USJE Labour Relations Officer, Jean-Yves Lebel, today and wish to offer you the following advice/direction.

First off, management’s sharing of these letters with you as the local union representative presents us with an opportunity to provide feedback on the letters with management prior to .  These are the following points I wish you to consider as we move forward:

1. It is USJE’s position that there is no need for two letters to be sent to obtain clarification.  It is our position that a (one)letter to the family doctor is sufficient.  We will not support the first letter proposed to be shared with her specialist.  This letter should not go to Anna’s specialist.

It is common practice that the GP could go to the specialist (if specific information is required for the GP in their assessment) but any information from a specialist would come through the GP.

• The first three questions in the “specialist letter” would not be supported in any letter to Anna’s doctor.  These types of questions are considered “private medical information”.  

The four questions in the second letter (to the GP) are considered appropriate and would be supported.  We believe that Anna’s absence from the office would in all likelihood require a gradual return to work (likely over two months), but this is something that Anna would need to discuss with her doctor.

• The employer is asking for a response back by January 29th, 2019.  It is our position that putting such a date in place may be well intended but that the doctor’s schedule and ability to respond to the letter may not be met by this date.  It should be noted that more time may be required in order to obtain a response from Anna’s doctor.
• Anna’s doctor does not need to speak to the type of treatment that she is receiving.    The answers from the doctor should be simple “yes” or “no” answers.  To question 1 of the GP letter, no details need to be given.  Just simple “yes” or “no” answers are required.  Any answers given by the doctor should be linked to any potential limitations and/or restrictions.

If the employer does not like the feedback we are prepared to provide, then we will need to proceed with the grievance and take it out of abeyance.  While the grievance is in abeyance, we have time to work out any further difficulties around this doctor’s note and making sure that it is written appropriately to go back to the doctor.

Please let me know what comes from your discussions with Anna on this and eventually the employer.  If you require further assistance, please do not hesitate to contact me directly.

I hope that the above information is helpful to you and in your discussions with Anna and the employer.

Take care.

David

David Neufeld

National Vice-President and Regional Vice-President for Community and Parole Board of Canada (West)/Vice-président national et vice-président régional pour la Communauté et la Commission des libérations conditionnelles du Canada (Ouest)”

My family doctor indicated he wanted to consult with a psychiatrist before clearing me to return to work. He referred me to Dr. Jagdeo, marking the referral as urgent in order to assist me. Dr. Jagdeo subsequently told me consults such as mine were not considered urgent and require over a year’s wait under the current realities of the BC healthcare system. 

On April 8, 2019, (not March 6^th and not in the way described by AD J. Capricci in the first level denial decision) my union rep Tracey Cochrane sent the following email to the AD requesting amendment of the request for answers, given what CSC was asking was violating my privacy: 

“Hello Jen and Susan       

I apologize for not bringing this to your attention sooner. I had sent the letter to USJE national for feedback and at the time thought I sent you an e-mail identifying the concerns with the letter to be provided to Anna’s medial practitioner(s). We had a telephone discussion about the letter(s) and I thought I mentioned the concerns. In the attached letter, USJE National has advised, some of the employer’s questions are inappropriate and infringe on Anna’s privacy. USJE National office explained that the employer’s questions should be limited to a return to work; basically questions 4, 5 and 6 in the attached document. Can we discuss tomorrow?

Tracey”  

On 2019-04-09 the employer informed of the following in an email and provided a revised letter to my family doctor:

“We are happy to discuss Anna’s/USJE’s concerns with the questions posed to her doctor, but we are firm that there are two issues of clarification needed.  One part is the RTW,  but the secondary clarifying questions about her mental health at the time of her resignation are considered poignant to the employer.  At the time the letter was drafted, we had the questions reviewed by a secondary LR advisor,  and the questions were deemed suitable.”

The revised letter contained the following four questions:

1. While Anna was struggling with her mental health issues at the time she resigned in December 2017, the attending physician, Dr. Haq, indicated in his note (attached) that Anna was suffering from a “mental breakdown”. Could you please clarify if Anna had the mental capacity to make an informed decision in December 2017, at the time of her resignation?
2. Is she currently fit to return to work in the capacity of Parole Officer? If so, what if any, physical or cognitive restrictions and/or limitations exist that the employer should be aware of to successfully reintegrate her into the workplace? Kindly indicate whether each identified limitation/restriction is temporary or permanent. If temporary, please provide a reassessment date.
3. Would a gradual return to work be an appropriate step?
4. Please provide any recommended strategies and/or comment on other reasonable accommodations measures, outside what CSC is currently pursuing, that might further assist Ms. Wierzbicka in managing her mental health in the workplace.

Essentially, not only is CSC wanting confirmation of my mental incapacity at the time of resignation, but also, regardless of confirmation of said incapacity, that I have recovered from my trauma and am employable prior to reinstatement. 

Of the revised letter, the union was only supportive of questions related to my return to work.

On 2019-04-11, I presented the revised letter to Dr. Jagdeo. The gist of what he told me is included in the follow-up letter he sent to my GP on 2019-04-23; a portion of which is shared below for reference:

“Ms. Wierzbicka brought in several binders of information related to her hospitalization in psychiatry under Dr. Farhan Haq. Ms. Wierzbicka also showed me a letter she received from her employer asking her family physician to comment on her suitability to return to work. Ms. Wierzbicka asked me if I can answer the employer’s request for information. I informed Ms. Wierzbicka that I am unable to do so for two reasons. The first is that the employer is asking for clarification of Dr. Haq’s note. Since this note was not written by me, I am unable to offer this clarification. Ms. Wierzbicka should speak with Dr. Haq with respect to this matter. Secondly, a review of all of her documentation does not fall under the preview of billings to the Medical Service Plan of BC and would require close examination and review, which could take several hours, and would then be invoiced to either Ms. Wierzbicka or her employer. It would be in Ms. Wierzbicka’s best interest to obtain the documentation she seeks from Dr. Haq and her family physician instead.

…She quit her job seemingly in the midst of the psychotic episode. Given the volume of information Ms. Wierzbicka has brought with her, it is not prudent to review all of this documentation as there is no compensation model I am aware of through Medical Services Plan of BC to allow for such a document review. The cost could be substantial for me to address her employer’s questions. I am, thus, suggesting that she attempt to get a hold of Dr. Haq who can provide her with the information she seeks.”

At approximately this time the union rep Tracey Cochrane advised me of a conversation she had with the labor relations advisor Susan McKenzie who sat at the first level hearing. According to the union, the labor relations officer commented that as long as I am not paid out from the phoenix pay system my case is relatively easy to reinstate; however, once the system processes my resignation it would be challenging to reinstate my file. To date, over three years following my resignation, I have not received a payout. 

Considering the situation with the phoenix pay system and aware of the wait times associated with obtaining another appointment and the union’s objections as outlined above, I attended Langley Memorial Hospital Psychiatric Unit and made a request to Dr. Haq asking for clarification solely relating to the note he provided me; specifically on whether I was capable of making an informed decision at the time I resigned.

On May 3rd, 2019, I was provided with a one sentence amendment to the original letter authored by Dr. Haq confirming mental incapacity at the time of resignation.

Given question 1 of the letter provided by the employer to my family physician was answered by Dr. Haq himself and only questions regarding restrictions and limitations were remaining, on June 3rd I asked that the employer to assist me with getting these addressed through a referral to Health Canada (I had hoped the costs of such an assessment would be covered and appointment wait times would be less significant). My request was denied.

Being unable to produce the answers to the restrictions and limitations in a timely manner, I requested, via the union, that the employer reinstate me to my position (RTW addressed following reinstatement) given Doctor Haq clearly indicated I was not in a position to make an informed decision at the time of my resignation and thus it was the Employer’s duty to give me my job back.

My grievance was then denied at the first level.

In the decision document dated 2019-07-22, management makes allegations the amendment provided by Dr. Haq is a fake. Furthermore, that the statement: “It is expected she will be released shortly, uncertified, and return to daily life aided by community mental health services, medication and family support.” is false. I objected to this assertion in the second level grievance hearing. The statement is accurate; I was decertified at the time of discharge and followed through with what is outlined in the statement. When I advised the Area Director I would “attempt to get cleared as soon as I am able” I was not referring to decertification but to being cleared to return to work. 

In the decision document dated 2019-07-22, management also asserts: “While the employer has compassion for your current situation, at the time your resignation was accepted, there was no evidence to suggest you were unwell.” As supported by the information contained in my submission, I maintain this statement is untrue. 

AD J. Capricci also states one of the reasons my job and professional dignity cannot be restored is because I allegedly made comments to my direct supervisor that I would quit once both of my parents were dead. I would like to point out, my biological father; my stepfather and my stepmother were alive at the time of my resignation. The only parental figure who had passed on to the spirit world had been my mother, Danuta Sosnowski. This again shows bias in the decision maker’s analysis of the situation given she uses and excuse which is not only not based in fact but is viciously socially inappropriate and hurtful. 

