DISPLACEMENT/LAYOFF Sample Clauses

DISPLACEMENT/LAYOFF. Any displacement of any employee(s), whether involving a layoff or not, arising in respect of the introduction of any new procedure must be undertaken in accordance with the provisions of Article 9 (Displacement, Layoff and Recall). Without limiting the generality of the foregoing, each affected employee shall be entitled to written notice of layoff, or pay in lieu of such notice, in accordance with Clause 9.02.
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DISPLACEMENT/LAYOFF. Employees shall be assigned to one of the fol- lowing seniority groups: A, S or “Job groups” are shown by blocks on the sen- iority charts “flow” linesjoin connected job groups indicating the displacement route in the event of a reduction in forces. Job groups cur- rently in existence within these seniority groups and the normal displacement flow procedure shall be displayed on seniority bulletin boards. The Company will post seniority lists and will periodically update them. Whenever the Company determines that a re- duction of the workforce is necessary, result- ing in conditions (a), or of Section of this Article, it will determine the number of employees to be removed in each job group. Subject to fulfilling the conditions of Section of this Article, an employee removed from their job or will exercise their sen- iority, within their seniority group, in the fol- lowing sequence before being laid off
Sample 1
DISPLACEMENT/LAYOFF. 7.1.1 The District reserves the right to determine positions to be eliminated or reduced in annual hours of employment. 7.1.2 Displacements and layoffs within each affected job title shall be determined by the District on the basis of seniority, provided the operational needs for special occupational skills are met. Where seniority is the same, the determination shall be made by lottery. 7.1.3 No non-probationary employees shall be displaced or laid off within a job title until all probationary employees in that job title, with same or fewer hours as the affected non-probationary employees, have been terminated in accordance with the provisions of Article 19, Probationary Period, of this Agreement. 7.1.4 If the District determines the need for a layoff, notice of not less than twenty-one
Sample 1
DISPLACEMENT/LAYOFF. Any displacement of any Employee(s), whether involving a layoff or not, arising in respect of the introduction of any new procedure must be undertaken in accordance with the provisions of Article 40 (Displacement, Layoff and Recall). Without limiting the generality of the foregoing, each affected Employee shall be entitled to written notice of layoff, or pay in lieu of such notice, in accordance with Article 40.01 d).
Sample 1
DISPLACEMENT/LAYOFF. 7.1.1 The District reserves the right to determine positions to be eliminated or reduced in annual hours of employment. 7.1.2 Displacements and layoffs within each affected job title shall be determined by the District on the basis of seniority, provided the operational needs for special occupational skills are met. Where seniority is the same, the determination shall be made by lottery. 7.1.3 No non-probationary employees shall be displaced or laid off within a job title until all probationary employees in that job title, with same or fewer hours as the affected non-probationary employees, have been terminated in accordance with the provisions of Article 19, Probationary Period, of this Agreement. 7.1.4 If the District determines the need for a layoff, notice of not less than thirty (30) calendar days shall be provided to non-probationary employees to be laid off. 7.1.5 Notice of layoff shall be by personal delivery or by certified mail restricted to the addressee. 7.1.6 When an employee is notified of layoff, an employee can request a meeting with a District representative within one work week subsequent to receipt of the notice. The purpose of such meeting shall be to review recall rights and procedures.
Sample 1
DISPLACEMENT/LAYOFF. Employees shall be assigned to one of the follow- ing seniority groups: A, S or “Job groups” are shown by blocks on the seniori- ty charts and “flow” lines join connected job groups indicating the displacement route in the event of a reduction in forces. Job groups currently in existence within these seniority groups and the normal displacement flow procedure shall be dis- played on seniority bulletin boards. The Compa- ny will post seniority lists and will periodically update them. Whenever the Company determines that a reduc- tion of force is necessary it will determine the num- ber of employees to be removed in each job group. subject to fulfilling the conditions of Section of this Article in the following sequence before be- ing laid off
Sample 1
DISPLACEMENT/LAYOFF. Employees shall be assigned to one of the follow- ing seniority groups: A, or “Job groups” are shown by blocks on the seniority charts and “flow” lines join connected job groups indicating the displacement route in the event reduction in forces. Job groups currently in exist- ence within these seniority groups and the normal displacement flow procedure shall be displayed on seniority bulletin boards. The Company will post seniority lists and will periodically update them. Whenever the Company determines that a of force is necessary, resulting in conditions (a), or of Section of this Article, it will determine the number of employees to be removed in each job group. Subject to fulfilling the condi- tions of Section of this Article, an employee removed from their job or will exercise their seniority, within their seniority group, in the following sequence before being laid off:
Sample 1
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DISPLACEMENT/LAYOFF. 4.1 Employees shall be assigned to one of the following seniority groups: A, T, or Skilled Trades. "Job groups" are shown by blocks on the seniority charts and "flow" lines join connected job groups indicating the displacement route in the event of a reduction in forces. Job groups currently in existence within these seniority groups and the normal displacement flow procedure shall be displayed on seniority bulletin boards. The Company will post seniority lists and will periodically update them. 4.2 Whenever the Company determines that a reduction of the workforce is necessary, resulting in the conditions outlined in Section 3.1 (a), (b) or (c) above, it will determine the number of employees to be removed in each job group. An employee removed from their job or workteam will exercise their seniority, within their seniority group, in the following sequence before being laid off: (a) Within the same labour grade: (1) Opening - same job group If a job opening exists within their job group, they will, if qualified according to Section 3.2 of this Article, be placed in the opening. If the opening is on another shift and shift protection is declared, or if the opening is in another job group, again at the same grade level, and the employee refuses it, they will displace the least senior employee in their original job group and shift, if qualified. The least senior employee being displaced in the job group will then have the same opportunity to fill the opening, if qualified. (2) Not qualified / no opening, same job group If not qualified for an opening or if none exists, they will then displace the least senior employee in their job group. If the employee about to be displaced is on another shift, and shift protection is declared, they will displace the least senior employee in their original job group and shift. (3) Same job group - not qualified to bump If not qualified to displace the least senior employee in their job group and/or their shift, they shall then exercise their seniority as in 4.2(b) below. (b) Within the next lower labour grade: (1) Opening, next lower grade (2) Not qualified for opening / no opening If not qualified for an opening or if none exists, they will then displace the least senior employee in the connected job group. If the employee about to be displaced is on another shift, and shift protection is declared, they will displace the least senior employee in the connected job group and shift.
Sample 1

Related to DISPLACEMENT/LAYOFF

  • Displacement (a) An Employee whose position is eliminated by the Employer or who is displaced in accordance with this Article shall, provided the Employee has not less than 24 months of seniority: (i) have the right to displace an Employee with less seniority in a position for which the Employee has the ability to perform the work; (ii) at the Employee’s option, take a position which is vacant and for which the Employee has the ability to perform the work; or (iii) at the Employee’s option, accept layoff with the right of recall. If an Employee elects (i) or (ii) and the Employer determines that the Employee does not have the ability to perform the work of the position selected, the Employer shall inform the Employee and the Local of such within 10 consecutive calendar days, exclusive of Saturdays, Sundays and Named Holidays which are specified in Article 18: Named Holidays, of the Employee making such selection. The Employee shall then have the right to make another selection in accordance with Article 15.04. (b) An Employee exercising the right to displace another Employee or to take a vacant position pursuant to Article 15.04(a) shall within 72 hours, exclusive of Saturdays, Sundays or Named Holidays, of receipt of written notice from the Employer of the elimination of the Employee’s position or displacement, advise the Employer, in writing, of their decision, including the name of the Employee they wish to displace or the vacant position they wish to take. Where there is more than one (1) Employee on that unit with an equivalent full-time equivalency, Shift pattern, and length of Shift, to that of the selected position, the Employee shall displace the least senior of such Employees. Where the Employee fails to exercise such right within the specified time limit, the Employee shall be deemed to have waived the right to displace another Employee or take a vacant position and the Employer shall: (i) place the Employee in any available vacant position of the Employer’s choice for which the Employee has the ability to perform the work and is within a radius of 50 kilometers from the current site (an Employee may elect to be laid off, with recall rights if the position is located at a site outside the boundaries of the municipality in which the current site is located); or (ii) in the absence of such a vacancy effect a layoff in accordance with Article

  • Displaced Employees In the event of a reduction in the work force, regular employees shall be laid-off in reverse order of seniority, provided that there are available employees with greater seniority who are qualified and willing to do the work of the employees laid-off. An employee who is qualified and yet unwilling to do the work shall be laid-off.

  • Permanent Layoff The calculation in determining the six (6) month duration of eligibility for an Employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer- paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred.

