DISPLACEMENT/LAYOFF Clause Samples

The Displacement/Layoff clause outlines the procedures and rights associated with the reduction of workforce, either through the elimination of positions (displacement) or the termination of employees (layoff) due to organizational needs. Typically, this clause specifies the order in which employees may be laid off, such as by seniority or job classification, and may detail notice requirements, severance pay, or recall rights. Its core function is to provide a fair and transparent process for workforce reductions, minimizing disputes and ensuring that both employer and employee understand their rights and obligations during layoffs.
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
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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
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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:
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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).
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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.
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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.
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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
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Related to DISPLACEMENT/LAYOFF

  • 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.

  • Signaling Link Transport 9.2.1 Signaling Link Transport is a set of two or four dedicated 56 kbps transmission paths between Global Connection-designated Signaling Points of Interconnection that provide appropriate physical diversity.

  • 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.

  • Central Committee on Violence in the Workplace The Central parties agree to create a Central Committee to review and develop best practice recommendations related to Violence in the Workplace. The Committee will take into consideration recent provincial reports related to violence in the workplace issues. The best practice recommendations will be distributed to the Joint Health and Safety Committees at each individual Home to be recommended for implementation. The best practice recommendations will include but will not be limited to: Review/modify: the processes, procedures, measures and follow through on: