This directive sets out employees' eligibility for position abolishment entitlements.
Unless otherwise specified, this directive applies to bargaining unit, opted out, excluded, and management employees whose positions are abolished.
Please note: This is suspended to March 30, 2020 for permanent Bargaining Unit employees due to Letter of Understanding #17 in the Collective Agreement (Employment Security). Bargaining Unit employees must refer to the Collective Agreement for the most current information.
Less than one year of continuous employment
If an employee holds a permanent position and has been continuously employed for less than one year immediately preceding the notice of position abolishment, the employee is entitled to 90 calendar days' written notice or pay instead of notice. If the employee resigns during the notice period, the employee is entitled to up to two months' pay instead of notice. The employee is not eligible for any other position abolishment rights. The employee's service is calculated from the date of written notice of position abolishment, and includes wage and temporary service providing there is no break in service.
One year or more of continuous employment
If an employee holds a permanent position and has been continuously employed for one year or more, the employee is eligible for the rights set out in the directives: Notice of Position Abolishment, Employee Options and Entitlements, Priority Placement Option, Vesting Period, Severance Pay, and Employees on Leave – Impact on Position Abolishment Rights.
About this directive
|Authority:||Collective Agreement, Article 15
Public Service Employment Regulation (PDF, 880 KB)
|Application:||Organizations under the Public Service Act|
|Effective Date:||October 1, 2002 (updated March 31, 2009)|
|Contact:||Alberta Public Service Commission:
Labour and Employment Practices; Talent Acquisition and Mobility