  • Layoff Recall A. As it relates to individual employees who are not regulated by the Teacher Tenure Act, if conditions warrant a layoff of personnel, the following procedure will be used: 1. In the event an employee must be laid off, layoff will be on the basis of seniority, certification, and qualifications. It is understood that the Association shall have the right to review the layoff list prior to notification of the individual to be laid off. 2. An employee in a position being reduced or eliminated shall have the right to be transferred to the full- time position held by the employee with the least seniority for which the more senior employee is certified and qualified. No part-time positions shall be created to retain a senior employee. 3. If the Board acts to lay off an employee, every effort will be made to notify the employee of that Board action within two (2) working days of the action. B. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a laid off employee shall be recalled to the first vacancy for which he/she is certified and qualified and in reverse order of layoff. Changes in certification and qualifications after the effective date of an employee's layoff are only taken into consideration in recall to vacant positions. A laid-off employee will be recalled to a vacant position for which he/she is certified and qualified before consideration for transfer to an open position will be given to any currently employed, qualified applicant. It is the laid off employee’s responsibility to have on file with the District a current certificate (including any additions or revisions to the certificate) as well as a current statement of any qualifications upon which recall decisions may be based. C. As it relates to individual employees who are not regulated by the Teacher Tenure Act, an employee’s right to recall shall only extend for a period of three (3) years from the effective date of his/her layoff. D. As it relates to individual employees who are not regulated by the Teacher Tenure Act, a laid off employee may continue his/her health, dental and life insurance benefits by paying monthly the normal per-subscriber group premium for such benefits to the Board, subject to conditions of existing policies provided such continuation does not affect the group rate. E. As it relates to individual employees who are not regulated by the Teacher Tenure Act, during a period of impending layoffs in this District, the Board may grant requests for voluntary leaves of absence if the Board deems it economically sound to approve such requests and a satisfactory replacement can be employed. F. As it relates to individual employees who are not regulated by the Teacher Tenure Act, notification of recall shall be in writing with a copy to the Association President. The notification shall be sent by certified mail to the employee’s last known address. It shall be the responsibility of each employee to notify the Board of any change in address.

  • Leave Donation An employee may donate vacation leave, sick leave, or personal holiday to another employee for purposes of the leave sharing program under the following conditions: A. The College approves the employee’s request to donate a specified amount of vacation leave to an employee authorized to receive shared leave; and 1. The full-time employee’s request to donate leave will not cause their vacation leave balance to fall below eighty (80) hours. For part-time employees, requirements for vacation leave balances will be prorated; and 2. Employees may not donate excess vacation leave that they would not be able to take due to an approaching anniversary date; except when the request for vacation leave was denied and the vacation leave was deferred. B. The College approves the employee’s request to donate a specified amount of sick leave to an employee authorized to receive shared leave. The employee’s request to donate leave will not cause their sick leave balance to fall below one hundred seventy-six (176) hours after the transfer. C. The College approves the employee’s request to donate all or part of their personal holiday to an employee authorized to receive shared leave. 1. That portion of a personal holiday that is accrued, donated as shared leave, and then returned during the same calendar year to the donating employee, may be taken by the donating employee in full day increments. 2. An employee will be allowed to split the personal holiday only when donating a portion of the personal holiday to the shared leave program. D. No employee may be intimidated, threatened, coerced, or financially induced into donating leave for purposes of this program.

  • LAYOFFS AND RECALL 16.01 It is not the intent of these lay-off and recall procedures to apply to the normal summer period. However, where known, recall dates of ten (10) month employees shall be indicated on the Separation Certificate issued by the Employer. 16.02 In the event of lay-off, employees shall be laid off in reverse order of their seniority provided that those persons retained have the necessary skills, qualifications, and ability to perform the duties of those jobs maintained. a) In order to minimize the potentially disruptive nature of an Educational Assistant lay-off during the school year, an Educational Assistant who has received a lay-off notice during the school year may elect to: i) Accept the lay-off and be recalled under the terms of the Collective Agreement or; ii) Displace the most junior permanent Educational Assistant in the Division. b) Where there are Educational Assistants who are on lay-off or who are laid off at the end of June, and there will not be sufficient positions in September for them all to be recalled, then the Employer will lay-off a sufficient number of the most junior Educational Assistants so as to enable the more senior Educational Assistants to be recalled in September. c) Educational Assistants who receive a lay-off notice must declare their intention to displace a junior Educational Assistant within the first five (5) working days of receipt of the lay-off notice. It is agreed between the parties that failure to do so will mean that the Educational Assistant accepts lay-off at the end of the notice period. 16.03 Employees shall be recalled in order of their seniority provided that the person recalled has the necessary skills, qualifications, and ability to perform the duties of the job. 16.04 New employees shall not be hired if there are employees on lay-off with the necessary skills, qualifications, and ability to perform the work. 16.05 In the event of lay-off, every employee affected shall be given four (4) weeks’ notice before the date on which she is to be laid off, and to the extent that such minimum notice is not given, the employee shall receive pay in lieu thereof. 16.06 Grievances concerning lay-offs and recalls shall be initiated at Step II of the grievance procedure. 16.07 Notwithstanding the provisions of Article 15.01, an Educational Assistant who normally works twenty-seven and one-half (27 ½) or more hours per week, and whose hours of work have been unilaterally reduced during the school year, shall, at the Educational Assistant’s option, be deemed to have been laid off. An Educational Assistant accepting a position having fewer hours than their normal working day will be given primary consideration upon application when new positions become available having comparable hours. 16.08 All Educational Assistants laid off shall be placed on a recall list, with copy furnished to the Union, and shall be called back to work as required beginning with the most senior Educational Assistant and descending from there. 16.09 No Educational Assistant shall be permitted to have her name remain on the recall list in excess of twelve (12) school months following the month in which the layoff occurred.

