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 then he or she shall be paid dismissal pay according to the provisions of this Article.
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, he or she shall be paid Dismissal Pay according to the provisions of this Article.
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 cash 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 his 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 his employment at equivalent salary with the merged, consolidated, reorganized, reincorporated or newly named newspaper, 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 newspaper. If the Star Tribune should be sold or leased to an outside interest, then each employee covered by this Agreement, who is at the time of such sale or lease working for the publication sold or leased, shall have a period of five days within which to decide whether or not he wishes to continue as an employee of the said sold or leased publication. If he decides in the affirmative, and upon written assumption to him of dismissal pay liability by the new owners of said sold or leased publication for the length of service of the employee while working for the Star Tribune the liability for dismissal pay upon the part of the Star Tribune shall terminate and cease. If, however, said employee concludes that he does not wish to c...
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. (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.
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. 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.
