Common use of Access to Work Clause in Contracts

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(sPredecessor Employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph (a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(s) affected by the transfer of services or programs will be given the opportunity to move with their the work, subject to staffing requirements set out in paragraph (a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarityclarify, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 eighteen (18) months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph (a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided provide under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff lay-off or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff lay-off or in receipt of notice of layoff lay-off due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 eighteen (18) months from layoff lay-off date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs lay-offs by a Predecessor Employer resulting from an integration, the layofflay-off, recall and displacement rights and entitlements under the respective collective agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement Agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) : The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) . The projected staffing needs of the Successor Employer, will be made known to all of the affected unions. (c) . Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) . Where there is more than one Predecessor Employer with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph a), supra. (e) . Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) . For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) . Unless otherwise provided in a collective agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 . Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 24 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 . In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement Collective Agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements Collective Agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreementCollective Agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(sCollective Agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unionsUnions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement Collective Agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements Collective Agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(sEmployer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph (a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreementCollective Agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s 's normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(sCollective Agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement Agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreement, the Successor Employer will honour honor the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer Society shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor EmployerSociety’s, will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers Society’s will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer Society with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor EmployerSociety, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(sSociety(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing staff requirements set out in paragraph a), supra. (e) Should the Successor Employer Society and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer Society prior to, but not due to, the integration and who may be transferred to the Successor Employer Society will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreement, the Successor Employer Society will honour the recall rights of any employee of a Predecessor Employer Society who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer Society who are not transferred to the Successor Employer Society may apply for vacancies at the Successor Employer Society for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor EmployerSociety’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer Society resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(s) of the Predecessor Employer Society will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unionsUnions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement Collective Agreement which provides that seniority plays a role in determining which employees Employees will be transferred to a Successor Employer, and those collective agreements Collective Agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees Employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreementCollective Agreement, the Successor Employer will honour the recall rights of any employee Employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(sCollective Agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement Agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, Employer will be made known to all of the affected unions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(sPredecessor Employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority lists. (g) Unless otherwise provided in a collective agreement, the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs layoff by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(sagreements(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.

Access to Work. 5.01 Subject to Article 2, the process for identifying access to work when there is an integration shall be as follows: (a) The Successor Employer shall determine the number of staff required and will identify the classifications, skills, abilities and qualifications required. (b) The projected staffing needs of the Successor Employer, will be made known to all of the affected unionsUnions. (c) Both the Predecessor and Successor Employers will provide to the affected Unions the seniority and service lists including job classifications and job descriptions related to the integration. These lists will be updated to reflect staffing changes as necessary and will be provided to the affected Unions. (d) Where there is more than one Predecessor Employer with a collective agreement Collective Agreement which provides that seniority plays a role in determining which employees will be transferred to a Successor Employer, and those collective agreements Collective Agreements contain different definitions of seniority, the local parties will agree on a common definition of seniority for that purpose. Employees at the predecessor employer(sPredecessor Employer(s) affected by the transfer of services or programs will be given the opportunity to move with their work, subject to staffing requirements set out in paragraph (a), supra. (e) Should the Successor Employer and the affected Unions be unable to agree on the composition of the seniority lists either party may refer the matter to the Ontario Labour labour Relations Board as provided under PSLRTA, if applicable or, alternatively, the parties may agree to have the dispute resolved under the Disputes Resolution Process herein. (f) For purposes of clarity, employees who were on layoff or approved leave of absence at the Predecessor Employer prior to, but not due to, the integration and who may be transferred to the Successor Employer will be included for purposes of placement on the aforementioned integrated seniority listslist. (g) Unless otherwise provided in a collective agreement, Collective Agreement the Successor Employer will honour the recall rights of any employee of a Predecessor Employer who is transferred to the Successor. 5.02 Employees on layoff or in receipt of notice of layoff due to the integration from the Predecessor Employer who are not transferred to the Successor Employer may apply for vacancies at the Successor Employer for which they would not otherwise have recall rights for a period of 18 months from layoff date. These applications will be considered after the Successor Employer’s normal job posting procedure is completed and there are no successful applications, but before other external applications are considered. 5.03 In the event of layoffs by a Predecessor Employer resulting from an integration, the layoff, recall and displacement rights and entitlements under the respective collective agreement(sCollective Agreement(s) of the Predecessor Employer will apply, unless the provisions of this agreement are superior.