Discussion Of Implementation. In the event the Employer is contemplating lay-offs, the union shall be given notice as far as possible in advance of impending lay-offs. The Employer shall meet with the union a minimum of thirty (30) calendar days in advance of Employees receiving lay-off notices.
(a) The parties shall meet with a view to defining the appropriate work unit where initial notice(s) of lay-off will be issued (e.g. program, Regional Health Authority-wide);
(b) To achieve the least possible disruption, the parties will discuss alternatives to lay-offs, such as early retirement, voluntary reduction of hours etc.;
(c) Notwithstanding the provisions of this Article, the Employer and the union, at any time can formulate special measures to modify the displacement procedures to minimize the impact of displacement or to deal with particular operational considerations;
(d) The union shall be provided with the number of F.T.E.s and classifications of Employees to be laid off as soon as that information is available.
(e) Union and Management shall meet to discuss changes to staffing assignments and current programs resulting from lay- offs.
Discussion Of Implementation. In the event the Employer is contemplating lay-offs, the Union shall be given notice as far as possible in advance of impending lay-offs. The Employer shall meet with the Union a minimum of thirty (30) calendar days in advance of employees receiving lay-off notices.
Discussion Of Implementation. In the event the Employer is contemplating layoffs, the Employer shall give written notice to the Negotiating Committee Chairperson and the SGEU Staff Representative at least fourteen
Discussion Of Implementation. In the event the employer is contemplating lay-offs, the union shall be given notice as far as possible in advance of impending lay-offs. The employer shall meet with the union a minimum of thirty (30) calendar days in advance of employees receiving lay-off notices.
(a) The parties shall meet with a view to defining the appropriate work unit where initial notice(s) of lay-off will be issued (e.g. program, Regional Health Authority-wide);
(b) To achieve the least possible disruption, the parties will discuss alternatives to lay-offs, such as early retirement, voluntary reduction of hours etc.;
(c) Notwithstanding the provisions of this Article, the employer and the union, at any time can formulate special measures to modify the displacement procedures to minimize the impact of displacement or to deal with particular operational considerations;
(d) The union shall be provided with the number of F.T.E.s and classifications of employees to be laid off as soon as that information is available.
(e) Union and Management shall meet to discuss changes to staffing assignments and current programs resulting from lay-offs.
Discussion Of Implementation. In the event the Employer is contemplating layoffs, the Employer shall give written notice to the Negotiating Committee Chairperson and the SGEU Staff Representative at least fourteen (14) days prior to issuing notice of layoff to any Employees. The Employer and the Negotiating Committee Chairperson and the SGEU Staff Representative shall meet to discuss the details of the implementation of Article 25. Prior to lay-off notice being issued, an Employee may be placed by mutual agreement, between the Negotiating Committee Chairperson and the SGEU Staff Representative and the Employer, into a suitable vacant position, for which the Employee possesses the necessary qualifications required for the position and the ability to perform the work.
Discussion Of Implementation. In the event the Employer is contemplating layoffs, the Employer shall notify the Local Union Bargaining Committee Member and the SGEU Staff Representative. Discussion between the Union and the Employer will take place prior to issuing notice of layoff with a view to placing the Employee(s) affected in a vacant position for which the Employee possesses the necessary qualifications required for the position and ability to perform the work, in order that such placement will cause minimum disruption to the workplace/worksite.
Discussion Of Implementation. In the event the Employer is contemplating lay-offs, the union shall be given notice as far as possible in advance of impending lay-offs. The Employer shall meet with the union a minimum of thirty (30) calendar days in advance of Employees receiving lay-off notices as per article
(a) The parties shall meet with a view to defining the appropriate work unit where initial notice(s) of lay-off will be issued (e.g. program, Employer, department, worksite);
(b) To achieve the least possible disruption, the parties will discuss alternatives to lay-offs, such as early retirement, voluntary reduction of hours etc.;
