Deletion: A deletion notice is required if there are significant, permanent changes to a position. A change in Equivalent to Full Time (EFT) status, a hospital unit where work is performed or a shift description are some of the changes that would require a deletion notice be issued. A change in function does not automatically mean deletion notices are issued. The need for deletion notices is often driven by how a change impacts a position and how the position is defined in the collective agreement. Deletions sometimes happen because a rotation or work schedule change is taking place, so it’s important to remember that a deletion notice does not necessarily result in a cessation of work (a “layoff”). Some types of schedule changes can be done without issuing deletion notices, while other circumstances — such as changing the EFT of a position or how many staff will work days versus evenings or nights — will require them.
How does the deletion process work? First, the employer provides the union with notice that deletion(s) will take place, including areas where it will happen and the number of staff impacted by area. A meeting is often held with employees affected to discuss the changes and options they may have, such as applying for other jobs and bumping. Bumping is what happens when one staff member displaces another having less seniority. Each employee would receive a letter letting them know their position is being deleted, and when the deletion will take effect. Most collective agreements require the employer to provide reasonable notice, either 90 days or 120 days in advance of a change that will impact the general function of a unit.
Layoff: A layoff only happens if the person does not get another job through the application process, “bumping” or does not transfer with the moving specialized program. In the case of a layoff, there is a cessation of work (which is not necessarily the case with a position deletion).
— Winnipeg Regional Health Authority