Workforce Adjustment

Employees must be notified in writing that they are affected. Affected status means an employee may be subject to WFA or surplus processes, but it does not guarantee that they will be.

Before engaging in a selection process, the employer must establish voluntary departure programs for all WFA situations involving five or more affected employees within the same  group, level, and unit.

When multiple employees of the same occupational group and level, who are either employed in similar positions or performing similar duties, are affected, and the employer needs some employees to remain employed, the employer selects those who will remain based on:

• Essential qualifications for the work to be performed, including official language proficiency.
• Additional qualifications that the deputy head may consider to be an asset, now or in the future
• Operational requirements or organizational needs, now or in the future.

If an employee is affected and declared surplus, they may receive a guarantee of a reasonable job offer, which they can accept or reject.

If employees receive a guarantee of a reasonable job offer, they are put on surplus priority and paid until their home department fulfills their guarantee of a job. If required, they must be willing to be trained and they must be mobile. 

If employees refuse a reasonable job offer, they will be laid off one month after refusal, but not until six months after being declared surplus.

Once laid off, employees are placed on layoff priority for up to 12 months, during which time the Public Service Commission must attempt to find them a job, ideally at their previous classification and level.

If an employee is declared surplus and does not receive a guarantee of a reasonable job offer, they become an opting employee and must choose one of the following three options within  120 days:

1. Surplus with surplus priority status for 12 months: During this period, their department is required to try to find them a job. If they don’t receive a job equivalent to their old job within that period, they will be laid off.
2. Transition support measure: Employees receive a cash payment based on their years of  service but must resign without priority rights.
3. Education allowance: Employees receive the transition support measure payment, along with up to $17,000 for reimbursement of receipted educational expenses. They may either resign immediately or take leave without pay for two years allowing access to self-funded benefits while they attend school and then resign.

All opting employees are entitled to up to $1,200 for counselling services to support their potential re-employment or retirement. These services may include financial counselling and job placement assistance.

Alternation is an effective approach to minimize involuntary layoffs while offering flexible solutions for both affected and non-affected employees. Governed by the Workforce Adjustment Appendix (WFAA), this negotiated process enables indeterminate employees declared surplus to swap positions with non-affected indeterminate employees who choose to voluntarily exit the public service.

The following information are coming from the PSAC FAQ on Alternation. To learn more about the process, visit PSAC frequently asked questions

Who can alternate? 

Alternations can take place between qualified candidates working in any department in the core public service. 

Opting employees have 120 days to decide on one of three options, or to alternate with a non-affected employee. Employees who are in the 12-month surplus period under Option A can also alternate with non-affected employees. 

An alternation may occur between employees in the same group and level, or when the positions are considered equivalent. The affected employee must meet the qualifications for the position they want to alternate into, including language requirements. 

How can I find a match?

If you are an opting or surplus employee looking to alternate, or if you are a non-affected employee who wants to leave the public service, you should:  

• Advise your manager in writing that you are interested in alternation. 
• Request in writing that your employer provide details about the current alternation process and how they will support your search for a match. 
• Use the Alternation Community for the core public administration on GCXchange to connect with other eligible employees who are interested in alternation. 
• Use PSAC’s new alternation platform to connect with other PSAC members and find potential alternation matches. Note: While PSAC created this platform to help connect members, the final decision about whether your alternation is accepted rests with management

PSAC has developed extensive resources to help members affected by Workforce Adjustment. Below, you’ll find a selection of the most relevant tools and links for GSU members.