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Key Elements of the Work Force Adjustment Directive</a> </div> <div class="row"> <div class="col-12 col-xl-9"> <div class="page-header"><h1>Appendix D - Key Elements of the Work Force Adjustment Directive</h1></div> <div class="page-content new-list-styles"><div class="directive-section directive-12 dv-24 ds-282 dsv-1"><h2 id="s282-tc-tm_1"><img style="display: block; margin-left: auto; margin-right: auto;" src="/a577/WFA-Chart.gif" alt="Key Elements of the Work Force Adjustment Directive" width="590" height="455" /></h2> <p><a href="/a616/WFA-ver-Nov-2-2011-EN.pdf">Display full size graphic</a></p> <h2 id="s282-tc-tm_2">Flowchart Text Version</h2> <p><strong>Workforce Adjustment</strong></p> <p>Department decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work, the discontinuance of a function, a relocation in which the employee does not want to relocate or an alternative delivery initiative.</p> <p><strong>Written Notice of Relocation of a Work Unit</strong></p> <p>Employees have six months to decide if they wish to move with their position or to be treated as if they were subject to a work force adjustment situation (Section 3.1).</p> <p><strong>Employee Decides not to Relocate</strong></p> <p><strong>Employee Decides to Relocate</strong></p> <p>NJC Relocation Directive Applies</p> <p><strong>Notification to Employer and Bargaining Agent(s)</strong></p> <ol> <li>Treasury Board Secretariat - Where 6 or more affected employees not less than 4 working days prior to notifying affected employees (Section 2.1.2)</li> <li>Bargaining Agent(s) - Not less than two (2) days prior to notifying affected employee (Section 2.1.3). Consultation to continue with Bargaining Agent(s) throughout the WFA process (Section 1.1.12)</li> </ol> <p><strong>Notification of Affected Status</strong></p> <p>An indeterminate employee receives notification that his/ her services MAY no longer be required or that the relocation of the work unit has been approved. The department will review the status of each affected employee annually, or earlier, from the date of initial notification of affected status and determine whether the employee will remain on affected status or not. (Section 1.1.38).</p> <p><strong>Official Notification of WFA Status</strong></p> <p>An indeterminate employee receives written notification that his/ her services will no longer be required or that the relocation of the work unit has been approved. (with a copy of the applicable Work Force Adjustment provisions) - (Section 1.1.6).</p> <p><strong>Surplus with - Guarantee of Reasonable Job Offer (GRJO)</strong></p> <p><strong>Surplus Priority Status</strong></p> <p>Employee receives a letter giving him/ her surplus priority rights for appointment to other positions in the Public Service (PS).</p> <ul> <li>Individual remains in surplus status until appointed to another indeterminate position, is laid- off or chooses to resign.</li> </ul> <p><strong>Individual Accepts RJO</strong></p> <ul> <li>If appointment to a lower level position, salary protected until appointed or deployed to a position with a maximum rate of pay equal to or higher than that of the surplus position</li> <li>Also if to a lower level, a Reinstatement Priority for reappointment to a former level</li> <li>If needed, retraining is provided (Part IV)</li> </ul> <p><strong>Individual Refuses RJO</strong></p> <ul> <li>Laid off but no sooner than 6 months from beginning of surplus period</li> <li>One month lay-off notice required</li> <li>Lay-off priority for 1 year</li> <li>Severance pay at lay-off rate</li> <li>No access to lump-sum amounts nor pension waiver</li> </ul> <p><strong>Opting Employee - No Guarantee of a Reasonable Job Offer (No GRJO)</strong></p> <p><strong>Alternation Program</strong></p> <p>Employee may participate in an Alternation Program during the 120- day opting period.