My request for reinstatement was then denied at the second stage of the grievance process. Again, the decision maker notes they had given me every opportunity to prove to them I was unwell. Again, I would like to point out I had made derogatory comments regarding management including to the best of my recollection DD B vanVugt at the time of my crisis and I did take every opportunity to clear my name and return to work and have been blocked and denied at every step. DD vanVugt claims I cannot be reinstated as my grievance is untimely and I failed to provide confirmation of my mental incapacity despite being given every opportunity to do so, suggesting the question posed to my family doctor “ While Anna was struggling with her mental health issues at the time she resigned in December 2017, the attending physician, Dr. Haq, indicated in his note (attached) that Anna was suffering from a “mental breakdown”. Could you please clarify if Anna had the mental capacity to make an informed decision in December 2017, at the time of her resignation?” and answered by Doctor Haq himself is not valid: “The is to confirm my patient, Anna Wierzbicka was suffering a crisis in her mental health which impaired her ability to make an informed decision regarding the resignation, from the correctional Service of Canada in December 2017.” 

At the third level the Assistant Commissionaire Nick Fabiano states I have been given every opportunity to answer the question of my incapacity at the time of resignation and completely ignores the fact that the question, posed to my family doctor “ While Anna was struggling with her mental health issues at the time she resigned in December 2017, the attending physician, Dr. Haq, indicated in his note (attached) that Anna was suffering from a “mental breakdown”. Could you please clarify if Anna had the mental capacity to make an informed decision in December 2017, at the time of her resignation?” was answered by Doctor Haq himself: “The is to confirm my patient, Anna Wierzbicka was suffering a crisis in her mental health which impaired her ability to make an informed decision regarding the resignation, from the correctional Service of Canada in December 2017.” 

In summary, I devoted my entire professional career to the Federal Public Service, I was on accommodation due to mental health challenges at the time I resigned, RCMP was contacted by people specifically identifying themselves as members of the Correctional Service of Canada requesting wellness checks before and after I resigned and stating they were aware I was unwell, I have a medical letter clearly stating I did not have mental clarity to soundly make an informed choice at the time of my resignation and maintain the employer did discriminate against me when accepting my resignation and respectfully request assistance in being reinstated.

In addition, CSC’s negligence in my case has caused me immense suffering and undue hardship. CSC engaged in discrimination by refusing to reinstate me at the first, second and third level of the grievance process while fully aware I suffered a crisis which was outside of my control which affected my ability to make an informed decision at the time of my resignation. Furthermore, since my release from hospital I have been unable to fully focus on recovery from my health related crisis given I was forced to withdraw my application for disability after being informed at the first level grievance hearing (held in January 2018) that I had to be ready to return to work and prove it or else I would never be reinstated. Due to being denied reinstatement I am forced to maintain full-time employment at the only job I could secure given my professional dignity has been ruined (entry level, experience and education unrelated, high stress frontline position with the Provincial Government) just to be able to at some point of the grievance process provide proof I am employable. I would like to point out that I had been hired by the Provincial Government based on references from the Federal Government at a time when the denial at the first level grievance process had not been rendered. Since the denial, the Federal Government has accused me of being unprofessional and out of integrity and thus any chance at movement within the Provincial Government to a position more reflective of education and experience and or even requesting accommodation to lessen the burden of front-line work, has been compromised.  This further contributes to the overall hardship and humiliation I suffer on a daily basis. To reiterate, the above noted experiences adversely affect my self-worth, dignity and most importantly my ability to focus on recovery from what for me has been a deeply painful and traumatic experience. 

Thank you,

Anna Wierzbicka

Appendix:

In my defense in the accusation of having suffering no trauma which could have possibly contributed to a mental health crisis at the time of my resignation, please refer to supporting evidence submitted in the form of a quotation from correspondenc between myself and a counselor I was seeing in retaliation to the trauma I was experiencing and witnessing during the time my mother became ill. 

The reader will note, the trauma I was suffering was acute back in 2011. Yet despite this, I continued to work, full-time, frontline, with high risk and high needs male federal officers without accommodation, until 2016. 

Quotation from email correspondence dated 2011.12.31 between myself and Barbara Maloney: 

“Wednesday was really bad… mom was discharged from the hospital for a few days over Christmas and by Wed, she was in trouble… by the afternoon she was extremely dehydrated (unbeknownst to us) and her heart started to give out… pulse was high, eyes were sunken in, she couldn’t catch her breath or talk, muscle spasms were making her wail in pain and she did not have the power to sit up let alone walk… the specialist is at VGH (apparently the best in BC) and she wouldn’t let me call an ambulance as it would have taken us to a Surrey hospital. Instead I had to drive in rush hour to Vancouver all the while thinking she may not make it by the time we get there. The ER was full but they took her in within minutes… so grateful for that… they stabilised her electrolyte levels and have her on an iv… she looks and feels much better, and this time she’s staying in until her surgery next week. I have faith that this is meant to serve as a wake-up call more than the end of her current script…”.