On November 8, 2024, we notified the CT Community that the employer had unveiled plans to initiate a cost cutting exercise in the spring of 2025, with intentions of saving approximately $15B over four years. 

On Monday, January 20, Immigration, Refugees, and Citizenship Canada (IRCC) notified its employees of impending workforce adjustment (WFA) measures within the department, where affected employees occupying positions that have been identified for reduction over the next three years are expected to be notified in mid-February. 

This makes IRCC the first – and presently only – department to notify ACFO-ACAF of upcoming WFA measures, which departments are required to do no less than two days in advance of employee notification per the National Joint Council’s (NJC) Work Force Adjustment Directive. Note that we do not yet, however, have the list of affected members and won’t until February. 

We understand that while this presently only affects members at IRCC, announcements like this can be unsettling for the entire CT Community, so we’ve put together the following information to help clarify: 

• Common terms you may hear in the coming months; 
• How cost cutting exercises have historically affected the CT Community; and 
• How ACFO-ACAF is preparing to support members potentially impacted by the exercise.  

What is WFA? Terms to understand 

Workforce adjustment triggers many rights and supports from ACFO under the WFA Directive. Here are just a few important terms to understand: 

Workforce adjustment 

A workforce adjustment occurs when a deputy head decides the services of one or more indeterminate employees are no longer required beyond a specified date. 

Affected status 

If your department anticipates a potential workforce adjustment, you may be notified that you are an “affected employee.” This notice serves as an early indication that changes are being considered in your department and that those changes may impact your position. 

It’s important to note that being classified as “affected” does not mean that your employment will be terminated. Normally, it’s only a fraction of affected employees whose positions are eliminated, and many receive a guarantee of a reasonable job offer (GRJO). 

Guarantee of a reasonable job offer (GRJO) – Surplus employee 

In a situation where your department foresees that your position will be cut but they know or can predict that another position you’re qualified to fill is available, you may receive a guarantee of a reasonable job offer (GRJO). If you find yourself in this situation, as a “surplus employee”, the employer will place you on a priority list where the Public Service Commission will assist you with finding another position in the public service. 

Opting employee 

If you are not provided with a GRJO, you are an “opting employee” and will have three options to choose from. You may find details on the three options in the NJC’s Workforce Adjustment Directive key elements flowchart (Appendix D). 

Historical impact on the CT Community 

The most recent major cuts to the federal public service took place in 2013-14 through the Deficit Reduction Action Plan (DRAP), where 35,000 jobs were cut, oftentimes very suddenly and unexpectedly. 

It’s important to remember that as a member of the CT Community, you are stewards of the public purse, and it’s you who will be relied upon during this exercise due to the nature of your work. There is already a shortage of our members within the public service, so losing a significant number of jobs that already can’t be filled appears unlikely. The government has also emphasized that term, contract, and casual employees will be much more affected than indeterminate employees. 

While circumstances may change, we want to reassure our members that we do not anticipate major attrition within our membership. The majority of exits during DRAP were members who volunteered to alternate with an affected employee and retired with enhanced compensation. 

How ACFO-ACAF will help affected members 

ACFO-ACAF Alternation Network 

Although we don’t expect that the CT Community will be significantly impacted by the upcoming cost-cutting exercise, we are ready to provide support to those who may need it. 

We will soon be launching several resources to empower you with the tools and knowledge to face potential workforce adjustment with confidence, including the ACFO-ACAF Alternation Network, a valuable resource available to ACFO-ACAF members interested in alternating. 

For those unfamiliar with the alternation process, it provides employees who have been notified that their position is being eliminated and are not given a GRJO with the opportunity to remain in the public service by swapping positions with an employee with the same qualifications who wishes to leave. 

The benefits of non-affected employees alternating include: 

• A lump-sum cash amount ranging from 4 to 52 weeks’ salary (see WFAD) 
• Employees with 16 to 29 years of service get the maximum amount 
• A pension penalty waiver if more than 55 years of age with at least 10 years of service 

Note that only opting and surplus employees having chosen Option 6.4.1(a) are eligible to alternate with a non-affected employee. Management approval is required (but not automatic) for an alternation to occur.

Stay tuned for more information on this program in the coming weeks. In the meantime, if you’d be interested in adding your name to our list of non-affected employees interested in alternating with an opting or affected employee, please contact Ben Streatch at bstreatch@acfo-acaf.com with the following details: 

• Your full name 
• Work email address 
• Department 
• CT classification and level 
• Linguistic profile 
• Security clearance 
• Work location
• Available date to alternate

Additional resources 

You may visit our comprehensive Workforce Adjustment Hub in the Member Support Centre section of our website.

We’re here to help 

We completely understand how the uncertainty surrounding this process may cause stress and anxiety in the coming months. You may rest assured that we at ACFO-ACAF will do everything in our power to support the CT Community by keeping you informed about your rights every step of the way, facilitating an alternation network, preparing you for the future, and being here to answer your questions. 

We will have plenty of materials to share in the coming weeks, but in the meantime, you may contact us at the coordinates below. 

• If you get an affected notice from IRCC in February or wish to join the alternation network as a non-affected employee: bstreatch@acfo-acaf.com 
• General inquiries: labourrelations@acfo-acaf.com 

Please note that before contacting Labour Relations with general WFA inquiries, we ask that you first consult the WFA hub linked under Additional resources.