OUTLINE

WHAT IS WFA?WFA OBJECTIVESEMPLOYER OBLIGATIONSYOUR OBLIGATIONSHOW DOES IT WORK?

RELOCATIONGRJO or NO GRJO

WHAT IS WFA?

Contract negotiations resulted in workforce adjustment provisions :“Appendix D” of PA collective agreement

It is a complex document but with an overview, WFA becomes easier to understand.

WHAT IS WFA?A situation that occurs when a deputy head decides that the services of one or more indeterminate employees will not be required beyond a specific date due to:Lack of workDiscontinuance of a functionJobs to be relocatedThe closure of a an office or work locationWork / function transferred to another level or institution of the government or private sector

WFA OBJECTIVES

Minimize job lossEmployees have every “reasonable

opportunity” to continue their careers in the public serviceRedeployment and retraining

Ensure employees are treated equitablyEnsure employees can make informed decisionsEnsure members are as skilled as possible by exploring retraining opportunities

EMPLOYER OBLIGATIONSEnsure workplace changes are done with as little job loss as

possibleSurplus employees have alternative employment

opportunities provided to them, if possible, without having to move their residence

Training opportunities are offered to enhance employees’ skills

Bargaining unit work that is being done by contractors, temp agencies and consultants is reviewed and terminated first

Job opportunities both within the department or agency and across the government as a whole are proactively identified

The employer is also responsible for making sure that you are treated equitably and are well informed of the process and your options

YOUR OBLIGATIONSSeriously consider all the opportunities

provided Make sure that you respond within the

specified deadlines Make sure that both the union and your

department or organization have all the necessary information required to assist you

Actively seek alternate employment and seriously consider all job offers

Ensure you can be easily contacted

WFA COMMITTEES

Proactive planning and consultation Discuss how WFA will be applied

Effectively, equitably, and consistently

Ensure flow of information between Regions and NHQDiscuss training opportunities and support services for employees

HOW DOES IT WORK-RELOCATIONAll members whose position relocated will receive an

affected letter if the move is more than 40 km’s.choice between relocation or WFA (6 months for decision)

Relocation expenses reimbursed as employer-requested relocationTravel / Relocation Directives;

Choose not to relocate – subject to WFA

HOW DOES IT WORK?

“Affected” status means that members may be workforce adjusted or surplus.

If employer needs some workers to remain, the employer must select them through a merit exercise: Selection of Employees for Retention or Lay-Off (“SERLO”).

HOW DOES IT WORK?

TWO SITUATIONS;Guarantee of a Reasonable Job Offer (“GRJO”)

Opting Employee - No Guarantee of a Reasonable Job Offer

HOW DOES IT WORK?GUARANTEE OF REASONABLE JOB OFFER

Become “Surplus Priority” and await a RJOAccepted Rejected *Potential

Layoff

NO GUARANTEE OF REASONABLE JOB OFFER

“Opting employee” with three choices:Priority statusTSM Education allowance

HOW DOES IT WORK? - GRJO

Reasonable Job Offer (“RJO”) “an offer of indeterminate employment within the Core Public Administration, normally at an equivalent level, but which could include lower levels. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee’s headquarters as defined in the Travel Directive.”

HOW DOES IT WORK? - GRJOMember placed in “Surplus Priority” and remains

employed until employer fulfills guarantee.

Must be willing to be trained and must be mobile.

If RJO is refused, member laid off one month after refusal, but not until six months after declared surplus.

“Lay-off Priority” for up to 12 months.

HOW DOES IT WORK? – NO GRJO(OPTING EMPLOYEE)

“Opting employee” must select one of three options within 120 days:

You cannot change your option once selection has been made in writing

If you do not make a selection, you will default to Surplus Priority (Option 1)Surplus status (Option 1)Transition Support Measure (TSM)Education Allowance

NO GRJO (OPTING EMPLOYEE)Surplus Status

Paid Surplus Priority status for 12 months with PSC Employer obliged to try and find member a job (RJO) If no equivalent job within that period, member laid off

(with Layoff Priority for 1 year)

Transition Support Measure Receive a cash payment based on your years of service as

specified in Annex B of the WFA Appendix Must resign without priority rights Severance as if lay-off Pension waiver for employees 55- 59 years of age and 10 or

more years of service

NO GRJO (OPTING EMPLOYEE)Education Allowance

Receive TSM payment as well as up to $10,000 reimbursement of receipted educational expenses

May resign immediately or go on LWOP for 2 years (allowing access to (self funded) benefits while attending school)

Alternate Positions“Alternate” positions with non-affected indeterminate member who

wants to leave public serviceAlternation must result in permanent elimination of the positionEmployer must approve Both positions must be at the same level or equivalent Employees must have to exchange positions on the same day

PRIORITY SYSTEMSurplus: Surplus

employees are indeterminate employees who have been informed that their services are no longer required, but who have not yet been laid off.

Persons in Surplus Priority are eligible to be appointed ahead of all others (with certain restrictions) to positions for which they meet the essential qualifications.

Lay-off: Where the services of an employee are no longer required, at the end of a Surplus Priority period where no GRJO has been found, or where an GRJO has been declined.

Persons in Lay-off Priority are entitled to be appointed ahead of others (with certain restrictions) to positions for which they meet the essential qualifications.

HELP!!!!!EMPLOYER

CEIU

PSAC

EAP

COUNSELLOR

CONCLUSION

It’s not perfect, but it provides significant job protection, priority rights, and some security.