The number of layoffs concerns myself, as well as a number of people in this House. Furthermore, it certainly has hit the radar of the union out there, with approximately 135 potential layoffs coming out there. I want to seek some clarity as we go forward in this process as to what’s happening, so I’ll have some questions directed to the Premier.
The Premier has announced 135 layoffs. As I understand it, some people have left, due to separation, in the context that they’ve taken other jobs. There’s been some further paring down as other people have taken other opportunities. I want to know today: what’s the actual number we’re dealing with, as in potential layoffs? Could the Premier provide clarity on actual numbers that could be at risk at this time? Thank you.
Thank you, Mr. Hawkins. The honourable Premier, Mr. Roland.
Mr. Speaker, I’ll have to redirect this to the Minister of Human Resources. He would have the most up-to-date information on this file. Thank you.
Mr. McLeod.
Thank you, Mr. Speaker. The Government of the Northwest Territories presently has 4,753 full-time indeterminate employees and 1,051 casual employees. At this moment, we have 118 potentially affected employees. Thank you.
Mr. Speaker, of the 118 potential employees being laid off, what is the Human Resources Minister doing to make sure that number gets pared down even further before this final decision? My fear is we’ll pass the budget, and then they’ll be shown the door.
Just for clarity, are we working out any deal with these folks? Have we pared it down? Have any packages been prepared? What is the situation, so that we get that number as low as possible? Thank you.
The Department of Human Resources and the home department of these 118 potentially affected employees, which is less than 2 per cent of the whole Government of the Northwest Territories’ workforce.... We work very closely with the potentially affected employees under our Staff Retention policy. And I emphasize “staff retention,” because it is our objective to keep as many of these potentially affected employees on the workforce.
Departmental HR staff and departmental management meet with those potentially affected employees that request a meeting. We work with them to make sure they understand the process and the options that are available to them. Thank you.
Mr. Speaker, in all due respect, I don’t see it as 2 per cent. I see it as 118 families, and that’s the way I see it.
My issue really is, out of this 118 that we’re talking about, how many are up for potential reassignment in other positions? That’s what I want to know. Ultimately, I want to know — and I would hope other Members on this side of the House want to know — how many people are we really talking about that will be ultimately impacted, once this process is jigged out and finalized?
It’s difficult to determine, because we have to take into consideration the individual needs or preferences of potentially affected employees.
We have set in place.... Through the Staff Retention policy, we make all the competitions that are coming forward available and known to the potentially affected employees.
We have received at least 50 résumés. The remainder, I assume, are waiting to see what transpires through the budget process. Our expectation is that potentially affected employees will probably have a better option. We are certainly encouraging our managers of the different departments to actively review the list on the Staff Retention policy so that we can, hopefully, find placements.
Final supplementary, Mr. Hawkins.
Thank you, Mr. Speaker. I know there will continue to be a number of empty positions out there. My issue is: are we trying to make sure that those 118 people will be provided not just the first opportunity but the real opportunity, in the context of “We've got empty positions — can we get them into those?” to make sure they can have some stable transition?
The issue, furthermore, goes beyond that. We have a number of these people potentially affected, the 118 people, who could go off to retirement. I want to make sure today; I want to hear about those types of numbers and situations. Are we working with them to make sure they can retire, meet their superannuation requirements, so that the impact ultimately boils down even smaller? I want to make sure we're getting to that. That’s the impact I’m talking about.
We’ve had the opportunity to meet with the 118 potentially affected employees. Through the Staff Retention policy there are a number of options. One is education assistance, separation assistance or severance priority.
With regard to early retirement or potential retirement, that is, I guess, a decision that would have to be requested by the potentially affected employee. We’re prepared to look into that, and we're waiting for direction from the Members as well.
Thank you, Mr. McLeod. The time for question period has expired. The honourable Member for Mackenzie Delta, Mr. Krutko.
Thank you, Mr. Speaker. I’d like to go back to item 7, please.
The Member is seeking unanimous consent to return to item 7, oral questions. Are there any nays?
Nay.
