If an employee refuses a GRJO, they will be laid off. The lay-off will not be sooner than 6 months from the beginning of the surplus period (which began after the 120-day opting period). The employee will continue to be paid and have access to benefits until they are laid off.  

If the Employee refuses a GRJO, they will not have access to the lump-sum amount, pension waiver, or to retraining, salary protection or reinstatement priority entitlements. 

The WFAD defines Guarantee of a reasonable job offer (GRJO) for lack of work, the discontinuance of a function, and relocation where the employee chooses not to move situations), as an offer of indeterminate employment within the core public administration, normally at an equivalent level. Surplus employees must be both trainable and mobile. Where practicable, a reasonable job offer shall be within the employee's headquarters as defined in the Travel Directive.