Appendix E - Alternative Service Delivery Initiative (ADI) Process

The flowchart serves as an information guide only.

Deputy Head Approval

Notice to Bargaining Agents (180 days prior)

Establishment of Joint WFA - ADI Committee

ADI Decision (Type 1, 2 or 3)

Notification to Bargaining Agents

Notification to Employees (60 days prior to Transfer)

Type 1

Type 2

Type 3

ADI Type 1

  • Legislation determines successor rights (maintenance of bargaining agent, collective agreement)
  • Reasonable job offer (RJO) from new employer
  • Continuous employment in CPA recognized
  • Pension arrangements (see Appendix A)
  • Core benefits offered: health benefits, long‑term disability and dental plan
  • Transfer of sick leave credits up to maximum qualifying period for new employer’s long‑term disability insurance
  • 2‑year employment guarantee by new employer

60 days to Consider Job Offer

Accepts RJO

  • 3 months’ lump sum if pension criteria not met
  • If new employer recognizes years of service for severance pay purposes: CPA portion paid out at time of transfer if employee is entitled under his/her collective agreement.
  • Option to carry over unused annual leave credits (new employer must agree)
  • Termination on date of transfer or other date for operational reasons

Refuses RJO

  • Official notification to TBS and Bargaining agents
  • Retention payment can be considered
  • 4 months’ termination notice (termination date no later than date of transfer)
  • Priority entitlement : Deemed laid-off for the purpose of the Public Service Employment Act
  • Severance pay as per collective agreement if applicable

ADI Type 2

  • Reasonable job offer (RJO)
  • New average salary of group of employees between 85% and 100% of current average salary
  • Pension arrangements (see Appendix A)
  • Health benefits, long-term disability and dental plan
  • Short‑term disability insurance arrangement
  • 2‑year employment guarantee by new employer

60 days to Consider Job Offer

Accepts RJO

  • 3 months’ lump sum + 18 months’ salary top‑up
  • 6 months’ top‑up if salary less than 80%
  • 3 months’ lump sum if pension criteria not met
  • If new employer recognizes years of service for severance pay purposes: CPA portion paid out at time of transfer if employee is entitled under his/her collective agreement.
  • Option to carry over unused annual leave credits (new employer must agree)
  • Termination on date of transfer or other date for operational reasons

Refuses RJO

  • Official notification to TBS and bargaining agents
  • Retention payment can be considered
  • 4 months’ termination notice (termination date no later than transfer date to new employer)
  • Priority entitlement: Deemed laid-off for the purpose of the Public Service Employment Act
  • Severance pay as per collective agreement if applicable

ADI Type 3

  • Not considered a reasonable job offer
  • Criteria of Type 1 or Type 2 not met (ex. new average salary for group is less than 85% of current group average)

60 days to Consider Job Offer

Accepts Offer

  • 6 months’ lump sum
  • Severance pay as per collective agreement
  • Option to carry over unused annual leave credits (new employer must agree)
  • Termination on date of transfer or other date for operational reasons
  

Refuses Offer

  • 4 months’ termination notice (end date no later than transfer date)
  • Declared opting or surplus with a GRJO
  • Priority entitlements (surplus/laid off as applicable)
  • Severance pay at layoff rate as per collective agreement

 

Index