What is a work force adjustment situation?

A work force adjustment situation is one where your employment is jeopardized by:

  • A lack of work,
  • discontinuance of a function,
  • the relocation of a work unit,
  • the closure of an office or work location(s) (6.4), or
  • an alternative delivery initiative (7.1 – i.e., the transfer of any work, undertaking or business of the public service to any body or corporation that is a separate employer or outside the public service), for example:
    • the devolution to another level of government,
    • public-private partnerships (P3s), and
    • contracting out and privatization of your work.

In some work force adjustment situations only specific individuals are involved in a work force adjustment, while in other cases the adjustment may involve entire work sections, functions or departments. Situations involving alternative delivery involve specific processes and procedures, which are outlined in the Alternative delivery initiatives info sheet.

The department must consult with PSAC representatives as completely as possible regarding any work force adjustment situation as soon as possible after the decision has been made.(1.1.11)

Departments or organizations shall notify the national president of the Public Service Alliance of Canada in writing and in confidence at the earliest possible date and under no circumstances less than two (2) working days before any employee is notified of the workforce adjustment situation. (2.1.3)

This notice must include the identity and location of the work units involved, the expected date of the announcement, the anticipated timing of the situation, the number of employees by group and level, and who will be affected (2.1.4).

If you are affected by a workforce adjustment situation

You will and must be notified in writing by your department if a work force adjustment situation affects you. Note that the Work Force Adjustment Appendix only applies to indeterminate employees. 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 the department must advise you in writing.

  1. Affected. If the deputy head decides your services may no longer be required, you will be notified in writing that you are affected. Note that this step might be skipped if the deputy head 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 further in the process or your affected status may be rescinded. 
  2. Guarantee of a reasonable job offer. If the deputy head 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. 
  3. No guarantee of a reasonable job offer. If the deputy head 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). 
  4. Laid off. Some employees may ultimately be laid off. 

Alternative delivery initiatives are addressed in a different manner than other types of work force adjustment. Please see the Alternative delivery initiative (ADI) info sheet for particulars on those situations (Part VII).

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September 17, 2013
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