DISMISSAL PAY. A. Whenever an employee has been laid off by the Employer for more than ninety (90) days and has not been offered employment by the Employer during that time and is eligible for Dismissal Pay, he or she shall, upon written application of employee to the Employer, be paid dismissal pay according to the provisions of this Article.
B. Employees with three (3) months but less than six (6) months continuous employment shall receive one and one-fourth (1 ¼) days’ pay.
C. Employees with six (6) months but less than one (1) year of continuous employment shall receive one (1) week’s pay.
D. Employees with one (1) or more years of continuous employment shall receive two (2) weeks’ pay.
E. Employees who are discharged for cause or who voluntarily resign (including failure to accept any job assignment commensurate with the employee’s experience at any hourly rate not less than such employee’s then-current hourly rate; however, in no instance shall the rate exceed one hundred ten percent (110%) of the average hourly rate for bargaining unit work performed by such employee for Employer over the preceding one (1) year period) or who are laid off as a result of physical incapacity, epidemic, fire, action of the elements, strikes, walk-outs, labor disputes, governmental order, court order or order of any other legally constituted body, act of God, public enemy, war, riot, civil commotion, or for any other cause or causes beyond the control of the Employer, whether of the same or any other nature shall not be entitled to the above Dismissal Pay.
F. For purposes of this Article only, continuous employment shall begin from the employee’s starting date. Continuous employment shall be broken by:
DISMISSAL PAY. A. Whenever an employee has been laid off by the Producer for more than one hundred ten (110) days and has not been offered employment by the Producer during that time and is eligible for Dismissal Pay, the employee shall be paid Dismissal Pay according to the provisions of this Article.
B. Employees with three (3) months, but less than six (6) months, of continuous employment shall receive one and one-fourth (1¼) days’ pay.
C. Employees with six (6) months, but less than one (1) year, of continuous employment shall receive one (1) week's pay.
D. Employees with one (1) or more years of continuous employment shall receive two (2) weeks' pay.
E. Employees earning between one hundred percent (100%) and one hundred fifty percent (150%) of the applicable minimum hourly rate on the date of layoff and otherwise entitled to Dismissal Pay shall receive Dismissal Pay calculated at the employee's contracted rate of pay in effect on the date of layoff. Employees earning more than one hundred fifty percent (150%) of the applicable minimum hourly rate on the date of layoff and otherwise entitled to Dismissal Pay shall receive Dismissal Pay calculated at one hundred fifty percent (150%) of the applicable minimum rate in effect on the date of layoff, unless a higher rate has been previously negotiated and agreed upon between the employee and the Producer. Neither interest, penalty nor additional payment of any kind shall be applicable in the event of non-timely payment of Dismissal Pay.
F. Employees who are discharged for cause or who voluntarily resign (including failure to accept any job assignment commensurate with the employee's experience at an hourly rate not less than such employee's then-current hourly rate; however, in no instance shall the rate exceed one hundred ten percent (110%) of the average hourly rate for bargaining unit work performed by such employee for Producer over the preceding one (1) year period) or who are laid off as a result of physical incapacity, epidemic, fire, action of the elements, strikes, walk- outs, labor disputes, governmental order, court order or order of any other legally constituted body, act of God, public enemy, war, riot, civil commotion, or for any other cause or causes beyond the control of the Producer, whether of the same or any other nature, shall not be entitled to the above Dismissal Pay.
G. For purposes of this Article only, continuous employment shall begin from the employee's starting date. Continuous employment shall...
DISMISSAL PAY. Upon dismissal to reduce staff, an employee shall receive dismissal pay in a lump sum equal to one week's pay for every five months of continuous service or major fraction thereof with the employer, to a maximum of 52 weeks' pay. One week's pay shall be defined as straight time pay for a normal workweek based on day shift rates. A regular full-time employee named to be dismissed as a result of a reduction in staff may, as an alternative to accepting dismissal pay as provided hereinbefore. Revert to part-time employment if part- time employment is available within the job classification concerned and in that event such employee shall retain his/her established full-time priority date and such priority date shall establish the employee's priority on the part-time priority list, in which event the regular part-time employee with least priority shall be dismissed and shall receive dismissal pay in accordance with the provisions of this Article, or
DISMISSAL PAY. 1. Upon dismissal, except for proven dishonesty or gross neglect of duty, an employee shall receive dismissal pay in a lump sum equal to one week's pay for each fifty-two (52) weeks of continuous service or major fraction thereof, up to and including a maximum of twenty-six (26) weeks’ pay, except that no employee shall receive less than four (4) weeks’ dismissal pay, regardless of length of continuous service. Such dismissal pay shall be computed at the highest rate of pay received by the employee during the twelve (12) months immediately preceding the employee’s dismissal. The term gross neglect of duty shall include, but not be limited to, conduct constituting gross or repeated insubordination, provided that in cases of this nature, the standards and concept of gross neglect of duty shall be met. The period of service to be used for computing dismissal pay under this clause shall include only service rendered in the employ of the Star Tribune and shall not include service rendered in the employ of any other person or corporation. Assignment to Washington Bureau service shall not constitute a break in employment. The merger, consolidation, financial reorganization, reincorporation or change of name of the newspaper does not constitute a severance of employment, and no dismissal payment shall be made provided the employee is offered the opportunity of continuing the employee’s employment at equivalent salary with the merged, consolidated, reorganized, reincorporated or newly named operation, and provided further that the record of past service of the employee while working for the newspaper is recognized and assumed in writing to the employee and continued by the Publisher of said merged, consolidated, reorganized, reincorporated or newly named operation. If the Star Tribune should be sold or leased to an outside interest, or merged with an outside organization, then each employee covered by this Agreement, who is at the time of such sale or lease working for the operation merged, sold or leased, shall have a period of five days within which to decide whether or not the employee wishes to continue as an employee of the said merged, sold or leased operation. If the employee decides in the affirmative, and upon written assumption to the employee of dismissal pay liability by the new owners of said merged, sold or leased operation for the length of service of the employee while working for the Star Tribune the liability for dismissal pay upon the part of the...
