A Workforce Adjustment (WFA) situation arises when a deputy head determines that the services of one or more indeterminate employees will no longer be required beyond a specific date. This may result from a lack of work, the discontinuance of a function, a relocation where the employee chooses not to move, or an alternative delivery initiative. These situations are governed by the National Joint Council (NJC) Workforce Adjustment Directive (referred to as the “WFAD” or “Directive”).

The key elements of the WFAD are depicted in Appendix D of the Directive.

WFA applies to indeterminate employees who are informed in writing that their services may no longer be required for one of the reasons outlined in the WFAD. This includes lack of work, the discontinuation of a function, a relocation the employee does not accept, or an alternative delivery initiative.

Below, please find key terms relating to WFA as defined in the NJC Directive:

“Affected employee (employé touché) – is an indeterminate employee who has been informed in writing that his or her services may no longer be required because of a work force adjustment situation.

Guarantee of a reasonable job offer (garantie d’une offre d'emploi raisonnable) – is a guarantee of an offer of indeterminate employment within the core public administration provided by the deputy head to an indeterminate employee who is affected by work force adjustment. Deputy heads will be expected to provide a guarantee of a reasonable job offer to those affected employees for whom they know or can predict employment availability in the core public administration. Surplus employees in receipt of this guarantee will not have access to the options available in Part VI of this Directive.

Reasonable job offer (offre d'emploi raisonnable) – is an offer of indeterminate employment within the core public administration, normally at an equivalent level. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee's headquarters as defined in the Travel Directive. In alternative delivery situations, a reasonable offer is one that meets the criteria set out in Type 1 and Type 2 of Part VII of this Directive. A reasonable job offer is also an offer from a FAA Schedule V employer, providing that:

1. The appointment is at a rate of pay and an attainable salary maximum not less than the employee’s current salary and attainable maximum that would be in effect on the date of offer;
2. It is a seamless transfer of all employee benefits including recognition of years of service for the definition of continuous employment and accrual of benefits, including the transfer of sick leave credits, severance pay and accumulated vacation leave credits.

Work force adjustment (réaménagement des effectifs) – is a situation that occurs when a deputy head decides that the services of one or more indeterminate employees will no longer be required beyond a specified date because of a lack of work, the discontinuance of a function, a relocation in which the employee does not wish to relocate or an alternative delivery initiative.”