Relocation/workplace closure

Sometimes it's not individual or groups of workers affected by employment transition
situations. Instead, entire workplaces are changed, through:

  • Relocation of work unit(s)
  • Total facility closures

Where there is a relocation all employees whose position will be relocated have the choice of whether to move or be treated under the provisions of the Employment Transition Policy (ETP) (3.1.1). You must advise the employer of your decision within three months of receiving written notice of the relocation (3.1.2). If you agree to relocate, it will be treated as an employer-requested relocation, with all the related benefits (see the NJC Relocation– IRP Directive – 3.1.3). If you don't wish to move, the President will either give you aguarantee of a reasonable job offer or access to
the options available to opting employees. (3.1.2). In the former case, the Agency can still offer the relocated position to you as your reasonable job offer after spending as much time “as operations permit” looking for something in your preferred location (3.1.4).

If your position will not be relocated, you will not receive a guarantee of a reasonable job offer and you can choose from the options available to opting employees (3.1.5) (see No guarantee of a Reasonable Job Offer - Opting employees fact sheet).

In some situations, employees will be offered a retention payment, for the employee's agreement to remain until closure of the work unit and to resign on that date (6.4). This payment is equivalent to six months pay (6.4.5, 6.4.7). Accepting a retention paymentmeans you agree to leave the Agency with no priority rights (6.4.2). If you are re-hired
by the Agency or hired by a government department or agency within six months of your resignation, you will have to repay part of the amount you receive (6.4.3).

In the case of total facility closures, the retention payment shall be offered if jobs such as those held by the employees are in remote areas of the country, retraining and relocationcosts are too high and it isn't likely employees can get reasonable alternate local employment (6.4.4).

A retention payment will be made if the work unit is being relocated, you have decided not to go, and the President decides it's important the employee stays in the job until therelocation (6.4.6).



September 18, 2013