I know that many of our members have concerns about the current Work Force Adjustment and may have questions about the process and outcomes that could affect them. As part of my commitment to keep our members informed, I have provided a few highlights on the WFA Directive below as well as links to important information.
Although the processes and entitlements in the case of Work Force Adjustment may vary depending on the collective agreement, it is important to keep in mind is that the primary objective of Work Force Adjustment (WFA) is: continued employment for indeterminate employees affected by workforce adjustment situations.
The WFA Directive is detailed and lengthy as it deals with very important aspects of continued employment for indeterminate employees in situations where positions are abolished.
Here are some of the highlights:
- As a general rule, indeterminate employees in affected situations will receive a reasonable job offer (exceptions to this general rule must adhere to stingent rules).
- A reasonable job offer is usually at the same salary level and in the same demographic location.
- Term/casual employees are not protected by the WFA Directive.
- Unions will be notified of affected positions as early as possible.
For further discussion or if you have additional questions, please contact Rotha Lennox at email@example.com