Common use of Identification of Surplus Employees Clause in Contracts

Identification of Surplus Employees. The Joint Redeployment and Planning Team will compare the seniority of employees performing work which requires substantially the same qualifications and experience. In addition the team will compare the qualifications and experience of displaced employees with the qualifications and experience required by lateral or lower rated positions in the Unit of Application and retain the most senior at that level in descending order. Through this process the Joint Redeployment and Planning Team shall decide by consensus which employees within the Unit of Application have greater seniority and shall be retained to fill the ongoing positions and which employees have least seniority and shall be declared surplus subject to (a) and (b) below. Seniority rights apply to lateral and lower rated positions but are not applicable to higher rated positions. The exception to this can occur where there are essentially no lateral or demotional positions with respect to which an employee can exercise his/her Employment Continuity rights and where the JRPT believes there are reasonable opportunities for promotion. The JRPT will identify the individual employee(s) or categories of employees facing these circumstances and the positions or categories of positions that represent promotional opportunities. Employees who are not supervisors shall not exercise their seniority and displace supervisory employees with respect to supervisory positions unless they have supervisory qualifications. Employees who are not Section Managers (SM) shall not exercise their seniority and displace SM employees with respect to SM positions unless they have SM qualifications. Employees paid from Schedules 04 will not normally have their seniority considered with employees from Salary Schedule 01. The Joint Redeployment and Planning Team may decide on exceptions when Salary Schedule 04 employees have achieved at least Step 5 and have greater seniority than entry level employees on Salary Schedule 01 or where Salary Schedule 04 is being used as a salary bridge for employees selected to Salary Schedule 01 positions. For the purposes of Subsection 65.6.3 where the Joint Redeployment and Planning Team has agreed to make exceptions based on the above circumstances, such employees paid from Salary Schedule 04 will have priority consideration in the same manner as other Salary Schedule 01 surplus employees. Where the Joint Redeployment and Planning Team does not accept that the circumstances warrant exceptions, surplus employees paid from Salary Schedules 04 will have priority consideration for MP2 and equivalent or lower rated vacancies following consideration of the surplus regular employees from within the bargaining unit and before the applications of all other employees. Employees from outside of the bargaining unit shall not displace Society- represented employees. In the event that the team is unable to reach consensus on the identification of surplus employees, AMEC NSS will determine who is declared surplus in accordance with the provisions of Subsection 64.6.3.

Identification of Surplus Employees. The Joint Redeployment and Planning Team will compare the seniority of employees performing work which that requires substantially the same qualifications and experience. In addition the team will compare the qualifications and experience of displaced employees with the qualifications and experience required by lateral or lower rated positions in the Unit of Application and retain the most senior at that level in descending order. Through this process the Joint Redeployment and Planning Team shall decide by consensus which employees within the Unit of Application have greater seniority and shall be retained to fill the ongoing positions and which employees have least seniority and shall be declared surplus subject to (a) and (b) below. Seniority rights apply to lateral and lower rated positions but are not applicable to higher rated positionspositions except for prospective reclassifications pursuant to Clause 66.3.1.c. The exception to this can occur where there are essentially no lateral or demotional positions with respect to which an employee can exercise his/her Employment Continuity rights and where the JRPT believes there are reasonable opportunities for promotion. The JRPT will identify the individual employee(s) or categories of employees facing these circumstances and the positions or categories of positions that represent promotional opportunities. Employees who are not supervisors shall not exercise their seniority and displace supervisory employees with respect to supervisory positions unless they have supervisory qualifications. Employees who are not Section First Line Managers (SMFLM) shall not exercise their seniority and displace SM FLM employees with respect to SM FLM positions unless they have SM FLM qualifications. Employees paid from Schedules 04 in positions covered by Article 25 (“trainees”) will not normally have their seniority considered with employees from Salary Schedule 01Schedules 01 or 02. The Joint Redeployment and Planning Team may decide on exceptions when Salary Schedule 04 employees trainees have achieved at least Step 5 2 and have greater seniority than entry level employees on Salary Schedule Schedules 01 or 02 or where Salary Schedule 04 Article 25 is being used as a salary bridge for employees selected to Salary Schedule Schedules 01 or 02 positions. For the purposes of Subsection 65.6.3 where the Joint Redeployment and Planning Team has agreed to make exceptions based on the above circumstances, such employees paid from Salary Schedule 04 trainees will have priority consideration in the same manner as other Salary Schedule 01 or 02 surplus employees. Where the Joint Redeployment and Planning Team does not accept that the circumstances warrant exceptions, surplus employees paid from Salary Schedules 04 trainees will have priority consideration for MP2 and equivalent or lower rated vacancies following consideration of the surplus regular employees from within the bargaining unit and before the applications of all other employees. Employees from outside of the bargaining unit shall not displace Society- represented employees. In the event that the team is unable to reach consensus on the identification of surplus employees, AMEC NSS Hydro One will determine who is declared surplus in accordance with the provisions of Subsection 64.6.364.10.4.