DISMISSAL PAY. Upon dismissal to reduce staff, an employee shall receive dismissal pay in a lump sum equal to one week's pay for every five months of continuous service or major fraction thereof with the employer, to a maximum of 52 weeks' pay. One week's pay shall be defined as straight time pay for a normal workweek based on day shift rates. A regular full-time employee named to be dismissed as a result of a reduction in staff may, as an alternative to accepting dismissal pay as provided hereinbefore, either:
(a) revert to part-time employment if part- time employment is available within the job classification concerned and in that event such employee shall retain his/her established full-time priority date and such priority date shall establish the employee's priority on the part-time priority list, in which event the regular part-time employee with least priority shall be dismissed and shall receive dismissal pay in accordance with the provisions of this Article, or
(b) claim a full-time or part-time job in a lower-rated classification provided the employee to be dismissed is competent to perform the work in the lower classification and provided he/she has more total continuous Mailing Room service than the employee whose job is being claimed. In the event of such a claim, the employee with least priority in the lower-rated job classification shall be dismissed and shall be paid dismissal pay in accordance with the terms of this Article. The employee claiming the job shall retain his/her established full- time priority date and such priority date shall establish the employee's priority on the relevant full-time or part-time priority list.
DISMISSAL PAY.
A. Whenever an employee has been laid off by the Employer for more than ninety (90) days and has not been offered employment by the Employer during that time and is eligible for Dismissal Pay, he or she shall, upon written application of employee to the Employer, be paid dismissal pay according to the provisions of this Article.
B. Employees with three (3) months but less than six (6) months continuous employment shall receive one and one-fourth (1-1/4) days' pay.
C. Employees with six (6) months but less than one (1) year of continuous employment shall receive one (1) week's pay.
D. Employees with one (1) or more years of continuous employment shall receive two
DISMISSAL PAY. Upon dismissal to reduce staff, an employee shall receive dismissal pay in a lump sum equal to one week's pay for every five months of continuous service or major fraction thereof with the Employer, but not in excess of fifty-two (52) weeks' pay in addition to which an employee shall receive a once in a lifetime lump sum payment equal to two (2) weeks' pay at the basic day shift rate in effect immediately prior to date of termination. It is understood that upon dismissal to reduce staff, an employee must decide within twelve (12) months whether he/she will continue as a substitute or take advantage of the dismissal pay. It is agreed that dismissal pay will be based on continuous service as a regular and substitute, including this 12-month period, as long as the substitute remains available for the service of the Employer, provided that the maximum of fifty-two weeks' pay remains unchanged.
DISMISSAL PAY. Upon dismissal to reduce staff, an employee shall receive dismissal pay in a lump sum equal to one week's pay for every five months of continuous service or major fraction thereof with the Employer, but not in excess of fifty-two
DISMISSAL PAY. 1. Upon dismissal, except for proven dishonesty or gross neglect of duty, an employee shall receive dismissal pay in a lump sum equal to one week's pay for each fifty-two
DISMISSAL PAY. (a) Upon dismissal for reasons of reduction in force, an employee who was employed on the implementation date of this Agreement, shall receive a cash severance allowance equal to one week’s pay for each six months of continuous service, or major fraction thereof, up to a maximum of thirty-six (36) weeks. In no case shall severance be less than four (4) weeks’ pay. Dismissal pay shall be based upon the highest weekly rate of pay the employee received in the preceding year of service with the Company.
(b) Upon dismissal for reasons of reduction in force, an employee who was hired after implementation of this Agreement, shall receive a cash severance allowance equal to one (1) week’s pay for every year of continuous service up to twenty-six (26) weeks. In no case shall severance be less than four (4) weeks’ pay. Severance pay is to be computed at the employee’s rate at the time of layoff and shall be paid as a lump sum at the time of termination.
(c) Severance shall be subject to signing a release of claims against the company.
2. An employee ending service of their choice prior to retirement due to technological advancements or other circumstances may, at the Company’s discretion, be paid in part or full for his/her years of service.
