The VDP process happens after notifications of affected status are delivered to employees, and before any potential SERLO process. Employees must have a minimum of 30 calendar days to decide whether they want to participate in the VDP process. 

Participation in the VDP process is not mandatory. If an employee decides to participate in the VDP process, they must select Options B, C(i) or C(ii).  

Options B (TSM) and C(i) - Education Allowance 

If an employee decides to participate in the VDP and opts for Option B or C(i), they are considered laid-off for severance pay purposes and work with management to establish a departure date.  

The TSM (the lump sum payment) is paid upon resignation. This payment will range from 4 to 52 week’s salary and will vary between employees because it depends on the employee’s years of service. Employees with 16-29 years of service will get the maximum amount. 

If an employee selects Option C(ii), they are requesting a LWOP for two years. If they provide proof of registration to a learning institution within 12 months of starting LWOP, their departure date is delayed for a maximum of two years. If they do not provide proof of registration within 12 months of starting LWOP, they are considered laid-off for severance pay purposes at that time. 

Under Option C(ii), the lump sum will be equivalent to the TSM plus reimbursement of up to $17,000 for certain educational expenses. 

Annex C of the WFAD outlines the years of service calculations for the amount of the TSM. The severance pay is calculated according to section 22.01 of the LP Collective Agreement.