Common use of AND SEVERANCE Clause in Contracts

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ("lump sum" buy out for voluntary lay-off) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable timeframe for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level as former position. If an employee accepts an assignment to a lower classification level with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level within the bargaining unit shall be laid off with recall rights as provided for in this article.

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ("(‘lump sum" ” buy out for voluntary lay-off) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable timeframe for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level as former position. If an employee accepts an assignment to a lower classification level with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level within the bargaining unit shall be laid off with recall rights as provided for in this article.. Employees subject to layoff will be notified sixty (60) days in advance of their layoff date. During this period those employees will be granted reasonable leave with pay for the purpose of being interviewed and examined by a prospective employer and to such additional leave with pay as the employer considers reasonable for related travel. Employees to be laid off will also be provided with a job search assistance program coordinated by the Human Resources Department. Employees subject to an shall have the option of

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ("lump sum" buy out for voluntary lay-offlayoff) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable timeframe for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level band within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level band in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level band as former position. If an employee accepts an assignment to a lower classification level band with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level band as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level band position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article.

AND SEVERANCE. The Union parties agree that job security shall increase with length of service and that in the event of a lay off that exceeds or is expected to exceed two (2) weeks in duration, the following shall apply: In the event of amendments to the Contract with executed March requiring layoffs, the Company undertakes to give the same notice to staff of layoff as is received from Layoffs due to contracting out as set forth in Article With the exceptions of a) and above, full time and part time employees will receive notice of lay off or pay in lieu of notice as follows: days to one year seniority days over one years seniority days Seasonal employees and those employed less than days will receive days notice of lay off or pay in lieu of notice. In this Article, Day means normal shifts of the employee. Employees shall be advised laid off on the basis of their seniority applied on a basis based upon the principle of last on first off and such employees shall be recalled in writing at least one hundred and twenty (120) days reverse order of lay off into the Job Title. The Employer shall provide notice to the Union to coincide with notice to employees as set out in advance above, of any labour force reductions in stating the indeterminate workforcenumbers to be laid off, planned by the Employer. The notice will outline location and the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Articlelay off. The Employer in order to avoid lay off of an employee may offer voluntary early retirement or a separation incentive ("lump sum" buy out for voluntary lay-off) to any employee. Where the Employer meets with an employee to advise them of such opportunities, opportunities the employee may request to and be represented by xxxxxxxxxxx.xx an Alliance representative. There shall An employee who meets the qualificationsfor an equivalent position or higher rated position as would be no temporary or permanent layoff of any indeterminate employee, applicable under the Staffing Article and who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another a vacant position in accordance with this Article, shall not be considered permanent or temporary lay off and provided that the employee can establish that has the ability to perform the job within a reasonable timeframe for on the job training. An indeterminate employee who could be affected by a reduction in the workforce Employer shall be offered assignment relieved from its posting obligations under the Staffing Article of this agreement. In the event there is no equivalent or appointment higher rated position that is vacant an employee may agree to any vacant be assigned to a lower rated job title providing meets the qualifications for the position at as would be applicable under the same classification level within the bargaining unit providing the employee can establish that he Staffing Article and shall not be considered to be on permanent or she has the ability temporary lay off but shall be entitled to perform the job. The employee will be provided a reasonable timeframe for training reassigned to old position should work become qualifiedavailable to which seniority would entitle him. If an employee refuses an assignment or appointment to a position at the same classification level within lower rated job title in the bargaining unit unit, shall be laid off with recall rights as provided for in this articlethe Article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, Where an employee may is to permanently laid off and elects to take severance as herein provided, shall also be assigned entitled to: reasonable leave of absence with pay not to exceed paid regular shifts for the purpose of being interviewed by a vacant position prospective employer including time for related travel upon provision of a lower classification level in letter from the bargaining units providing prospective employer requesting the employee can establish that he or she has to attend for the ability job interview. Job search assistance co-ordinated by the Human Resources Department. Employees subject to perform lay-off for an indefinite period shall have the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level as former position. If an employee accepts an assignment to a lower classification level with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level within the bargaining unit shall be laid off with recall rights as provided for in this article.option of

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ("lump sum" buy out for voluntary lay-offlayoff) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable timeframe for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level band within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level band in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level band as former position. If an employee accepts an assignment to a lower classification level band with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level band as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level band position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level band within the bargaining unit shall be laid off with recall rights as provided for in this article.

AND SEVERANCE. The Union shall be advised in writing at least one hundred and twenty (120) days in advance of any reductions in the indeterminate workforce, planned by the Employer. The notice will outline the reasons for the workforce reductions, the location and number of employees affected. The parties will, through the consultation process, review possible alternatives to the workforce reduction (including voluntary layoffs) and on the support to be provided to the affected employees and on the application of this Article. The Employer may offer voluntary early retirement or a separation incentive ("“lump sum" ” buy out for voluntary lay-off) to any employee. Where the Employer meets with an employee to advise them of such opportunities, the employee may request and be represented by an Alliance representative. There shall be no temporary or permanent layoff of any indeterminate employee, who is employed in the bargaining unit provided the employee agrees to be assigned or appointed to another vacant position in accordance with this Article, and provided that the employee can establish that has the ability to perform the job within a reasonable timeframe for on the job training. An indeterminate employee who could be affected by a reduction in the workforce shall be offered assignment or appointment to any vacant position at the same classification level within the bargaining unit providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. If an employee refuses an assignment or appointment to a position at the same classification level within the bargaining unit shall be laid off with recall rights as provided for in this article. Affected employees will not be required to accept a position at any other business unit operated by unless they request such a transfer. Should there be no vacant position available in above, an employee may be assigned to a vacant position of a lower classification level in the bargaining units providing the employee can establish that he or she has the ability to perform the job. The employee will be provided a reasonable timeframe for training to become qualified. The employee will have priority rights to return to a position at the same classification level as former position. If an employee accepts an assignment to a lower classification level with a lower maximum rate of pay that employee shall be salary protected (at the rate of pay provided for former position). Should an employee subsequently refuse an appointment to a position at the same classification level as former position that employee will lose the benefit of being salary protected on the following pay period and will be appointed to the lower classification level position to which had been assigned. If an employee refuses an assignment to a position at a lower classification level within the bargaining unit shall be laid off with recall rights as provided for in this article.