Official Language Requirements in the Context of the Economic Action Plan 2012
April 24, 2012
The employer has amended the Public Service Commission’s Guidance Series – Official Languages in the Appointment Process
to indicate that, where a surplus employee or a person entitled to a lay-off priority is appointed to a bilingual position, or when an employee is appointed or deployed to a bilingual position as a result of an alternation, their Second Language Evaluation (SLE) test results that are over five years old will be deemed valid.“In essence,”
said CAPE President Claude Poirier, “They have loosened the restriction on SLE requirements for employees under specific Work Force Adjustment circumstances. These will allow these employees greater opportunity meet the language requirements of the positions.”
The employee in such circumstances must agree to the following two conditions:
That they obtain new, valid SLE test results that meet the linguistic profile of their new position within 12 months of the appointment or deployment;
They will be appointed on an indeterminate basis to a position for which they meet the merit criteria and that is of a similar level and salary as the bilingual position, or will be deployed on an indeterminate basis to a position for which they meet the job requirements, including official languages proficiency, and that is of a similar level and salary as the bilingual position.
These two conditions must be addressed in the letter of offer.
This measure will allow affected employees who are involuntarily displaced from their position additional time to obtain new SLE test results. It will further allow hiring managers to use SLE test results that are over five years old to appoint surplus employees and persons entitled to a lay-off person priority, and to appoint or deploy alternates.
This provision is of a temporary nature and will remain in effect until March 31, 2015.
To view the PSC’s announcement in this regard, please visit:http://www.psc-cfp.gc.ca/lhhr-lcrh/2012/12-09-eng.htm