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Work Force Adjustment
Table of
Contents
Application
This Appendix applies to all employees.
Unless explicitly specified, the provisions contained in
Parts I to VI do not apply to alternative delivery initiatives.
Collective Agreement
With the exception of those provisions for which the Public
Service Commission (PSC) is responsible, this Appendix is part of this
collective agreement.
Objectives
It is the policy of the Treasury Board to maximise
employment opportunities for indeterminate employees affected by workforce
adjustment situations, primarily through ensuring that, wherever possible,
alternative employment opportunities are provided to them. This should not be
construed as the continuation of a specific position or job but rather as
continued employment.
To this end, every indeterminate employee whose services
will no longer be required because of a workforce adjustment situation and for
whom the deputy head knows or can predict employment availability will receive
a guarantee of a reasonable job offer within the Core Public Administration.
Those employees for whom the deputy head cannot provide the guarantee will have
access to transitional employment arrangements (as per Part VI and VII).
Definitions
- Accelerated lay-off
- (mise en disponibilité accélérée) -
occurs when a surplus employee makes a request to the deputy head, in writing,
to be laid off at an earlier date than that originally scheduled, and the
deputy head concurs. Lay-off entitlements begin on the actual date of lay-off.
- Affected employee
- (employé touché) - is an indeterminate
employee who has been informed in writing that his or her services may no
longer be required because of a workforce adjustment situation.
- Alternation
- (échange de postes) - occurs when an
opting employee (not a surplus employee) who wishes to remain in the Core
Public Administration exchanges positions with a non-affected employee (the
alternate) willing to leave the Core Public Administration with a Transition
Support Measure or with an Education Allowance.
- Alternative delivery
initiative
- (diversification des modes
de prestation des services) - is the transfer of any work, undertaking or
business of the Core Public Administration to any body or corporation that is a
separate agency or that is outside the Core Public Administration.
- Appointing department
-
or organization (ministère ou
organisation d'accueil) - is a department or organization or agency which
has agreed to appoint or consider for appointment (either immediately or after
retraining) a surplus or a laid-off person.
**
- Core Public Administration
- (administration publique centrale) – means that part in
or under any department or organization, or other portion of the Core Public
Administration specified in Schedules I and IV to the Financial Administration
Act (FAA) for which the PSC has the sole authority to appoint.
- Deputy head
- (administrateur général) - has the same meaning as in the
definition of Deputy Head set out in section 2 of the Public Service Employment
Act, and also means his or her official designate.
**
- Education Allowance
-
(indemnité d'étude) - is one of the
options provided to an indeterminate employee affected by normal workforce
adjustment for whom the deputy head cannot guarantee a reasonable job offer.
The Education Allowance is a cash payment, equal to the Transitional Support
Measure (see Annex "B"), plus a reimbursement of tuition from a
recognized learning institution, book and mandatory equipment costs, up to a
maximum of ten thousand dollars ($10,000).
- Guarantee of a
reasonable job offer
- (garantie d'une
offre d'emploi raisonnable) - is a guarantee of an offer of indeterminate
employment within the Core Public Administration provided by the deputy head to
an indeterminate employee who is affected by workforce adjustment. Deputy heads
will be expected to provide a guarantee of a reasonable job offer to those
affected employees for whom they know or can predict employment availability in
the Core Public Administration. Surplus employees in receipt of this guarantee
will not have access to the options available in Part VI of this Appendix.
- Home department or organization
-
(ministère ou organisation d'attache)
- is a department or organization or agency declaring an individual employee
surplus.
- Laid off person
- (personne mise en disponibilité) - is a
person who has been laid off pursuant to subsection 64(1) of the PSEA, who
still retains a reappointment priority under subsection 41(4) and section 64 of
the PSEA.
- Lay-off notice
- (avis de mise en disponibilité) - is a
written notice of lay-off to be given to a surplus employee at least one (1)
month before the scheduled lay-off date. This period is included in the surplus
period.
**
- Lay-off priority
- (priorité de mise en disponibilité) - a
person who has been laid off is entitled to a priority, in accordance with
subsection 41(5) of the PSEA with respect to any position to which the Public
Service Commission (PSC) is satisfied that the person meets the essential
qualifications; the period of entitlement to this priority is one (1) year as
set out in Section 11 of the Public Service Employment Regulations (PSER).
- Opting employee
- (employé optant) - is an indeterminate
employee whose services will no longer be required because of a workforce
adjustment situation and who has not received a guarantee of a reasonable job
offer from the deputy head and who has one hundred and twenty (120) days to
consider the options of Part 6.3 of this Appendix.
- Pay
- (rémunération) - has the same meaning as
rate of pay in the employee's Collective Agreement.
- Priority Information
Management System
- (système de gestion
de l'information sur les priorités) - is a system designed by the PSC to
facilitate appointments of individuals entitled to statutory and regulatory
priorities.
