Programs Section

September 18, 2013
If your services will no longer be required beyond a specific date and the Chief Executive Officer (CEO) believes there is likely employment available for you in the Agency, you will receive a written notice giving you a guarantee of a reasonable job offer (1.1.6). The notice will also specify when your surplus priority status begins. This guarantee means you must receive a reasonable job offer before your status can change. To be reasonable, the offer must be for indeterminate employment within the public service (Definitions section),
September 18, 2013
If your services will no longer be required beyond a specific date and the Chief Executive Officer CEO does not see the likelihood of employment for you in the Agency, you will receive a written notice that you are an opting employee (1.1.5). This means you are notguaranteed a reasonable job offer within the Agency. However, Parks Canada must give you assistance in finding new employment, either inside or outside the Agency.
September 18, 2013
A work force adjustment situation is one where your employment is jeopardized by:
September 18, 2013
If you believe your workplace is going to be downsized, relocated or privatized,
September 18, 2013
The Work Force Adjustment Appendix (WFAA) negotiated for Parks Canada Agency employees forms part of your collective agreement. Specific references to relevant sections of the WFAA are indicated in brackets. Note that the WFAA only applies to indeterminate employees. Term employees are not covered by the WFAA. The WFAA sets out a number of principles for its application, including:
September 18, 2013
Sometimes it's not individual or groups of workers affected by employment transition situations. Instead, entire workplaces are changed, through:
September 18, 2013
CFIA must:
September 18, 2013
Alternation allows employees to exchange positions with non-affected indeterminate employees who wish to leave the Agency (6.2.2). Alternation is only available to opting employees, not to surplus or laid off employees (6.2.3). Once an opting employee has chosen an option, they have either resigned, been laid off or have become a surplus employee, thus, alternation is also only available during the 90 day opting period.
September 18, 2013
You can be laid off if: you are not mobile (1.1.18) you can't be retrained in two years (4.2.6) you request to be laid off (1.1.25) you do not receive a reasonable job offer during your surplus period (6.3.1.a) you refuse a reasonable job offer (1.1.27). Surplus and opting employees who resign are also considered laid off, but only for purposes of severance pay (6.3.1, 1.1.31).

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