Public Service Commission Policies
Change of Work Headquarters
Purpose
To provide the terms and conditions related to a change of work headquarters requiring a change of residence by a non-represented core public service employee.
Policy Statement
An employee may be required to change residence because of a reorganization of a department or part of a department necessitating the employee's work headquarters to move from one city or town to another city or town.
Human Resources must be consulted on any matter related to a change in an employee's work headquarters.
A situation of an approved flexible work arrangement in which the employee works at a location different from their established work headquarters does not constitute a change of work headquarters under this policy.
Application
This policy applies to non-represented core public service employees of the Manitoba government, and to non-represented employees for the offices of the Legislature (Section 58(2) The Public Service Act).
Responsibilities
Employing Authority
- The employing authority shall give the employee three months' notice in writing of the move in advance of the date upon which the move of the employee is to be effected.
- Where the employee has accepted relocation involving a change in residence by the employee, the employing authority is responsible for authorizing eligible expenses related to the relocation in accordance with the General Manual of Administration - Relocation Costs (compulsory transfer).
- Where the employee is unable to relocate, the employee's employment shall be terminated with a notice period or payment of wages in lieu in accordance with The Employment Standards Code. The employee shall be eligible for severance pay in accordance with the Public Service Regulation.
- The employing authority must forward the notice of relocation and any notice of termination provided to the employee to Pay and Benefits for processing and inclusion in the employee's personnel file.
Employee
- An employee must accept or reject relocation within four weeks after receiving notice of the relocation. If an employee accepts relocation, the employee may request that the effective date of the relocation be deferred by up to one month for personal reasons such as the impact on school-age children.
- If the employee accepts relocation, the employee will work with the employing authority to make and finalize arrangements concerning the proposed move, including an effective date of relocation. The discussion should examine possible arrangements concerning any related matters affecting the relocation, i.e. sale and purchase of property and family arrangements.
Human Resources
- Provides advice and guidance concerning the interpretation, application and administration of the policy.
Definitions
Core Public Service: as defined in The Public Service Act, consists of the Clerk of the Executive Council, the other deputy ministers and the employees in positions within the departments of government.
Department: means a department as defined in The Executive Government Organization Act.
Deputy Minister: means the deputy minister of a department appointed under subsection 33(2) of The Public Service Act.
Employee: means an individual employed in the public service and, unless otherwise indicated, includes a manager or executive.
Employing Authority: The Minister, Deputy Minister or authorized employment officer of an agency not reporting through a Deputy Minister, or any person designated by the Minister to act as an Employing Authority (General Manual of Administration)
Non-Represented Employee: means a person who is either not represented by a bargaining agent as defined in The Workforce Relations Act, or whose position has been specifically excluded from representation by a bargaining agent.
Review Process
Each Deputy Minister is responsible for managing their department's workforce in accordance with The Public Service Act, the Manitoba Government Code of Conduct, the action plan and workforce management policies (S. 27(1) The Public Service Act).
Resources and Tools
General Manual of Administration (GMA) Relocation Costs (compulsory transfer)
Financial Administration Manual
Flexible Work Arrangements Policy
Authority
This policy should be read in the context of the following and any other applicable legislation:
The Public Service Act
Public Service Regulation
The Employment Standards Code 60 and 61
Policy Review and Revision Schedule
A review will be conducted on the administration and operation of this policy, including any related procedural documents and forms, in accordance with a policy review schedule established by the Public Service Commission.
Policy Inquiries
For further information or questions about this policy, please contact:
Coordination and Innovation Branch
Public Service Commission
PSC_HRO@gov.mb.ca
204-945-2332
Version Effective Date: February 26, 2022
Original Policy Issued: February 26, 2022
