Work Force Adjustment Agreements

Essential qualifications are the qualifications required for the worker, including official language skills, to do the job. To be selected for conservation, a staff member must complete all essential qualifications. When a manager identifies a qualification as essential, the manager states that if an employee does not fulfill this qualification, he or she would not be able to function in the position. If a qualification is not absolutely necessary for the performance of the work, this can be an advantage for the work to be done and, if so, it should be identified in this way. Merits are met when THE COPS is satisfied that staff meet the performance criteria required for the work to be done, including essential qualifications as well as current and future heritage qualifications, operational requirements and organizational needs. However, while the COPS must be convinced that merits are respected, the guiding values of fairness, transparency, access and representativeness guide leaders in the choice of employees to be retained and those who should be laid off. Sometimes the CEF or downsizing coincides with the reorganization or transformation of the way the work is done and leads to the creation of positions that cannot reasonably be considered similar to those for which employees are supposed to be laid off. If so, different options are available. Here are some of these options: the National Council`s (NJC) Workforce Adjustment Directive ensures that unspecified workers whose services are no longer needed due to labour adjustment are, where possible, provided with other employment opportunities.

Workers can benefit from a guarantee of an appropriate job offer within the public centre or have access to transitional arrangements. The NJC Directive was developed by participating negotiators and the secretariat of the Treasury Board of Canada. It applies to workers represented in the central public administration whose NJC directive on workforce adjustment is included in their collective agreements. Executives and other high-level groups are subject to the Executive Transition Directive, which facilitates the professional transition of managers in a situation of staff adjustment. You are not automatically entitled to the transitional support measure. This applies if you are an optimistic collaborator and choose Option 2 (TSM) or Option 3 (training allowance). The fee is based on a formula in Schedule B of schedule to adjust the staff of your collective agreement and is determined by your years of service. Situation 1 – Downsizing, without changes to obligations or performance criteria: the manager found that some, but not all, similar positions must be eliminated. There are few or no changes in the tasks of the remaining positions and there are no different or additional compensation criteria for the remaining positions. The ranking decisions for the remaining positions confirm that these are the same positions that exist from a classification point of view. In addition, the manager notes that the work done now requires the following essential qualifications: If you retire but are covered by an agreement or a directive to adapt the workforce, you may be entitled to a normal reduction in the pension.