With federal government budget cuts affecting many employees, ACFO-ACAF members have been asking what steps to take if their job duties are reorganized or changed following a staff reduction exercise.  

If you find yourself in a situation where your job duties are changing, whether in the context of a workforce adjustment exercise or not, there are several important considerations to keep in mind. 

What constitutes a change in duties? 

A change in your duties can occur when your role and functions are altered in a substantial way. Examples of substantial changes include: 

• Change in the merit criteria 

• Increase or decrease in tasks 

• Assignment of lower-level duties  

• Assignment of higher-level duties without compensation  

• Tasks outside your job description 

What should you do? 

1. Do not refuse to do the work (unless it puts your safety at risk) 
   You should not refuse to take on new duties unless they pose a risk to your health and safety. Refusing to perform work could lead to discipline, so it’s crucial to understand that reassigned tasks are often part of operational changes.  

2. Track new tasks and their start dates 
   Keep a record of all new tasks assigned to you, including the date on which you began each task. This documentation will be essential should you need to refer to it in the future, particularly in a case where you may be doing higher-level duties and could be entitled to acting pay or a reclassification to a higher level. 

3. Clarify whether the tasks are temporary or permanent 
   Speak to your supervisor to confirm, preferably in writing, whether the new duties will be permanently added to your workload or if they are temporary measures due to staff reductions. If the tasks are temporary, ask how long you will be expected to take on these responsibilities. Temporary assignments for a few months to meet operational needs are usually deemed reasonable and you will be expected to cooperate. 

4. Consider the impact on your workload 
   If additional tasks are added to your workload, assess whether it’s possible to complete them within a standard workweek. If you feel the workload is unmanageable, communicate this to your supervisor and ask if you will be compensated for any overtime worked. You are entitled to overtime, but you must get pre-approval to qualify. While working a reasonable amount of overtime is acceptable, consistently working 50-to-60-hour weeks is not sustainable, and you should request support to manage the workload. This could involve task redistribution, reorganizing priorities, or additional staff. 

5. If the change in duties is permanent, does it fall within your job description? 
   If your duties change permanently, you should assess whether the new tasks fall within your current job description. If they do, the employer has the right to reorganize your duties. However, if the new tasks fall outside your job description—either because they are at a higher or lower level or are typically the responsibility of another occupation—contact us at classification@acfo-acaf.com. We can help you determine your next steps. 

6. Higher-level tasks and acting pay 
   If you are assigned tasks that are at a higher level than your current position, and if more than 50% of your tasks fall under the higher group and level, you may be entitled to acting pay. However, if only a small portion (10-20%) of your tasks are at the higher level, you will not be eligible for acting pay. 

7. Lower-level tasks 
   If you are asked to perform tasks that are at a lower level than your current position or fall under another occupational group, this may be acceptable on a temporary basis due to operational needs. However, if this change is permanent, it is not acceptable. You are entitled to work at your substantive position’s group and level, and you should reach out to our Classification team at classification@acfo-acaf.com for assistance. 

8. Discrimination 
   Your employer must not alter your duties in a way that discriminates based on protected grounds under the Canadian Human Rights Act. If you feel discriminated against, seek advice immediately from our Classification team (classification@acfo-acaf.com). 

9. Support and guidance 
   If you need help with any aspect of these changes, especially whether the new tasks align with your current classification, don’t hesitate to contact our Classification team at classification@acfo-acaf.com for guidance. We are here to support you through any challenges that arise due to reorganized duties. 

By staying informed and proactive, you can ensure that your rights are respected and that any changes to your duties are handled appropriately. If you have experienced a change in your duties/responsibilities and have questions or concerns, please reach out to our experienced advisors for assistance at classification@acfo-acaf.com.