</p> <p><strong>Opting Employee</strong></p> <p>Employee receives a letter from the Deputy Head and has 120 days to choose among options (a), (b), or (c).</p> <ul> <li>Employee must choose one of the three options and cannot change it once it is submitted.</li> <li>If employee fails to select an option, Option (a) is deemed to be the selection option.</li> <li>The employee is ineligible for Option (a), (b) or (c) if a RJO which does not require relocation is made during the option period and prior to the receipt of the employee's written choice.</li> </ul> <p><strong>Option A)</strong> 12-Month Surplus Period in Which to Secure a Reasonable Job Offer (RJO)</p> <p>*may extend by remainder of 120 opting period</p> <p><strong>Surplus Priority Status</strong></p> <p>Employee receives a letter giving him/ her surplus priority rights for appointment to other positions in the Public Service (PS).</p> <ul> <li>12-month time limit to find a RJO.</li> <li>Pension Waiver if 55-59 years of age with at least 10 years of service (not have received an RJO and is laid off).</li> <li>Pay in lieu of unfulfilled surplus period may be authorized to a surplus employee who offers to resign before the end of the 12-month surplus period.</li> <li>The lump-sum payment is equal to the surplus regular pay for the balance of the surplus period, up to a maximum of 6 months.</li> <li>The amount cannot exceed the maximum that would have been received under Option (b).</li> <li>Employee's work must be discontinued on resignation date.</li> <li>Employee is ineligible for pay in lieu if a RJO has been refused during the surplus period.</li> <li>Considered laid off for severance pay.</li> </ul> <p><strong>Individual Accepts RJO</strong></p> <ul> <li>If appointed to a lower level position, salary protected until appointed or deployed to a position with a maximum rate of pay equal to<br /> or higher than that of the surplus position.</li> <li>Also if to a lower level, a Reinstatement Priority for reappointment to former level.</li> <li>If needed, retraining is provided (Part IV)</li> </ul> <p><strong>Individual Refuses RJO</strong></p> <ul> <li>Laid off but not sooner than 6 months from beginning of surplus period.</li> <li>One-month lay-off notice required.</li> <li>Lay-off priority for 1 year.</li> <li>Severance pay at lay-off rate.</li> <li>No access to lump-sum amounts nor pension waiver.</li> </ul> <p><strong>No RJO received within 12 months surplus period</strong></p> <p>Lay-off notice at least 1 month before the scheduled lay-off date.</p> <p><strong>Lay-Off Priority Status</strong></p> <p>Employee receives a letter giving him/her lay-off priority rights for appointment to positions in the PS for one year following lay-off date. If applicable, eligible for Retraining, Salary protection or Reinstatement Priority Rights</p> <p><strong>Option B)</strong> Transition Support Measure (TSM).</p> <p>Cash payment based on employee's years of service in the Public Service.</p> <p><strong>Employee Resigns - Option B or C (i)</strong></p> <ul> <li>Lump-sum amount(s). The cash amount ranges from 4 to 52 weeks' salary (see collective agreement or WFAD). Individuals with 16-29 years service get maximum amount.</li> <li>Considered laid off for severance pay purposes.</li> <li>Management establishes departure date.</li> <li>Cannot be combined with any other payment under the WFAD/ WFAA.</li> <li>Entitled to $600 for financial and job placement counseling services (Section 6.3.6).</li> <li>Relinquishes any priority rights for reappointment.