Employees who are not given a guarantee of a reasonable job offer (also known as opting employees) are eligible for alternation.
Alternation is a provision within the WFA appendix in the relevant collective agreement wherein an opting employee who wishes to remain in the Core Public Administration exchanges positions with a non-affected employee willing to leave the Core Public Administration with a transition support measure or an educational allowance.
This information pertains to members of the following groups: CP, IT, NR, RE, SH, SP.
The following FAQs outline the alternation provision within the work force adjustment (WFA)
If you have any questions or require any assistance, we encourage you to contact your steward and/or Consultation Team.
What is alternation, and when is it possible?
Employees who are not given a guarantee of a reasonable job offer (also known as opting employees) are eligible for alternation. Alternation refers to a provision within the WFA appendix in the relevant collective agreement wherein an opting employee who wishes to remain in the Core Public Administration exchanges positions with a non-affected employee willing to leave the Core Public Administration with a transition support measure or an educational allowance.
What is an opting employee?
An opting employee is an individual who has not received a guarantee of a reasonable job offer and who has been accorded a period of 120 days during which to select one of the three transition-support options provided to opting employees.
When should an opting employee express an interest if they wish to alternate?
The opting employee should express an interest as soon as possible after he/she receives formal surplus notice advising him/her that there is no guarantee of a reasonable job offer. The opting employee should advise the employer, steward, and Employment Relations Officer of his/her interest.
Within what timeframe must alternation occur?
The actual alternation of positions should take place as soon as possible after it is approved but can take place after the 120-day period in some instances, such as when the processing of the approved alternation is blocked by unexpected administrative delays.
Is alternation a must or can the department refuse it?
In accordance with the collective agreement, all departments or organizations must participate in the alternation process. An indeterminate employee wishing to leave the Core Public Administration may express an interest in alternating with an opting employee; however, Management will decide whether a proposed alternation will result in retaining the skills required to meet the on-going needs of the unaffected position and the Core Public Administration. If an alternation is denied, a meeting to discuss the rationale for the decision will be held at the employee’s request. The Institute representative may attend the meeting.
Can alternation occur between departments?
All departments and organizations in the core public administration must participate in the alternation process. Alternation can occur between any/all departments within the Core Public Administration where the Treasury Board is the employer.
Is retraining available for alternation?
The opting employee must meet the requirements of the position, including language requirements. The purpose of alternation is that the employee is able to assume the duties of the position with minimal orientation.
Can I alternate into a lower or higher paying position?
An alternation should normally occur between employees at the same group and level. For the purposes of alternation, positions are considered equal when the maximum rate of pay for the higher paid position is no more than six percent (6%) higher than the maximum rate of pay for the lower paid position.
Is alternation available for employees in incumbent based positions?
Yes, our members in the Research Group are governed by the same WFA provisions as other Institute Groups.
How will alternation work for incumbent based positions?
Alternation is an exchange of positions. Research Group classifications and levels are determined through an incumbent-based approach: the researcher’s achievements will determine his/her level. The employee must meet the requirements of the position and alternation would occur at the incumbent’s level.