Work Force Adjustment Agreements

There are 20 positions in a work unit in a geographic location with identical duties, and the positions are classified in the same group and level. To learn more about the staffing process and to find answers to questions about a particular recruitment situation, visit the Staff Adjustment: Policies and Guidelines page on the Treasury Board Secretariat website and your respective collective agreement. The selection of employees to be retained and those to be laid off must be linked to the organization`s business and staffing plans. Performance criteria must be carefully selected to meet the requirements of these plans. Section 21 of the PSER states that employees in similar positions in the affected part of the organization must be assessed and selected for retention or dismissal on the basis of merit. This is how the business plan can be realized. It is strongly recommended to consult negotiators (in accordance with EFADs and collective agreements) and to inform employees as early as possible and most often quite often of the organizational situation, as well as on the means and reasons for the evaluation. Situation 5 – Downsizing, due to which all positions must be eliminated:The manager has determined that all similar positions should be eliminated. Since there are no employees to keep, there is no need to evaluate them.

They are therefore all identified for dismissal, and this guide does not apply. In addition, the manager determines that the following essential qualifications are now required for the work to be performed: Based on this information, the manager determines that the affected part of the organization is the work unit in that one location where the 20 positions are located. In many cases, an employee on leave may be admitted to a SERLO. If an employee is unable to participate in the assessment process due to an absence for reasons under the Canadian Human Rights Act, the sub-delegated manager should work in advance with labour relations on a case-by-case basis to determine whether or not the employee on leave can be admitted to SERLO (see Step 2 of the SERLO Guide). In this decision, the manager must explore all possibilities to complete the assessment of the employee on leave. The most appropriate option should be determined on a case-by-case basis in conjunction with industrial relations advice. The following factors should be considered in determining: Earnings are met if the CSE is satisfied that the employee meets the performance criteria required for the work to be performed, including essential qualifications, as well as current and future asset qualifications, operational requirements and organizational needs. However, while the CSE must be satisfied that merit is respected, the guiding values of fairness, transparency, access and representativeness guide managers in selecting employees to retain and dismiss.

The other 14 employees have been working with the manager for at least two years and are well in their positions. Situation 1 – Downsizing, without changes to duties or performance criteria: The manager has determined that some, but not all, of similar positions should be eliminated. There are few or no changes to the duties of the remaining positions, and there are no other or additional performance criteria for the remaining positions. The classification decisions for the remaining elements confirm that, from a classification point of view, they are the same existing elements. Workers who make the accommodation facility for a disability or other reason under Canadian human rights law must be treated on an equal footing with other employees. .

Posted in Uncategorized