Employee Whose Sample Clauses

Employee Whose. Job Has Significantly Changed The employee has two choices: i. accept the new job and be provided with retraining, or ii. decline the new job. If option (i) is chosen, the employee will be provided with the training, not to exceed eight (8) months, to acquire the new or modified skills required for the changed position. During that time, the employee must acquire the skills required for the changed position. The Employer will pay for the training and, where practical, will schedule it during normal working hours. Employees have the option to remove themselves from the job within a sixty (60) working day trial period. Where the employer exercises the option to remove an employee from the job during the period of training the employer may offer full rights to Voluntary Exit or placement under 6.05(b). If option (ii) is chosen or where an employee removes themselves from the job during the work trial, the employee will have rights under section (b) –redundancy, however, the option for Voluntary Exit will apply as follows: • Voluntary Exit offers will be accepted by the employer when the job content has been modified resulting in a salary grade reduction or relocated to another geographic location or where the fundamental nature [core features] of the work is no longer similar. • Voluntary Exit offers may be accepted by the employer when the job content has been modified or enhanced, where the salary grade remains the same or higher and the fundamental nature [core features] of the work is similar however: o Where the number of positions has been reduced the number of Voluntary Exit offers made available will be no less than the number of surplus positions. Where there is an incumbent with the same job, in the same geographic location, on the Voluntary Exit list, then their offer will be accepted removing the need to give official notice to an employee. If there is not a suitable match on the VE list, then the affected employee will displace the least senior incumbent in the same job and geographic location. The displaced employee will be given notice of redundancy.

Employee Whose. Job Has Been Declared Redundant Redundancy can occur in 4 ways: 1. an employee is identified as the least senior employee as described in 6.04(a), 2. an employee accepts a significantly changed position and opts out during the 60 working day trial period, or is unable to acquire the required skills through retraining, 3. an employee declines a significantly changed position and their position does not exist elsewhere in their geographic location, 4. a position has been eliminated or reduced in number, within the organization. Prior to giving notice, where there is an incumbent with the same job, in the same geographic location on the Voluntary Exit list, that incumbent’s offer will be accepted, and the affected employee will be reassigned to that job. If no Voluntary Exit match is available, the Employer will give notice to the least senior incumbent of the same job in that geographic location and reassign the more senior employee to the position. All employees deemed redundant will be given, in writing: ⚫ at least 80 working days notice prior to layoff and ⚫ an offer of Voluntary Exit, or ⚫ placement opportunities under Article 5 & 6 If the Employee does not accept the Voluntary Exit offer the Employer will, as opportunities arise prior to the 80th working day, select the most suitable of: 1. a Voluntary Exit match, or 2. a Priority placement match under Article 5.01 (a), or 3. a displacement of a less senior bargaining unit member (bump). This decision will be made based on information available at the time. Each employee will only be entitled to two (2) Priority placements as a result of a technological/organizational change affecting the employee’s position.