Changes

Step 4 is the formal notification phase. This clarifies that all parties must be advised that workforce adjustment activities are underway, prior to assessments.

Step 4 is the formal notification phase. This clarifies that all parties must be advised that workforce adjustment activities are underway, prior to assessments.

The organization must inform the Treasury Board Secretariat (TBS), the unions (bargaining agents), and the affected employees that a workforce adjustment is underway. This is not a layoff notice; it is an organizational announcement intended to ensure transparency before any assessments begin. The package should clearly explain the purpose of the notice, the steps to come, the supports available, and points of contact in both official languages.

The organization must notify TBS‑OCHRO confidentially at the earliest possible date and not less than four working days before any announcement likely to involve a specified number of employees. Notify national heads of the bargaining agents before notifying employees, then notify employees. This is not a layoff notice; it is an organizational announcement intended to ensure transparency before any assessments begin. The package should clearly explain the purpose of the notice, the steps to come, the supports available, and points of contact in both official languages.

'''The requirement for simultaneous notification to all employees.'''  

'''The requirement for simultaneous notification to all employees.'''  

==== '''Ensuring communication materials are accessible by design.''' ====

==== '''Ensuring communication materials are accessible by design.''' ====

Many government announcements are sent as PDFs or emails that may not be screen‑reader compatible or available in alternate formats like large print. Under the Accessible Canada Act, the department has a legal obligation to ensure that SERLO communications are accessible to all.   

Provide letters and instructions in accessible formats and plain language. Ensure web or intranet postings meet WCAG 2.1 AA. Follow TBS ‘Guidelines on Making Communications Products and Activities Accessible. Refrain from using PDFs or emails that may not be screen‑reader compatible or available in alternate formats like large print. Under the Accessible Canada Act, the department has a legal obligation to ensure that SERLO communications are accessible to all.   

'''Expanded guidance:''' Prepare communications in accessible formats (for example, accessible Word or HTML) with plain language, clear headings, and simple navigation. Offer alternate formats upon request.  The Accessibility function should review the notification package before it is released. This includes ensuring that the instructions for requesting help or seeking union advice are clear, unambiguous, and easy to find for everyone, regardless of their physical or cognitive abilities.   

'''Expanded guidance:''' Prepare communications in accessible formats (for example, accessible Word or HTML) with plain language, clear headings, and simple navigation. Offer alternate formats upon request.  The Accessibility function should review the notification package before it is released. This includes ensuring that the instructions for requesting help or seeking union advice are clear, unambiguous, and easy to find for everyone, regardless of their physical or cognitive abilities.   

=== STEP 10: Inform Employees in Writing ===

=== STEP 10: Inform Employees in Writing ===

Every employee in the SERLO pool must receive a formal letter listing the qualifications being tested, the methods that will be used, and how to request help (accommodation) through the process. Letters should be accessible, bilingual, and free of jargon.

Every employee in the SERLO pool must receive a formal letter listing the qualifications being tested, the assessment methods that will be used, timelines, and how to request an accommodation through the process. Letters should be accessible, bilingual, and free of jargon.

==== '''The "no surprises" principle in notifying employees.''' ====

==== '''The "no surprises" principle in notifying employees.''' ====

=== STEP 13: Provide Written Notice of Lay‑Off or Retention ===

=== STEP 13: Provide Written Notice of Lay‑Off or Retention ===

Formal letters are issued to all participants. Lay‑off notices must legally contain five specific elements: the statement of lay‑off, the legal reason, the specific selection reason, the effective date, and the right to complain. Retention letters should confirm continuation in the position and any next steps.

Formal letters are issued to all participants. Lay‑off notices must contain Include at least: the lay‑off decision under PSEA s.64; the assessed factors under PSER s.22(2) and how they led to selection; the effective date; available WFA supports; and the right to complain to the FPSLREB under PSEA s.65, including timelines and how to file. Retention letters should confirm continuation in the position and any next steps.

==== '''Transparency through the 5‑point mandatory notice content.''' ====

==== '''Transparency through the 5‑point mandatory notice content.''' ====