Pre-Layoff Canvass (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; or (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) Responses from employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted within seven days of issuance of a written notice to the employee or group of employees. (c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.
Alcoholic Beverages Costs of alcoholic beverages are unallowable.
Food and Beverages No Exhibitor shall sell or distribute food or beverages of any type without the express, written consent of Management and/or Center.