Work Force Adjustment | Page 2

If I choose to be an opting surplus employee for the 12 months without a guaranteed reasonable job offer and am appointed to a lower level position, is my salary protected?

If an opting employee were to choose opting “surplus” priority for the 12 months without a guaranteed reasonable job offer and were appointed to a lower level, the AJC if of the view that salary protection should be available because the employee remains “surplus” as per the definition set out in the WFAD.

For more information, please refer to sections 5.1, 5.1.2and the definitions of « surplus employee » and “surplus priority” of the WFAD.

Once my position has been declared surplus, might I be assigned different work?

Yes, you may be asked to perform duties that are different from the ones you have usually performed.

Once my position is declared surplus, what kind of support should I expect from my department in relation to my search for alternate employment?

You and your manager are encouraged to discuss this to determine what is appropriate. Generally, the departments do provide a certain level of assistance in support of your search for alternate employment.

Are severance monies or amounts paid on account of Transition Support Measure or Education Allowance taxable?

All of these amounts are considered income. For tax advice, the AJC recommends that you consult a tax professional or the Canada Revenue Agency.

What are my severance pay and other entitlements in the event I am laid off?

Depending on the option you choose from those listed in Appendix D of the WFAD, i.e.

What is the impact on my pension if I am laid off?

The Public Service Superannuation Act governs pension benefits. Effective your date of layoff, your service ceases to accrue. You may contact your Pension Benefits Administrator regarding your pension-related questions.

What happens to my benefits under the Public Service Health Care Plan (“PSHCP”) while on layoff?

Your benefits continue while a surplus employee and extend for up to one year or until you are entitled to an ongoing pension benefit, whichever is shorter. For more details, please refer to the PSHCP.

Is the Transition Support Measure based on years of cumulative or continuous years of employment?

The Transition Support Measure is based on years of service, both discontinuous and continuous. For more information please see Appendix C of the WFAD.

Can employees who have not been identified as affected or surplus step forward and volunteer to depart?

Yes, if the department in question makes this option available. Departments are considering various ways to reduce the impact of the required reductions on its current employees, which may include inviting employees to express their interest in volunteering to be laid-off. It is at the discretion of management to accept an expression of interest to “volunteer”. Accepted volunteers could then be entitled to the appropriate Workforce Adjustment (WFA) provisions whether they have received an affected status letter or not.

If I initially decide to volunteer, may I withdraw?

It is our understanding that it will be possible to withdraw an initial offer to “volunteer”.

The voluntary departure process in no way abridges any rights of employees to participate in the alternation process provided for by their collective agreements.