Identification of Surplus Employees. The Joint Redeployment and Planning Team will compare the seniority of employees performing work work, which requires substantially the same qualifications and experience. In addition the team will compare the qualifications and experience of displaced employees with the qualifications and experience required by lateral or lower rated positions in the Unit of Application and retain the most senior at that level in descending order. Through this process the Joint Redeployment and Planning Team shall decide by consensus which employees within the Unit of Application have greater seniority and shall be retained to fill the ongoing positions and which employees have least seniority and shall be declared surplus subject to (a) and (b) below. Seniority rights apply to lateral and lower rated positions but are not applicable to higher rated positions. The exception to this can occur where there are essentially no lateral or demotional demotion positions with respect to which an employee can exercise his/her Employment Continuity rights and where the JRPT believes there are reasonable opportunities for promotion. The JRPT will identify the individual employee(s) or categories of employees facing these circumstances and the positions or categories of positions that represent promotional opportunities. Employees who are not supervisors shall not exercise their seniority and displace supervisory employees with respect to supervisory positions unless they have supervisory qualifications. Employees who are not Section First Line Managers (SMFLM) shall not exercise their seniority and displace SM FLM employees with respect to SM FLM positions unless they have SM FLM qualifications. Employees paid from Schedules Schedule 04 will not normally have their seniority considered with employees from Salary Schedule 01. The Joint Redeployment and Planning Team may decide on exceptions when Salary Schedule 04 employees have achieved at least Step 5 and have greater seniority than entry level employees on Salary Schedule 01 or where Salary Schedule 04 is being used as a salary bridge for employees selected to Salary Schedule 01 positions. For the purposes of Subsection 65.6.3 62.6.3 where the Joint Redeployment and Planning Team has agreed to make exceptions based on the above circumstances, such employees paid from Salary Schedule 04 will have priority consideration in the same manner as other Salary Schedule 01 surplus employees. Where the Joint Redeployment and Planning Team does not accept that the circumstances warrant exceptions, surplus employees paid from Salary Schedules Schedule 04 will have priority consideration for MP2 and equivalent or lower rated vacancies following consideration of the surplus regular employees from within the bargaining unit and before the applications of all other employees. Employees from outside of the bargaining unit shall not displace Society- represented employees. In the event that the team is unable to reach consensus on the identification of surplus employees, AMEC NSS the IESO will determine who is declared surplus in accordance with the provisions of Subsection 64.6.364.5.9.

Identification of Surplus Employees. The Joint Redeployment and Planning Team will compare the seniority of employees performing work which requires substantially the same qualifications and experience. In addition the team will compare the qualifications and experience of displaced employees with the qualifications and experience required by lateral or lower rated positions in the Unit of Application and retain the most senior at that level in descending order. Through this process the Joint Redeployment and Planning Team shall decide by consensus which employees within the Unit of Application have greater seniority and shall be retained to fill the ongoing positions and which employees have least seniority and shall be declared surplus subject to (a) and (b) below. Seniority rights apply to lateral and lower rated positions but are not applicable to higher rated positions. The exception to this can occur where there are essentially no lateral or demotional positions with respect to which an employee can exercise his/her Employment Continuity rights and where the JRPT believes there are reasonable opportunities for promotion. The JRPT will identify the individual employee(s) or categories of employees facing these circumstances and the positions or categories of positions that represent promotional opportunities. Employees who are not supervisors shall not exercise their seniority and displace supervisory employees with respect to supervisory positions unless they have supervisory qualifications. Employees who are not Section Department Managers (SM) shall not exercise their seniority and displace SM Department Manager employees with respect to SM Department Manager positions unless they have SM Department Manager qualifications. Employees paid from Schedules 04 on a developmental salary scale who have not yet reached 70% of the P1 band will not normally have their seniority considered with employees from Salary Schedule 01on the P1 band. The Joint Redeployment and Planning Team may decide on exceptions when Salary Schedule 04 developmental employees have achieved at least Step 5 67% of the P1 band and have greater seniority than entry level employees on Salary Schedule 01 the P1 salary band or where Salary Schedule 04 is the developmental salary steps are being used as a salary bridge for Kinectrics employees selected to Salary Schedule 01 entry level P1 positions. For the purposes of Subsection 65.6.3 where the Joint Redeployment and Planning Team has agreed to make exceptions based on the above circumstances, such employees paid from Salary Schedule 04 will have priority consideration in the same manner as other Salary Schedule 01 surplus employees. Where the Joint Redeployment and Planning Team does not accept that the circumstances warrant exceptions, surplus employees paid from Salary Schedules 04 will have priority consideration for MP2 and equivalent or lower rated vacancies following consideration of the surplus regular employees from within the bargaining unit and before the applications of all other employees. Employees from outside of the bargaining unit shall not displace Society- represented employees. In the event that the team is unable to reach consensus on the identification of surplus employees, AMEC NSS will determine who is declared surplus in accordance with the provisions of Subsection 64.6.3.