**
- Reasonable job offer
-
(offre d'emploi raisonnable) - is an
offer of indeterminate employment within the Core Public Administration,
normally at an equal level but could include lower levels. Surplus employees
must be both trainable and mobile. Where possible, the search for a reasonable
job offer will be conducted as follows: 1) within the employee's headquarters
as defined in the Travel Directive; 2) within forty kilometres (40 km) of the
employee's place of work or of the employee's residence whichever will ensure
continued employment : and 3) beyond forty kilometres (40 km). In Alternative
Delivery situations, a reasonable offer is one that meets the criteria set out
in type 1 and 2 of Part VII of this appendix. A reasonable job offer is also an
offer from a FAA Schedule V employer, providing that:
- The
appointment is at a rate of pay and an attainable salary maximum not less than
the employee's current salary and attainable maximum that would be in effect on
the date of offer.
- It
is a seamless transfer of all employee benefits including a recognition of
years of service for the definition of continuous employment and accrual of
benefits, including the transfer of sick leave credits, severance pay and
accumulated vacation leave credits.
- Reinstatement priority
- (priorité de réintégration)
- is an appointment priority accorded by the PSC, pursuant to the Public
Service Employment Regulations, to certain individuals salary-protected under
this Appendix for the purpose of assisting such persons to re-attain an
appointment level equal to that from which they were declared surplus.
- Relocation
- (réinstallation) - is the authorized
geographic move of a surplus employee or laid-off person from one place of duty
to another place of duty, beyond what, according to local custom, is a normal
commuting distance.
- Relocation of work
unit
- (réinstallation d'une unité de
travail) - is the authorized move of a work unit of any size to a place of
duty beyond what, according to local custom, is normal commuting distance from
the former work location and from the employee's current residence.
- Retraining
- (recyclage) - is on-the-job training or
other training intended to enable affected employees, surplus employees and
laid-off persons to qualify for known or anticipated vacancies within the Core
Public Administration.
- Surplus employee
- (employé excédentaire) - is an
indeterminate employee who has been formally declared surplus, in writing, by
his or her deputy head.
**
- Surplus priority
- (priorité d'employé excédentaire) - is
an entitlement for a priority in appointment accorded in accordance with
section 5 of the PSER and pursuant to section 40 of the PSEA; this entitlement
is provided to surplus employees to be appointed in priority to another
position in the Core Public Administration for which they meet the essential
requirements.
- Surplus status
- (statut d'employé excédentaire) - An
indeterminate employee is in surplus status from the date he or she is declared
surplus until the date of lay-off, until he or she is indeterminately appointed
to another position, until his or her surplus status is rescinded, or until the
person resigns.
- Transition Support
Measure
- (mesure de soutien à la
transition) - is one of the options provided to an opting employee for whom
the deputy head cannot guarantee a reasonable job offer. The Transition Support
Measure is a cash payment based on the employee's years of service in the Core
Public Administration, as per Annex "B".
- Twelve
- (12) -month surplus priority period in which to secure a reasonable job
offer (Priorité d'employé excédentaire d'une durée de douze (12) mois pour
trouver 'une offre d'emploi raisonnable) - is one of the options provided to an
opting employee for whom the deputy head cannot guarantee a reasonable job
offer.
- Workforce adjustment
-
(réaménagement des effectifs) - is a
situation that occurs when a deputy head 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 wish to relocate or an alternative delivery
initiative.
Authorities
The PSC has endorsed those portions of this Appendix for
which it has responsibility.
Monitoring
Departments or Organizations shall retain central
information on all cases occurring under this Appendix, including the reasons
for the action; the number, occupational groups and levels of employees
concerned; the dates of notice given; the number of employees placed without
retraining; the number of employees retrained (including number of salary
months used in such training); the levels of positions to which employees are
appointed and the cost of any salary protection; and the number, types, and
amounts of lump sums paid to employees.
This information will be used by the Treasury Board
Secretariat to carry out its periodic audits.
**
References
The primary references for the subject of Workforce
Adjustment are as follows:
- Financial
Administration Act
- Pay Rate Selection (Treasury Board Homepage, Organization,
Human Resource Management, Compensation and Pay Administration
- Values and Ethics Code for the Public Service, Chapter 3:
Post-Employment Measures.
http://www.tbs-sct.gc.ca/pubs_pol/hrpubs/TB_851/vec-cve1-eng.asp
- Employer regulation on promotion may be found at: http://www.laws.justice.gc.ca/en/showdoc/cr/SOR-2005-376
- Public Service
Employment Act
- Public Service Employment Regulations
- Public Service Labour
Relations Act
- Public Service
Superannuation Act
- Public Service Terms and Conditions of Employment
Regulations
- NJC Integrated Relocation Directive
- Travel Directive
**
Enquiries
Enquiries about this Appendix should be referred to PIPSC,
or the responsible officers in departmental or organizational headquarters.
Responsible officers in departmental or organizational
headquarters may, in turn, direct questions on the application of this Appendix
to the Senior Director, Excluded Groups and Administrative Policies, Labour
Relations and Compensation Operations, Treasury Board Secretariat.
Enquiries by employees pertaining to entitlements to a
priority in appointment or to their status in relation to the priority
appointment process should be directed to their departmental or organizational
human resource advisors or to the Priority Advisor of the PSC responsible for
their case.