Programs Section

September 18, 2013
If your services will no longer be required beyond a specific date and the President does not see the likelihood of employment for you in the Agency, you will receive a written notice that you are an opting employee (1.1.6). This means you are not guaranteed a reasonable job offer within the Agency. The CFIA, however, must give you assistance in finding new employment, either inside or outside the Agency.
September 18, 2013
If your services will no longer be required beyond a specific date and the President 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 status begins. This guarantee means you must receive a reasonable job offer before your status can change. To be reasonable, the offer
September 18, 2013
You've received written notice from the President that your services may no longer be required because of an employment transition situation (Definitions). This means you are an affected employee. Specific individuals, groups of workers or whole facilities can receive these notices. It doesn't necessarily mean that your employment will end. This notice gives you a “heads up” that there might be changes for you down the road.
September 17, 2013
An employment transition situation is one where your employment is jeopardized by (Policy):
September 17, 2013
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.
September 17, 2013
Should the use of term employment be a substitute for indeterminate   hiring ? The PSAC believes that in order to maintain  a professional meritorious Public Service, staffing  should always be indeterminate unless there are compelling reasons not to do so. The Public Service Employment Act and Public Service Employment Regulations clearly state that public service employees must be hired according to the principles of merit. This includes term staffing.
September 17, 2013
The Employment Transition Policy (ETP) negotiated for CFIA employees forms part of your collective agreement and is found in Appendix B. This policy is comparable to the Work Force Adjustment Policies found in other PSAC agreements. Specific references to relevant sections of the ETP are indicated in brackets. Note that the ETP only applies to indeterminate employees. Unfortunately, term employees are not covered by the ETP. The ETP sets out a number of principles for its application, including:
September 17, 2013
Accelerated lay-off ...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 ...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
September 17, 2013
How much severance pay do I get if I am laid off due to a workforce adjustment situation? Severance pay under the provisions of the collective agreement is in addition to any WFA payments, such as thetransition support measure (1.1.36). The severance payprovisions in the collective agreement provide for severance due to lay-off, which will be paid to employees in certain WFA situations. In the following situations under the WFAA, an employee is entitled to severance pay for lay-off:

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