Conditions with Respect to Layoff a) A layoff for the purpose of this Plan is any layoff resulting from a reduction in the workforce, or temporary layoff, or from the discontinuance of a plant or operation if the employee is not entitled to benefits under Article 6 of this Pension Plan and Severance Award Agreement dated February 20, 1971 or successor agreement, or a layoff occurring or continuing because the employee was unable to do the work offered by the Company although able to perform other work in the location to which he/she would have been entitled if he/she had sufficient seniority. Medically restricted employees awaiting suitable placement will be considered on layoff occurring in a reduction in the workforce.
b) An employee's layoff for all or part of any week will be deemed qualifying for Plan purposes only if:
(1) such layoff was from the Bargaining Unit;
(2) such layoff was not for disciplinary reasons, and was not a consequence of:
(i) any strike, slowdown, work stoppage, picketing (whether or not by employees), or concerted action at a Company plant or plants, or any dispute of any kind involving employees or other persons employed by the Company and represented by the Union whether at a company plant or plants or elsewhere; any war or hostile act of a foreign power (but not government regulation or controls connected therewith);
(ii) sabotage or insurrection, or
(iii) any act of God, provided however this subsection (iv) shall not apply to the first two weeks of layoff resulting from such cause; At the end of any legal strike by employees, the Company and the Union shall mutually agree as to the period of time necessary for normal start-up which shall be incorporated as part of any strike settlement memorandum. After such period of time an employee will not be disqualified for S.U.B. solely because of such strike.
(3) with respect to such week the employee did not refuse to accept work when recalled pursuant to the Collective Labour Agreement and did not refuse an offer by the Company of other available work, which he/she had no option to refuse under the Collective Labour Agreement; provided, however, that where maintenance employees refuse production work it will not disqualify them under this subparagraph (3);
(4) with respect to such week the employee was not eligible for and was not claiming:
(i) any accident or sickness or any other disability benefit (except a Canada Pension Plan disability benefit to a medically restricted employee waiting suitable placement under...
Conditions with Respect to Layoff. (a) A layoff for purposes of the Plan includes any reduction in force such as a temporary layoff or model change layoff, a layoff resulting from the discontinuance of a Plant or an operation, and any layoff occurring or continuing because the Employee was unable to do the work offered by the company although able to perform other work in the Plant
Conditions with Respect to Layoff. (a) A layoff for the purposes of this Plan includes any layoff resulting from a reduction in force or temporary layoff, or from the discontinuance of a Plant or operation, or a layoff occurring or continuing because the Employee was unable to do the work offered by the Company although able to perform other work in the Plant to which the Employee would have been entitled if the Employee had had sufficient Seniority.
(b) An Employee’s layoff for all or part of any Week will be deemed qualifying for Plan purposes only if:
(1) such layoff was from the Bargaining Unit; (2) such layoff was not for disciplinary reasons, and was not a consequence of:
(i) any strike, slowdown, work stoppage, picketing (whether or not by Employees), or concerted action, at a Company Plant or Plants, or any dispute of any kind involving Employees or other persons employed by the Company and represented by the Union whether at a Company Plant or Plants or elsewhere,
(ii) any fault attributable to the Employee,
(iii) any war or hostile act of a foreign power (but not government regulation or controls connected therewith),
(iv) sabotage (including but not limited to arson) or insurrection, or
(v) any act of God; provided, however, this subsection (v) shall not apply to any Short Work Week or to the first 2 consecutive full Weeks of layoff for which a Regular Benefit is payable in any period of layoff resulting from such cause;
