Workforce Adjustment Committee

Minutes of the Workforce Adjustment Committee

September 14, 2009
In attendance:  Nick Stein Chairperson
Pamela Abbott  Co-Chair
Adam Jackson   TSO Presidents’ Representative
Sylvie Lahaie TC Presidents’ Representative
Kent MacDonald Staff Advisor

In preparation for the meeting with the CRA, the Committee reviewed the following agenda items:

1. Current Affected Employees list

The Committee reviewed the September 2009 list of affected employees.  There are 59   members on the current list which is a reduction from the 95 members on the March 2009   list. 

As per past practice, Brother Stein will provide each RVP with their regional list of   affected members and have them checked for accuracy of the information and to work at   getting these members an RJO and off the list.

2. Affected list – Confirm if PSAC should be copied

This is an employer agenda item.  Will find out the employer’s concerns at our next meeting.

3. Preferred Status list

As per paragraph 1.1.36 of the WFAA, the employer provided UTE with the preferred status list as of September 2009.  There are 7 employees in WFA preferred status, which is down from 11 on the March 2009 list.  There are 11 members in other preferred status   which   is down from the 14 members on the March 2009 list. 

The Committee has some concerns as to the makeup of the WFA preferred status list and Brother MacDonald will follow this up with the CRA.

4. Delegation Process

The Committee has had ongoing discussion with lowering the delegation of authority to   the Director’s level for “Surplus to RJO”, as the current delegation for surplus status is at the Assistant Commissioner’s (AC) level.  While leaving the delegation of “surplus to   options” at the AC level, lowering the delegation for “surplus to RJO” to the Director’s   level would simplify and streamline the administrative process for staffing actions   involving WFA.

5. Human Resources Committee (HRC) Update

The Human Resources Committee of the CRA is comprised of the following:

  • Commissioner
  • Assistant Commissioner, Human Resources Branch
  • Chief of Staff
  • Assistant Commissioner, Compliance Programs Branch
  • Assistant Commissioner, Taxpayer Services and Debt Management Branch
  • Assistant Commissioner, Atlantic Region
  • Assistant Commissioner, Prairie Region
  • Corporate Secretary (Secretary)

Its mandate is to provide advice and recommendations on all aspects of HR Management   within the CRA.  With respect to WFA issues, the HRC reviews a report on employees in   WFA status for more than two years and makes recommendations to the WFA Division. The employer is to update the Committee about past meetings of HRC.

6. Affected over two years – Report to HRC

The HRC meeting of May 19, 2009 reviewed an April 29, 2009 report on employees in   WFA Status for more than two years (currently 60 members) and came up with six   recommendations.

Recommendation:  It is recommended that the HRC direct the WFA Division to ensure that all accommodation issues are being managed in accordance with the Policy on Injury and Illness.  If the health assessment states that the accommodation is temporary in nature, then management should be identifying positions at level and modifying the duties of the available positions.

The UTE WFA Committee concurs with this recommendation but will discuss at our next meeting what is meant by “temporary in nature”.

Recommendation:  The WFA Division will monitor the status of these 25 employees to ensure that placements take place.  No intervention of the HRC is required at this time.

The UTE WFA Committee concurs with this recommendation and will also monitor the status of these 25 members with the assistance and support of the RVPs.

Recommendation:  We recommend that the leave without pay situations be discussed with the Unions to see if they would agree to the rescinding of WFA status in these cases.  As the employees have vacated their position due to their personal life situations, it does not appear reasonable to continue the WFA status, if the leave period is greater than one year.  When they are ready to return to work (anywhere from one to five years later) they would be granted return from leave preferred status for placement opportunities which seems to be the more appropriate mechanism to ensure job continuity.  The discussions with the unions could take place under the terms of reference of the National WFA Committee.

See agenda item 7 – Long Term Leave Without Pay situations.

There is a current WFA situation in the Ontario Region where RJOs are not possible.

Recommendation:  No intervention of the HRC is required at this time.

The UTE WFA Committee concurs that no action is required by the HRC.

Recommendation:  It is recommended that management make a decision as to Access to options or GRJO as the duties are no longer required and they are at the end state.

The UTE WFA Committee will be discussing this recommendation further with the employer at our next meeting.

  1. Acting or Temporary Lateral Move (TLM)

    Recommendation:  There are minor concerns with the reluctance of other parts and/or regions in the CRA accepting placement responsibility of WFA employees that do not stem from their location.  While it can be appreciated that there are WFA situations across the country, this should not preclude an office from assisting in the placement of those who are willing to relocate when normal staffing is taking place.  It is suggested that a statement reinforcing that WFA is a CRA responsibility be added to the Supplementary Guidelines.

    The UTE WFA Committee concurs with this recommendation.

  2. Sick Leave and Require Accommodation
  3. Possible Placements
  4. Other Leave
  5. Possible Access to options
  6. Permanent Lateral Moves (PLM)

7. Long Term Leave Without Pay situations

The employer wants to discuss the issue of whether or not employees on Relocation of Spouse Leave and Care and Nurturing Leave should be benefiting from the WFA provisions and wants to seek an agreement to remove them from the WFA status.

The Committee discussed this issue at great lengths and came to the unanimous   conclusion that the only way these employees should be removed from their WFA status is by way of an RJO.

8. ITB Head Office

Brother MacDonald was informed of a potential WFA situation in the Information and   Technology Branch in Head Office.  Brother MacDonald provided an overview as to the   events that proceeded to the Committee.  He contacted Brother Aylward to explain the   situation that, in fact, it was not WFA and that his intervention was required.  The Committee will be bringing this situation to the employer’s attention to ensure this does   not happen again.

9. CRA Guidelines on Employee Mobility

The Committee reviewed and discussed the document as it may have an indirect impact on WFA.  The Committee will be having further discussions with the employer on our   concern.

10. Discussion on Article 36 of the WFA re:  $600.00 financial planning

An issue arose where members who had access to options were informed by management that each employee would be receiving the $600.00.  Upon further review by Head Office, these employees were informed that in order to have access to the $600.00 for financial planning, they must provide a receipt.

The Committee will be discussing this with the employer to ensure proper and accurate   communications go out in the future on the access to the financial planning monies.