Common use of Job Abolition Clause in Contracts

Job Abolition. It is agreed that the Employer shall inform the Union in advance of any need for job abolishment. A period of sixty (60) working days shall be provided, where possible. Job abolishment includes reducing the hours of work of any position by ten percent (10%) or more. a) The Union and the Employer recognize that operations of the Saskatchewan Craft Council are dependent on sustained funding. b) Joint discussions between the Union and the Employer may explore such things as finances of the organization, and priorities of the organization in an effort to make recommendations to the Employer with considerations given to cutbacks in non-staff related expenses. c) Work plans shall be amended to reflect reduced staff numbers. d) There shall be no corresponding increase in workload for the remaining workers subsequent to job abolishment without an appropriate increase in hours. e) In the event of job abolishment, the order of abolition shall be according to least seniority first, unless otherwise agreed to by the Employer and the Union. Bumping shall be allowed based on seniority and base qualifications for the remaining positions, unless otherwise agreed to by the Employer and the Union. An employee bumping to another position will be moved to the salary step on the new grid which is closest to their previous salary. f) Notice of job abolition shall be sixty (60) calendar days where possible. Minimum written notice shall be given to any employee whose job is abolished, excepting that such notice shall be deemed to be given if a definite term is stated at the commencement of the period of employment. g) Minimum written notice of:

Job Abolition. It is agreed that the Employer shall inform the Union in advance of any need for job abolishment. A period of sixty (60) working days shall be provided, where possible. Job abolishment includes reducing the hours of work of any position by ten percent (10%) or more. (a) The Union and the Employer recognize that operations of the Saskatchewan Craft Council are dependent on sustained funding. (b) Joint discussions between the Union and the Employer may explore such things as finances of the organization, and priorities of the organization in an effort to make recommendations to the Employer with considerations given to cutbacks in non-staff related expenses. (c) Work plans shall be amended to reflect reduced staff numbers. (d) There shall be no corresponding increase in workload for the remaining workers subsequent to job abolishment without an appropriate increase in hours. (e) In the event of job abolishment, the order of abolition shall be according to least seniority first, unless otherwise agreed to by the Employer and the Union. Bumping shall be allowed based on seniority and base qualifications for the remaining positions, unless otherwise agreed to by the Employer and the Union. An employee bumping to another position will be moved to the salary step on the new grid which is closest to their previous salary. (f) Notice of job abolition shall be sixty (60) calendar days where possible. Minimum written notice shall be given to any employee whose job is abolished, excepting that such notice shall be deemed to be given if a definite term is stated at the commencement of the period of employment. (g) Minimum written notice of: