EMPLOYMENT SECURITY AND DISPLACEMENT PROCEDURE Sample Clauses

EMPLOYMENT SECURITY AND DISPLACEMENT PROCEDURE. 10.01 The University assures employment security, within the bargaining unit, for the duration of the present Collective Agreement, to all Permanent Employees who have twelve (12) months of seniority. Notwithstanding any other provision of the Collective Agreement and subject to Article 16.02, Employees benefiting from employment security cannot be discharged, laid off, fired, or dismissed and therefore shall remain in the employ of the University, without reduction in pay, and without delaying progression in their salary scale and continue to benefit from all the provisions of the present Collective Agreement. 10.02 In case of merger, integration or restructuring by legislation or otherwise, seniority within the bargaining unit which is defined in the certificate of accreditation (as indicated in Appendix D) of this Collective Agreement, shall prevail in the application of this Collective Agreement. 10.03 If the position or function of a Permanent Employee is transferred to another campus, the Employee has the right to accept or to refuse the transfer. If she/he refuses, the provisions of the present Article apply. 10.04 Displacement procedure in the case of an abolition of a position a) Reassignment in a Vacant Position or retraining i. after agreement with the Union, the University agrees to reassign any Employee whose job is abolished or who is displaced according to the provisions of the present Article, without posting, to a Vacant Position available in the same Job Class, first in the library in which the position is abolished, then to another library if the Employee so elects; ii. then, after agreement between the Parties, without posting to a Vacant Position in a lower Job Class, first in the library in which the position is abolished, then to another library; iii. then, after agreement between the Parties, to provide retraining allowing the Employee to occupy a position in the bargaining unit. Whenever possible, an Employee affected by a position abolition will be reassigned to a position working the same number of hours or more per week. b) If a) is not an option, an Employee affected by an abolition may displace an Employee in the same Job Class who has less seniority, as long as she/he can satisfy the normal requirements of the position, first in the library in which the position is abolished, then in another library if the Employee so elects. c) If b) is not an option, the Employee affected by an abolition or a displacement may displace an Em...
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EMPLOYMENT SECURITY AND DISPLACEMENT PROCEDURE. The Article does not apply.
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EMPLOYMENT SECURITY AND DISPLACEMENT PROCEDURE. 10.01 The University assures employment security, within the bargaining unit, for the duration of the present Collective Agreement, to all Permanent Employees who have twelve (12) months of seniority. Notwithstanding any other provision of the Collective Agreement and subject to Article 16.02, Employees benefiting from employment security cannot be discharged, laid off, fired, or dismissed and therefore shall remain in the employ of the University, without reduction in pay, and without delaying progression in their salary scale and continue to benefit from all the provisions of the present Collective Agreement. 10.02 In case of merger, integration or restructuring by legislation or otherwise, seniority within the bargaining unit which is defined in the certificate of accreditation (as indicated in Appendix D) of this Collective Agreement, shall prevail in the application of this Collective Agreement. 10.03 If the position or function of a Permanent Employee is transferred to another campus, the Employee has the right to accept or to refuse the transfer. If she/he refuses, the provisions of the present Article apply.
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EMPLOYMENT SECURITY AND DISPLACEMENT PROCEDURE. 12.01 a) The following paragraph applies to employees hired on or after the December 31, 1999. Not withstanding the University’s right to dismiss an employee for cause, no regular full-time employee having twenty four (24) months or more of seniority will be terminated, laid-off or suffer a reduction in salary, as long as she/he falls within the top ninety percent (90%) of the seniority list provided for in paragraph b). The provisions of the present article will not prevent the University from laying off an employee who occupies a position of a cyclical or seasonal nature. An employee thus laid off will benefit from employment security at the time of resumption of the activity of her/his position.
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EMPLOYMENT SECURITY AND DISPLACEMENT PROCEDURE 
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Related to EMPLOYMENT SECURITY AND DISPLACEMENT PROCEDURE

  • Employment Security 28.1 The parties to this agreement agree to maximise the continuity of employment for existing and future employees and to ensure that permanent employment opportunities and the opportunity for promotion transfer and re-training or upskilling are not eliminated, reduced or eroded. 28.2 The Employer recognises that the use of subcontractors and labour hire may affect the job security of current and future employees covered by this Agreement. 28.3 As soon as practicable after being awarded a contract and prior to engaging subcontractors to perform work in the classifications covered by this agreement, the employer shall inform the Union Delegate (where applicable) which subcontractors it intends to use for the project. 28.4 The application of this Employment Security clause shall recognise geographical and commercial circumstances. In these circumstances the Employer and the Union may agree to vary the requirements of clause 28 on a project-by-project basis. Negotiations are to be conducted in good faith and agreement will not be unreasonably withheld.

  • Death and Disability (a) The Employment Term shall terminate on the date of Employee’s death, in which event the Company shall, within 30 days of the date of death, pay to his estate, Employee’s Base Salary, any unpaid bonus awards (including any bonus award for a plan year that has ended prior to the time employment terminated where the award was scheduled to be paid after the date employment terminated), reimbursable expenses and benefits owing to Employee through the date of Employee’s death together with any benefits payable under any life insurance program in which Employee is a participant. Except as otherwise contemplated by this Agreement, Employee’s estate will not be entitled to any other compensation upon termination of this Agreement pursuant to this subparagraph 8(a). (b) The Employment Term shall terminate upon Employee’s Disability. For purposes of this Agreement, “Disability” shall mean that Employee is unable to engage in any substantial gainful activity by reason of any medically determinable physical or mental impairment which can be expected to result in death or can be expected to last for a continuous period of not less than 12 months. For purposes of determining Employee’s Disability, the CEO may rely on a determination by the Social Security Administration that Employee is totally disabled or a determination by the Company’s disability insurance carrier that Employee has satisfied the above definition of Disability. In case of such termination, Employee shall be entitled to receive his Base Salary, any unpaid bonus awards (including any bonus award for a plan year that has ended prior to the time employment terminated where the award was scheduled to be paid after the date employment terminated), reimbursable expenses and benefits owing to Employee through the date of termination within 30 days of the date of the Company’s determination of Employee’s Disability, together with any benefits payable under any disability insurance program in which Employee is a participant. Except as otherwise contemplated by this Agreement, Employee will not be entitled to any other compensation upon termination of his employment pursuant to this subparagraph 8(b).

  • DISMISSAL, SUSPENSION AND DISCIPLINE 14 ARTICLE 12 - SENIORITY 16

  • SUSPENSION AND DISCIPLINE 21.01 Discipline may be imposed where just cause exists and will be levied in a timely fashion. Generally, discipline is intended to correct undesirable behaviour or conduct and, where appropriate, shall be progressive in nature. 21.02 Prior to any discipline being imposed, the employee will be given notice in writing to attend a meeting, during which there shall be an opportunity for full discussion between the employee and the employee’s Manager. The notice will contain the subject matter to be discussed at the meeting and the employee shall be advised of his/her right to have an Association representative attend as an advisor. The management representative also has the right to have a labour relations representative attend as an advisor. At the meeting the employee and the Association representative may make representations and ask questions concerning the events and circumstances. Unless otherwise agreed, the unavailability of an advisor will not delay the meeting for more than one (1) working day from the date of notification to the employee. 21.03 When an employee is required to attend a meeting, the purpose of which is to render a disciplinary decision concerning him or her, the employee is entitled to have, at his or her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.04 The employee and the Association representative shall be notified in writing of any disciplinary action except an oral warning, taken against the employee by the Company within a reasonable period of time of that action having been taken. 21.05 When an employee is required to attend a meeting, the purpose of which is to demote or terminate him/her for non-disciplinary reasons, he/she is entitled to have, at his/her request, a representative of the Association attend the meeting. Where practicable, the employee shall receive a minimum of one (1) day’s notice of such a meeting. The Employer will agree where possible to an additional day of extension where the Association representative is unavailable. 21.06 When any discipline is found to be unjustified all documents referring to the discipline imposed shall be removed as soon as reasonably possible from the employee’s record and destroyed. 21.07 NAV CANADA agrees not to introduce as evidence in a hearing relating to disciplinary action any document or written statement concerning the conduct of an employee unless that employee has been provided with a copy of that document or statement within a reasonable period before that hearing. 21.08 Any document or written statement to disciplinary action, which may have been placed on the NAV CANADA file of an employee shall be removed and destroyed after two (2) years have elapsed since the disciplinary action was taken, provided that no further disciplinary action has been recorded during this period. The Employer shall inform the employee in writing of the destruction of any document or written statement related to disciplinary action. 21.09 The NAV CANADA Code of Business Conduct will not be interpreted as restricting an employee from exercising his or her obligations flowing from the ethical standards of the professional body to which the employee belongs. 21.10 NAV CANADA agrees to make available to each employee covered by this agreement the NAV CANADA Code of Business Conduct and any subsequent amendments made thereto. 21.11 Employees who, in good faith, raise a concern or report any clear or suspected illegal, unethical or improper acts or activities shall not be disciplined nor adversely affected as a result of reporting the violation.

  • Consultation and Dispute Resolution 1. The Parties shall promptly consult, at the request of either of them, on any question arising out of the interpretation or application of this Agreement. Any disputes concerning the interpretation or application of this agreement shall be settled by friendly consultations between the Parties. 2. Paragraph 1 shall not prevent the Parties from having recourse to dispute settlement procedures under the Partnership and Cooperation Agreement establishing partnership between the European Communities and their Member States, and Ukraine.

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