Sometimes it's not individual or groups of workers affected by work force adjustment situations. Instead, entire workplaces are changed, through:
- Relocation of work unit(s)
- Total facility closures
- Alternative service delivery initiatives (see fact sheet on Alternate Delivery Initiatives)
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 Work Force Adjustment Appendix (WFAA) (3.1.1). You must advise the employer of your decision within six 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 (1.1.18 to 1.1.22; The Travel Directive; National Joint Council Relocation Directive)
If you don't wish to move, the Deputy Head will either give you a guarantee of a reasonable job offer or access to the options available to opting employees (3.1.2). In the former case, the department 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).
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, 6.4.9). Accepting a retention payment means you agree to leave the public service with no priority rights (6.4.2). If you are reappointed to the public service 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 Deputy Headdecides it's important the employee stays in the job until the relocation (6.4.7).
Retention payments will also be made to those employees affected by alternative service delivery initiatives where the Deputy Head decides it's important that certain employees stay in their jobs until transfer and those employees have not received a job offer or have refused an offer from the new employer (6.4.9). (See also Alternative Service Delivery Initiatives fact sheet. Note that a retention payment may not be combined with any other payment given to those affected by alternative service delivery initiatives.)