You will be notified in writing by CFIA if an employment transition situation affects you.Note that the Employment Transition Policy only applies to indeterminate employees(Policy). As a result, term and casual employees may not be officially notified of planned changes.
Written notice will also include your status. If your status changes, CFIA must advise you in writing. As an indeterminate employee in an employment transition situation, you can be anaffected employee, a surplus employee, or an opting employee.
1. Affected. If the President decides your services may no longer be required, you will be notified in writing that you are affected (Definitions). Note that this step
might be skipped if the President decides that your services will no longer be required beyond a specified date. If that's the case, you'll receive written notice under 2, 3 or 4. On the other hand, if your services are ultimately identified as necessary, you may not move any farther in the process or your affected status may be rescinded. (See the Affected Employees fact sheet)
2. Guarantee of a reasonable job offer. If the President decides your services are no longer required beyond a specific date and there is likely to be employment available for you, you will be given a guarantee of a reasonable job offer (1.1.6). This gives you surplus priority until you receive a reasonable job offer. (See the Guarantee of a Reasonable Job Offer fact sheet)
3. No guarantee of a reasonable job offer. If the President decides your services are no longer required beyond a specific date and there is no likelihood of employment, you will not be given a guarantee of a reasonable job offer. Instead you will become an opting employee and will be given several options to choose from in order to help you make the transition to other employment (1.1.6). (See
the No Guarantee of a Reasonable Job Offer fact sheet)
4. Laid off. Some employees may ultimately be laid off. (See the Laid off
Employees fact sheet)