The Workforce Adjustment process under the Comprehensive Expenditure Review has begun for the federal public service, affecting hundreds of USJE’s members

As the federal government commences its Workforce Adjustment process, several federal departments and agencies have notified hundreds of federal public service employees that they are “affected”. 

PSAC’s Workforce Adjustment Guide for members is a crucial document for USJE members to understand the WFA process. 

The Guide outlines that:

  • An affected notice is issued under the Workforce Adjustment process – which is overseen by the Treasury Board of Canada Secretariat for employees of the Public Service of Canada as per explicit provisions under your Collective Agreement.
  • The Workforce Adjustment Appendix (WFAA) is the most important job protection agreement PSAC has negotiated with the federal government. It outlines the obligations of the employer, the Public Service Commission, the unions, and employees when the employer decides that the services of one or more indeterminate employees will no longer be required beyond a specified date.
  • This could be due to a lack of work, the discontinuance of a function, a relocation in which an employee does not wish to participate, or an alternative delivery initiative. The WFAA is a result of collective bargaining and is included as an appendix to your collective agreement.

If you have received an affected notification, it is crucial to understand that no final decision has been made about your job, you remain employed in your current position and your pay, benefits, and status do not change. Under the formal processes governing Workforce Adjustment, there will be some options for employees to consider about a potential transition based upon the fulfillment of specific criteria.

The PSAC guide also states that:  

  • “In most cases, the deputy head of a department must notify employees in writing that they are affected. Affected status means an employee may be subject to WFA or surplus processes, but it does not guarantee that they will be. “
  • “Before engaging in a selection process, the employer must establish voluntary departure programs for all WFA situations involving five or more affected employees within the same group, level, and unit. When multiple employees of the same occupational group and level, who are either employed in similar positions or performing similar duties, are affected, and the employer needs some employees to remain employed, the employer selects those who will remain based on: 1/ the essential qualifications for the work to be performed, including official language proficiency; 2/ Additional qualifications that the deputy head may consider to be an asset, now or in the future; 3/ Operational requirements or organizational needs, now or in the future. 

“If a work unit is being relocated, affected employees can choose to move with the unit or be subject to WFA. Employees have six months to decide. Relocation occurs when a  workplace moves at least 40 kilometers from its original location and employees’ homes.” 

You can find all of the information you need in the comprehensive WFA guide developed by PSAC here.   

It is also important to review the PSAC Process flowchart which provides a clear visual overview of the key steps in the WFA process.   

Departments and Agencies who have sent Affected Notices which include USJE members

As of recently, up to Friday, January 30 at 12 p.m. ET, below you will find a list of departments and agencies that have notified federal public service employees of their status as “affected”.  The Public Service Alliance of Canada has been formally advised that some members in the following departments have received notices. 

  • Administrative Tribunals Support Service of Canada (ATSSC)
    22 affected members
  • Correctional Services Canada (CSC)
    386 affected members
  • Department of Justice Canada
    61 indeterminate positions
  • Public Safety Canada
    Approximately 600 affected members

What this means for members

Workforce adjustment processes are clearly delineated under the Collective Agreements between the Public Service Alliance of Canada and Treasury Board.  

They will, inevitably, create impacts well beyond the loss of positions. Even members who are not formally advised that they are “affected” may experience:

  • Increased workloads and operational pressure
  • Heightened stress and uncertainty in the workplace
  • Disruptions to teams, institutional knowledge, and client support

Workforce adjustment processes are governed by collective agreements and established policies. Members have rights, and employers have clear obligations during these processes. Please remember to consult your collective agreement and online resources provided by PSAC.

What USJE is doing for our members

USJE is preparing a Workforce Adjustment campaign to better support their membership during these trying times. We are committed to protecting members’ jobs, workplace conditions, and public safety. 

Stay tuned for more details from our Communications Team as new information becomes available. If you have any questions or concerns, do not hesitate to reach out to your union representative.

If you are not currently affected by the job cuts, we strongly encourage you to do the following:

  1. Keep a list of your current priorities/duties; 
  2. Monitor for any uptick in these priorities/duties and document the changes; 
  3. Proactively seek to meet with your manager/supervisor to outline the evolution of your workload and ask that they (on behalf of the Employer) prioritize your duties in writing; 
  4. Keep a written record of any such discussions with your manager/supervisor;
  5. Only work hours that are in line with your collective agreement;
  6. Request overtime to complete priorities/duties that fall outside of your regular hours of work.
  7. Learn more about the Work Force Adjustment Appendix

Resources

Members are encouraged to consult the following resources: