Active members

September 16, 2013
  In a work force adjustment situation, it’s important to be proactive and investigate other potential employment opportunities within the Agency.
September 16, 2013
  The Work Force Adjustment Appendix is organized around key decision points. Some parts may apply to your work force adjustment situation. Other parts might not. The following approach elaborates key considerations. There are many other rights spelled out in the WFAA so it’s important to read it carefully.  Once the employer decides that a person or a group of people will be work force adjusted the three most important overall questions that have to be asked are:
September 16, 2013
Article 1.1.3 of the WFAA states that, “The Agency shall establish work force adjustment committees, where appropriate, to manage work force adjustment situations within the Agency.” Work Force Adjustment Committees are critical mechanisms that help us ensure that the employer is proactively meeting its obligations to workers who may be or will be work force adjusted.
September 16, 2013
The provisions of Part VII of the WFAA are specific to Alternative Delivery Initiatives and are an exception to Parts I to VI of the WFAA unless otherwise specified. (This means that many of the obligations in the rest of the WFAA don’t apply depending on the kind of WFA being contemplated.) An Alternative Delivery Initiative (ADI),
September 16, 2013
  The concept of merit has changed since that Public Service Modernization Act came into effect in 2003. “Relative merit” no longer exists. This means that the Reverse Order of Merit (the process that was used during the downsizing exercises that occurred in the 1990s) isn’t a mandatory process any longer. Management now has broad discretion with respect to merit criteria. At its discretion it can place greater emphasis on certain merit criteria than others to achieve a “right fit” decision.
September 16, 2013
  In a work force adjustment situation, it’s important to be proactive and investigate other potential employment opportunities within the federal public service. Once it’s clear that a work force adjustment is inevitable, employees are obliged to:
September 16, 2013
  Under what circumstances do Parts I to VI of the WFAA apply and what happens in these circumstances? Parts I to VI of the WFAA apply when there is: A lack of work The discontinuance of a function The relocation of a work unit The closure of an office or work location(s) Parts I to VI can apply to individuals or to a whole group or work unit.
September 16, 2013
  Departments and organizations must:
September 16, 2013
  The Work Force Adjustment Appendix is organized around key decision points. Some parts may apply to your work force adjustment situation. Other parts might not. The following approach elaborates key considerations. There are many other rights spelled out in the WFAA so it’s important to read it carefully. Once the employer decides that a person or a group of people will be work force adjusted the three most important overall questions that have to be asked are:
September 16, 2013
Article 1.1.3 of the WFAA states that, “Departments or organizations shall establish Work Force Adjustment Committees, where appropriate, to manage work force adjustment situations within the department or organization.” Work Force Adjustment Committees help us ensure the employer is meeting its obligations to workers who may be or will be work force adjusted.

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