When the workplace changes
Sometimes it’s not individual or groups of workers affected by work force adjustment situations. Instead, entire workplaces are changed, through:
- Relocation of work unit(s)
- Total facility closures
- Alternative service delivery initiatives
Where there is a relocation all employees whose position will be relocated have the choice of whether to move or be treated under the provisions of the Work Force Adjustment Appendix (WFAA) (3.1.1). You must advise the employer of your decision within six months of receiving written notice of the relocation (3.1.2). If you agree to relocate, it will be treated as an employer-requested relocation, with all the related benefits (see the CRA Relocation Policy – 3.1.3). If you don’t wish to move, the Commissioner will either give you a guarantee of a reasonable job offer or access to the rights available to opting employees. (3.1.2).
In the former case, the CRA can still offer the relocated position to you as your reasonable job offer after spending as much time “as operations permit” looking for something in your preferred location (3.1.4).
If you are not given a guarantee of a reasonable job offer, you will become an opting employee and you can choose from the options available (see No guarantee of a Reasonable Job Offer - Opting employees fact sheet). (3.1.5)
In some situations, you could be offered a retention payment, for your agreement to remain until closure of the work unit (6.4). This payment is equivalent to six months pay (6.4.5, 6.4.7, 6.4.9). Accepting a retention payment means you agree to leave the CRA with no preferred status rights to be reappointed in the agency (6.4.2). If you are reappointed to the CRA or hired by a new employer within six months of your resignation, you will have to repay part of the amount you receive (6.4.3).
In the case of total facility closures, the retention payment will be offered if jobs such as those held by the employees are in remote areas of the country, retraining and relocation costs are too high and it isn’t likely employees can get reasonable alternate local employment (6.4.4).
A retention payment will be made if the work unit is being relocated, you have decided not to go, and the Commissioner decides it’s important the employee stays in the job until the relocation (6.4.7).
Retention payments will also be made to those employees affected by alternative service delivery initiatives where the Commissioner decides it’s important that certain employees stay in their jobs until transfer and those employees have not received a job offer or have refused an offer from the new employer (6.4.9). (See also Alternative Service Delivery Initiatives fact sheet. Note that a retention payment may not be combined with any other payment given to those affected by alternative service delivery initiatives.)