OFF RECALL. If a reduction of staff or lay-off becomes necessary, employees will be laid off in the following order:
OFF RECALL. In the event of a lay-off, employees shall be laid off in the reverse order of their seniority within classification. The employees order of their seniority in Any employee who is laid off may displace an employee with less seniority in the same classification or a lower classification where it is determined that she has the skill, ability and qualifications of performing the duties of that classification. Employees on lay-off are entitled to apply for any job vacancies arising out of a job posting. It shall be the duty of the employee to notify the Employer promptly of any change in her address. If any employee should fail to do so, the Employer will not be responsible for failure of any communication to reach the employee.
OFF RECALL. In cases of lay-off and recall lay-off within an occupational classification, the following factors shall be considered: skill and ability to the work available and where these factors are equal, seniority govern. The periods of notice will not be required in the event of the lay-off of probationary employees, the event that a temporary lay-off becomes permanent, the period of notice given on the temporary lay-off will be applied to the permanent lay-off notice period. If there is a shortage of work, on a given shift in one department, the affected by the shortage of work will be transferred by seniority, starting with the most junior employee, to another department, or provided has the necessary and ability, and providing the, work is available. The transferred rate of pay shall be the higher of their own rate or the next highest rate for the classification to which they are transferred, printed in the agreement. The Company will post and give written notice of impending lay-offs of three (3) working days or less to a designated Union Executive and to the employees in the following
OFF RECALL. In the event a staff reduction becomes necessary, any resultant permanent full-time or part-time employee who is laid-off by the Employer may displace another employee in their classification or a lower paid classification who has less seniority and is the least senior employee in the classification, provided that, in the opinion of the Employer, she has the present ability, qualifications, skills, training and experience necessary to perform the duties of the available position, and can perform the duties of the position without training other than normal employee orientation.
OFF RECALL shall be made in reverse seniority order and shall be on a seniority basis. For the purpose of this Article, seniority is defined as the length of service with the employer commencing from the date of hire and to include any leaves of absence, long term disability, or extended sick leave. ARTICLE LEGAL INDEMNIFICATION
OFF RECALL. Lay-offs will be made in reverse order of seniority. For the purpose of this section, seniority is defined as the length of service of a Member with the Service commencing from the date of hiring of a Member, and includes any leaves of absence, long term disability or extended sick leaves. Recalls will be on a seniority basis. Probationary Members and Members laid off for more than two (2) years will have no recall rights.
OFF RECALL. Where a permanent employee is to be laid off or recalled, such lay-off and/or recall shall be in accordance with the following procedure. Written notice of the lay-off shall be provided to the affected at least (5) working days in advance of the scheduled start of the lay-off. Such notice will be considered to have been delivered to the employee on the day it is delivered to personally, or (2)calendar days after it is mailed (by registered mail) to address on record. Employees who receive such notice of lay-off may displace less senior employees within the Bargaining Unit. In every case where an employee assumes a position, either by displacing another employee, or upon recall, the employee assuming the position must have the necessary qualifications, skills and abilities to effectively perform the duties of the position assumed. In every case where an employee has displaced some other employee in a given job, the least senior employee in that job shall be the employee in that job considered to be displaced. Employees with notice of lay-off may displace less senior employees first, within their job and Bargaining Unit or if they have the least seniority in that job or Bargaining Unit then within any job within their Bargaining Unit, then they are least senior in their Bargaining Unit or do not have the necessary qualifications, skills or abilities to efficiently perform any other work in their Bargaining Unit, then any job in the Bargaining Unit which is being performed by a less senior employee.
OFF RECALL. The Employer shall give each employee the Bargaining Unit who has acquired seniority and who is to be laid off for a period of more than eight (8) weeks, notice in writing of his lay off in accordance with the following schedule: Up to years service weeks notice years or more but less than years service weeks notice years or more but less than years service weeks notice years or more service weeks notice Such notice will be handed to the employee and a signed ac- knowledgement requested if the employee is at work at the time the notice is ready for delivery. In the alternative, it shall be mailed by registered mail. In all other cases of lay off, the Employer shall give each employee in the Bargaining Unit who has acquired seniority one (1) weeks notice, provided however, such notice shall not be required if the lay off occurs because of emergencies (for example, fire, act of God, power failure or equipment breakdown). In the event of lay off, the Employer shall lay off in the reverse order of their seniority within their classification; provided that there remain on the job employees who have the ability to perform the work. Where the Employer finds the ability required to perform the available work is equivalent among employees in different classifications it shall observe their Bargaining Unit Wide Sen- iority in making lay and recalls from lay off. An employee shall be recalled from a lay off to available openings before such opening is filled on a regular basis under a job posting procedure. Such recall shall be on the basis of his Unit Wide Seniority, provided he then has the ability to perform the available work and further provided that such employees may be recalled to an opening in another classification on the basis of his Bargaining Unit Wide Seniority, provided he then has the ability to perform the work. Recall shall be in the reverse order of lay off. In determining the ability of an employee to perform the work for the purposes of Paragraphs and above, the Employer shall not act in an arbitrary or unfair manner. An employee recalled to work in a different classification from which he was laid off shall have the privilege of returning to the position he held prior to the lay off should it become vacant within six (6) months of being recalled. No new employees shall be hired until all those laid off have been given an opportunity to return to work and have failed to notify the Employer of their intention to do so, in accordance with below, or...
OFF RECALL. In the event of a lay-off, Association agrees that employees shall be laid off in the reverse order of their seniority. When work becomes available, employees who have not lost their seniority as provided Article shall to work in order of seniority provided that in the opinion of the Association they have the ability to perform the available work. It is he responsibility of employees to ensure that the Association has a current address and telephone number at all times. If an employee should fail to do so, the Association will not be responsible for failure of any communication to reach the employee. Any employee who is laid off may displace an employee with less seniority provided that she possesses the necessary skills and qualifications, is capable of performing the duties for such work and provided that any such displacement does not result in an inconsistency of service to the Association's clients. In determining the ability an employee to perform available work, the Association will consider:
