Employee Cancellations. If an Employee has been offered an event to work and the Employee confirms such assignment, the Employee may not cancel less than sixty (60) days prior to the event unless a replacement satisfactory to the Employer has been found.
1. Employee must, at their earliest possible opportunity, notify Employer of their intent to cancel and Employer shall thereafter assist the Employee by providing names and phone numbers of other workers that would be acceptable replacements, but it remains the responsibility of the Employee to find the replacement.
2. The Employee seeking a replacement must have Employer’s prior approval before contacting or confirming the replacement.
3. If replacement Employees are available, Employer shall not unreasonably deny a substitution or withhold names of acceptable replacement.
4. If the Employer agrees to accept responsibility for a substitution, no further action is needed on behalf of the Employee. This Section (e) shall not apply to cancellations due to medical or other emergencies. The Union agrees that if an Employee cancels for medical reason or other emergency, it will assist the Employer in obtaining proper verification from the Employee.
Employee Cancellations. If an employee has been offered an event to work and the employee confirms such assignment, the employee may not cancel unless a replacement satisfactory to the Employer has been found. The Employer shall assist the employee by providing names and phone numbers of other workers that would be acceptable replacements, but it is the responsibility of the employee to find the replacement. Criteria for such “satisfactory replacement” shall consist of an individual:
1. being on referral list in the specific craft;
2. having previously worked for the client in that position without issue; and
3. confirmation that the replacement employee is available and willing to work. Employee will give notice of replacement to Employer at the earliest reasonable opportunity. If Employer deems the identified replacement to be unsatisfactory, Employer must respond to the employee within forty-eight (48) hours of such notice, or, where notice of replacement is received after Employer’s business hours, Employer shall have until the end of the second business day to respond. On timely response by Employer, - the original employee will be responsible for the committed shift and may continue to seek a suitable replacement or resolve himself/herself to work the committed shift; or - Employer may release original employee from the booking and hire from outside the referral list, in which case such non-referral hire will not count as one of Employers referral list exceptions detailed in Section h. of this Article, below. If Employer does not respond to employee within forty-eight (48) hours or the end of the second business day, the identified replacement is considered to be suitable and employee is released. This Article shall not apply to cancellations due to medical or other emergencies. The Union agrees that if an employee cancels for medical reason or other emergency, it will assist the Employer in obtaining proper verification from the employee. Employees subject to this Agreement hereby agree that they will not accept bookings for which they have or are aware of a previous scheduling conflict. If the Employer agrees to accept responsibility for a substitution, no further action is needed on behalf of the employee.
Employee Cancellations. If an Employee has been offered an event to work and the Employee confirms such assignment, the Employee may not cancel less than thirty (30) days prior to the event unless a replacement satisfactory to the Employer has been found. Employee must, at their earliest possible opportunity, notify Employer of their intent to cancel and Employer shall thereafter assist the Employee by providing names and phone numbers of other workers that would be acceptable replacements, but it remains the responsibility of the Employee to find the replacement. The Employee seeking a replacement must have Employer’s prior approval before contacting or confirming the replacement. If replacement Employees are available, Employer shall not unreasonably deny a substitution or withhold names of acceptable replacement. If the Employer agrees to accept responsibility for a substitution, no further action is needed on behalf of the Employee; however, if Employer is then unable to find a suitable Referral List replacement, Employer may hire an Off List Employee and such non-referral hire shall not count as one of Employer’s exceptions in Section e., above. This Section (g.) shall not apply to cancellations due to medical or other emergencies. The Union agrees that if an Employee cancels for medical reason or other emergency, it will assist the Employer in obtaining proper verification from the Employee.