  • Layoff A layoff is defined as any mandatory, permanent or prolonged reduction in the number of full-time or part-time nurses employed by the Medical Center. A layoff may also occur if there is a mandatory reduction in scheduled hours or change of shift. Where skill, competence, ability and experience are substantially equal in the opinion of the Employer, seniority shall be the determining factor when utilizing this layoff procedure. The Employer will give the Association, the local unit chairperson and the affected full-time and part-time nurses at least thirty (30) calendar days’ advance written notice of a layoff or pay in lieu thereof, based on scheduled hours missed. As soon as practical thereafter, the Employer will provide the Association with a roster listing all bargaining unit nurses, their seniority, unit, shift and hours worked per pay period. Upon request, the parties will meet for the purpose of reviewing the procedure to be utilized and the order of layoff. If the Employer determines a layoff to be necessary, the following procedures shall be followed: 6.2.1 The Employer shall identify the unit(s), shift(s) and number of FTEs which will be subject to layoff. The position(s) of the least senior nurse(s) on the unit and shift to be eliminated to accomplish the required FTE reduction on that unit and shift will be identified. Those nurses whose positions have been eliminated shall be considered “displaced nurses”. The Local Unit Chairperson or designee, if available, shall be present when displaced nurses are given their bumping options. The Local Unit Chairperson or designee’s time off shall not be paid. 6.2.2 Displaced nurses, by seniority, shall have the following options: a. A displaced nurse wishing to remain on his/her unit may bump into the position of either the least senior full-time or the least senior part-time nurse on the nurse’s unit; or

  • Fish and Wildlife Service 2002c. Colorado pikeminnow (Ptychocheilus lucius) recovery goals: amendment and supplement to the Colorado Squawfish Recovery Plan.

  • Supervisory Employees ‌ For the purposes of this Article, the parties agree that Supervisory positions are those that are not excluded under Article 2.0 above and that satisfy the following criteria: a) Employees on Salary Schedule 01 who under Plan A "Nature of Supervision" have either Degree 3 (or higher) or its equivalent; b) Employees on Schedules 02 or 03 on condition they normally supervise other employees.

  • Auxiliary Employees ‌ (a) An auxiliary employee shall receive a letter of appointment clearly stating their employment status and expected duration of employment. (b) Auxiliary employees who have worked 1827 hours in 33 pay periods and who are employed for work which is of a continuous full-time or continuous part-time nature, shall be converted to regular status effective the beginning of the month following the month in which they attain the required hours. (c) For the purposes of (b) above and Clauses 31.6—Application of Agreement, 31.9—Medical, Dental and Group Life Insurance, 31.11—Annual Vacations and 31.12—Eligibility Requirements for Benefits, hours worked shall include: (1) hours worked at the straight-time rate; (2) hours compensated in accordance with Clause 31.10—Designated Paid Holidays; (3) hours that a seniority rated auxiliary employee cannot work because they are on a recognized WCB claim arising from their employment with the government to a maximum of 420 hours of missed work opportunity within 14 calendar weeks from the beginning of the claim; (4) annual vacation pursuant to Clause 31.11(d)—Annual Vacations; (5) compensatory time off provided the employee has worked 1827 hours in 33 pay periods; (6) missed work opportunities during leaves pursuant to Clause 2.10 (a) Time Off for Union Business—Without pay, except that during the first 33 pay periods of employment such credit shall be limited to 105 hours; (7) leaves pursuant to Clause 2.10(b)—Time Off for Union Business—With pay; Notwithstanding (3) above, an auxiliary employee eligible for conversion to regular status shall not be converted until the employee has returned to active employment for 140 hours. The effective date of such conversion shall be the first of the month following the date on which eligibility for conversion occurs. (d) For the purposes of (b) above and Clauses 31.6—Application of Agreement, 31.9—Medical, Dental and Group Life Insurance, 31.11—Annual Vacations and 31.12—Eligibility Requirements for Benefits, hours beyond the 420 hours in (c)(3) above, that an auxiliary employee cannot work because they are on a recognized WCB claim arising from their employment with the government are not added to the 1827 or 1200 hours nor are the days charged against the 33 or 26 pay periods.

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