As September 9 approaches, we wanted to update members on our positions regarding the employer’s decision to mandate a return to the office for the core federal public service to three days per week (RTO3). 

From the outset, ACFO-ACAF has been clear in our stance against this decision, particularly given the employer’s lack of consultation with us prior to its implementation. Despite our objections to the mandatory three-day requirement, we recognize the need to establish a clear position on the parameters surrounding RTO3. Therefore, you’ll find a summary of our position on key issues below. 

Note that while this outlines ACFO-ACAF’s position on the listed topics, this is our position only and the employer’s official position varies by department. 

Overall position on RTO3 

Since the announcement of RTO3 in May, we have maintained our position that a mandatory minimum number of days employees need to report to the office makes no sense, particularly for employees in the regions reporting remotely to the NCR. ACFO-ACAF advocates for a purposeful in-office presence rather than arbitrary time constraints, and we firmly believe that the focus should be on the quality and impact of work rather than mere physical presence. 

Flexibility in choosing in-office days 

ACFO-ACAF advocates for flexibility in choosing in-office days. We believe the employer should allow employees to select their office days when operational requirements permit. This flexibility is crucial for workers to maintain both productivity and work/life balance. 

“Make-up” days 

We firmly oppose the idea that employees should make up in-office days missed due to approved leave. Whether it’s vacation, family leave, sick leave, or any other approved leave, there should be no obligation to compensate for those days. 

Statutory holidays 

Similarly, if a statutory holiday falls on a designated in-office day, employees should not be required to make up that day in the office. Statutory holidays should be treated like any other non-working day without additional obligations. 

GCcoworking spaces 

Employees working from a satellite office, such as a GCcoworking space, should have that time count as an in-office day. The use of these alternative workspaces should be recognized as fulfilling the RTO requirement. 

Three days a week vs. 60% attendance 

ACFO-ACAF’s position is that if an employee spends 60% of their working time in the office over the course of a month, this should satisfy the RTO requirement. This calculation should exclude any form of approved leave, such as leave under the collective agreement or employer policies (ex., leave with income averaging). 

Criteria for exceptions 

The criteria for any exceptions to the RTO policy should be clearly stated and transparent. Employees must be fully informed of the circumstances under which exceptions are granted to ensure fairness and consistency. 

Workplace assignments 

Every employee should be assigned one primary workplace. If an employee is required to work from two separate locations, they should fall under the provisions of the travel directive. 

#RemoteWorks 

Despite September 9 not yet arriving, we’ve already noticed discrepancies between departments on many of these points, hence why it was especially important to share our position and advocate for its application. We will be compiling information by department in the coming weeks and sharing this information with both members and TBS to encourage a consistent approach aligning with our position. 

Members can rest assured that we at ACFO-ACAF remain committed to representing your interests and advocating for a fair and reasonable approach to RTO3. We appreciate your continued support, dedication and efforts as we continue to fight for your interests. 

For any outstanding questions related to RTO3, please consult our FAQ here, which will continue to be updated in the coming days and weeks.   

For additional resources and information on what you can do in the fight against RTO3, visit our #RemoteWorks website.