</li> <li>Pension Waiver if 55-59 years of age with at least 10 years of service (not in receipt of a RJO and is laid-off). (applies to option B only)</li> </ul> <p><strong>Option C)</strong> Education Allowance</p> <p>Cash payment equivalent to the TSM plus reimbursement of up to $11,000 for receipted expenses for tuition fees, costs of books, and mandatory equipment</p> <p><strong>C (ii) - Employee requests leave without pay (LWOP) for a maximum of 2 years</strong></p> <ul> <li>Delay departure date and go on LWOP while attending learning institution - Note: Proof of registration required within 12 months of starting LWOP, otherwise deemed to have resigned from the PS and considered laid off for severance pay purposes.</li> <li>Can continue to be a member of benefit plans by paying both the employer and employee's share to the plans and to the PS superannuation Plan.</li> <li>At the end of the 2 years, the employee is laid off unless alternate employment is found.</li> <li>12 month lay-off priority status.</li> </ul><div class="page-navigation text-center margin-bottom-20"><a href="/directive/d12/v24/s281/en" title="Appendix C - Transition Support Measure (TSM)" class="btn btn-primary directive-section-nav prev"><span>Previous</span></a> <a href="/directive/d12/v24/en" class="btn btn-primary directive-section-nav"><span>Index</span></a> <a href="/directive/d12/v24/s283/en" title="Appendix E - Role of PSC in administering surplus and lay-off priority entitlements" class="btn btn-primary directive-section-nav next"><span>Next</span></a></div></div></div> </div> <div class="col-12 col-xl-3 hidden-print"> <nav class="inpage-menu"> <div class="card"> <h5 class="card-header bg-light">Related Links</h5> <div class="card-body"> <a href="/directive/d12/v24/en?print" class="list-group-item">Print Full Directive</a><a href="/directive/d12/v24/s279/en" class="list-group-item">Appendix A - Statement of Pension Principles</a><a href="/directive/d12/v24/s280/en" class="list-group-item">Appendix B - List of bargaining agents subject to this Directive</a><a href="/directive/d12/v24/s281/en" class="list-group-item">Appendix C - Transition Support Measure (TSM)</a><a href="/directive/d12/v24/s282/en" class="list-group-item">Appendix D - Key Elements of the Work Force Adjustment Directive</a><a href="/directive/d12/v24/s283/en" class="list-group-item">Appendix E - Role of PSC in administering surplus and lay-off priority entitlements</a> </div> </div> </nav> </div> </div> </div> <div class="container-fluid site-footer"> <div class="container"> <div class="row"> <div class="col-md-4 text-center"> © 2024 National Joint Council </div> <div class="col-md-4 text-center"> <a href="/d65/en">Important Notices</a> | <a href="https://www.canada.ca">Canada.ca</a> </div> <div class="col-md-4 text-center"> <a href="/s19/en">Contact Us</a> | <a href="/en">Home</a> </div> </div> </div> </div> <script src="/theme/njc/bootstrap-5/js/bootstrap.bundle.min.js?_nocache=1633790663" ></script><script src="/theme/njc/js/jquery-3.6.0.min.js?_nocache=1644962952" ></script><script src="/theme/njc/js/moment.js?_nocache=1457634357" ></script><script src="/theme/njc/js/bootstrap-datetimepicker.min.js?_nocache=1648748775" ></script><script src="/theme/njc/js/font-spy.js?_nocache=1487693893" ></script><script src="/theme/njc/js/smartmenus/jquery.smartmenus.min.js?_nocache=1595527398" ></script><script src="/theme/njc/js/smartmenus/addons/bootstrap-4/jquery.smartmenus.bootstrap-4.js?_nocache=1645136528" ></script><script src="/theme/njc/js/njc.theme.js?_nocache=1715023601" ></script><script src="https://cdn.datatables.net/v/bs5/dt-2.0.3/fc-5.0.0/fh-4.0.1/r-3.0.1/sc-2.4.1/datatables.min.js"></script> <script> jQuery('.make-datatable').each(function(){ let $t = jQuery(this); $t.css('width','100%'); $t.DataTable({fixedHeader:true}); }); </script> <script>(function(i,s,o,g,r,a,m){i['GoogleAnalyticsObject']=r;i[r]=i[r]||function(){(i[r].q=i[r].q||[]).push(arguments)},i[r].l=1*new Date();a=s.createElement(o),m=s.getElementsByTagName(o)[0];a.async=1;a.src=g;m.parentNode.insertBefore(a,m)})(window,document,'script','https://www.google-analytics.com/analytics.js','ga');ga('create', 'UA-13177002-1', 'auto');ga('send', 'pageview');</script> </body> </html>