FAQ: Reassignment of work during Work Force Adjustment

Generally, yes. Management can organize and redistribute work following WFA departures. However, it must respect your collective agreement and legal obligations, including those related to acting pay, overtime, accommodation, and health and safety.

Generally, you should follow management’s direction, document your concerns and contact your PIPSC steward. Refusing assigned work may lead to discipline. Different rules may apply if the work presents a danger or raises legal or professional restrictions. Contact your PIPSC steward for advice on how to proceed.

Your job description should accurately reflect your regular duties and responsibilities but does not need to list every task. If significant, ongoing responsibilities are missing, request a current job description in writing and contact PIPSC about possible recourse related to your job content.

Possibly. Acting pay generally applies when you are required to substantially perform higher-level duties for the qualifying period in your collective agreement. Taking on selected tasks or some supervisory duties does not automatically qualify you. Keep records of the duties, authority, and dates involved.

Not automatically. More work of the same kind generally does not justify a higher classification. Significant, ongoing changes to the complexity, responsibility, or authority of your position may warrant an updated job description and classification review.

Tell your supervisor in writing what cannot reasonably be completed within your regular working hours. Identify competing deadlines and risks, and ask which tasks should be prioritized, deferred, or reassigned. Keep records and contact your steward if your concerns remain unresolved.

Additional duties do not remove the protections in your collective agreement regarding hours of work and overtime. If the work cannot be completed within regular hours, ask management to clarify priorities and authorize any required overtime. Record the hours worked and seek advice about compensation under your agreement.

Identify the gaps in writing and request the necessary training, supervision, or authorization. The employer must provide appropriate health and safety training before assigning a new activity or exposing you to a new hazard. Flag any licensing or professional restrictions immediately.

Report work-related risks promptly, including fatigue, excessive workload, or unsafe working conditions. Ask management to assess the risks and implement preventive measures. Health and safety protections cover both physical and psychological harm, not just workplace accidents.

If you have health and safety concerns, raise them with your supervisor and contact your workplace health and safety representative or committee. Your PIPSC steward can also help you understand your rights and next steps.

You can also raise broader workload concerns through discussions between the union and employer. However, these discussions do not replace formal health and safety procedures or your right to file a grievance when appropriate.

Under Part II of the Canada Labour Code, you may refuse work if you have reasonable cause to believe it presents a danger to you or another employee, subject to statutory exceptions. Immediately report the refusal and reasons to your employer, follow the required process, and contact your steward. An increased workload alone does not automatically establish a right to refuse.

Notify your manager promptly and request a review of the assignment in light of your accommodation needs. Contact your steward for assistance if the new duties create barriers or conflict with existing restrictions. Management’s authority to assign work remains subject to its accommodation obligations.

Contracting out is not automatically prohibited. Applicable WFA provisions require management to review contractors and other non-indeterminate resources and, where practicable, avoid engaging them or renewing their contracts when doing so would facilitate appointments of surplus employees or laid-off persons. Some agreements, including the IT Group agreement, contain additional protections.

Keep your job description, written assignments, dates of changed duties, hours worked, and emails documenting workload, safety concerns, as well as management’s responses. Contact your steward promptly if you believe your rights are not being respected. Grievance and other recourse deadlines may apply.