Common use of Job Security, Lay-Off and Recall to Service Clause in Contracts

Job Security, Lay-Off and Recall to Service. 19.01 The Employer shall take all reasonable steps to provide continued employment of a suitable nature to a permanent employee whose position has become redundant as a result of technological change, discontinuance of a function or other action initiated by the Employer. (a) The Employer shall give all reasonable consideration to continued employment with the Employer of permanent employees who would otherwise become redundant because work is contracted out.‌ (b) The Employer shall consult with the Union concerning its plans to contract out work that would result in the loss of employment for bargaining unit employees. (c) In the event that an employee's position becomes redundant through contracting out and if through the provisions of (a) and (b) hereof a new position cannot be found, the employee so displaced shall receive two (2) months notice or two (2) months pay in lieu of notice at the employee's current rate. If that employee elects to initiate the bumping process contemplated by Article 19.05, the most junior employee who is bumped shall instead be given two (2) months notice or two (2) months pay in lieu of notice at the employee's then current rate. 19.03 In relation to the question of "reasonableness" for the administration of Articles 19.01 and 19.02, the Employer is entitled to include in its considerations the availability of funding, the availability of job vacancies, and the qualifications and abilities of the affected employees. 19.04 When a lay-off of permanent employees is necessary within a given job classification, the employee in the job classification with the least seniority will be the first employee subject to lay-off. (a) A permanent employee subject to lay-off under Article 19.04 or an employee who is bumped under this clause, may apply to displace a more junior remaining employee in the same or lower classification within two (2) working days of the employee's receipt of written notice of lay-off or bumping, providing the employee has the necessary qualifications, skill and ability to do the job and has greater seniority than the employee they wish to bump. (b) An employee may refuse to exercise the foregoing right without prejudicing their seniority rights in Article 15.03(e) and (f). Once the employee has made their choice, the employee cannot later change their mind relative to that lay-off. 19.06 If an employee bumps into a lower wage group, the employee shall be paid at the rate of pay in the lower group not less than the employee's existing rate of pay and not greater than the maximum rate of pay for the lower wage group. 19.07 Where a function is to be discontinued and a permanent employee is to be laid off, the employee shall be given two (2) weeks notice in writing, or two (2) weeks pay at the employee’s regular rate of pay, in lieu of notice; plus an additional one (1) week’s notice, or one (1) week’s pay at the employee’s regular rate of pay, in lieu of notice for each complete year of the employee’s employment over two (2) years, to a maximum of eight (8) weeks. 19.08 Where a permanent employee has been laid off, the employee shall be placed on a lay-off list for the period specified in Article 15.03(e) and (f), and given preference for recall in any job classification for which the employee has the required qualifications, skill and ability. 19.09 The Employer shall recall permanent employees to a given classification in order of the seniority of the employees within that classification, provided that the employees still retain seniority pursuant to Article 15.03(e) and (f) at the time of the call-back. 19.10 A laid-off permanent employee who wishes to be considered for recall must ensure that the Employer is made aware of where they can be contacted if the employee is not going to be available during any seventy-two (72) hour period Monday through Friday, at the address and phone number which is on file with the Employer. Notice of recall will be made to the employee by telephone, registered mail or by direct personal contact. Employees will be given seventy-two (72) hours from the time that contact was made or the alternative notice was transmitted by the Employer, in which to acknowledge receipt of the notice and indicate acceptance of the recall. Thereafter, the Employer may offer the recall to another eligible employee. The refusal of an employee to accept recall to such employment will not result in termination of seniority and will not prejudice the employee's right to another recall. 19.11 Permanent employees who have accepted a recall must report on the agreed date unless they are unable to do so for reasonable grounds. 19.12 Benefit coverage for employees under the collective agreement ceases on the last day of the calendar month in which the lay-off occurs. None of the other provisions of this agreement which provide payment for time not actually at work (such as bereavement leave, sick leave, statutory holiday pay, vacations, etc.) apply to employees on lay-off. 19.13 Unless no laid off employee is qualified to perform the work, new employees shall not be hired until those laid off have been given the opportunity of recall.

Job Security, Lay-Off and Recall to Service. 19.01 The Employer shall take all reasonable steps to provide continued employment of a suitable nature to a permanent employee whose position has become redundant as a result of technological change, discontinuance of a function or other action initiated by the Employer. (a) The Employer shall give all reasonable consideration to continued employment with the Employer of permanent employees who would otherwise become redundant because work is contracted out.‌out. (b) The Employer shall consult with the Union concerning its plans to contract out work that would result in the loss of employment for bargaining unit employees. (c) In the event that an employee's position becomes redundant through contracting out and if through the provisions of (a) and (b) hereof a new position cannot be found, the employee so displaced shall receive two (2) months notice or two (2) months pay in lieu of notice at the employee's current rate. If that employee elects to initiate the bumping process contemplated by Article 19.05, the most junior employee who is bumped shall instead be given two (2) months notice or two (2) months pay in lieu of notice at the employee's then current rate. 19.03 In relation to the question of "reasonableness" for the administration of Articles 19.01 and 19.02, the Employer is entitled to include in its considerations the availability of funding, the availability of job vacancies, and the qualifications and abilities of the affected employees. 19.04 When a lay-off of permanent employees is necessary within a given job classification, the employee in the job classification with the least seniority will be the first employee subject to lay-off. (a) A permanent employee subject to lay-off under Article 19.04 or an employee who is bumped under this clause, may apply to displace a more junior remaining employee in the same or lower classification within two (2) working days of the employee's receipt of written notice of lay-off or bumping, providing the employee has the necessary qualifications, skill and ability to do the job and has greater seniority than the employee they wish to bump. (b) An employee may refuse to exercise the foregoing right without prejudicing their seniority rights in Article 15.03(e) and (f). Once the employee has made their choice, the employee cannot later change their mind relative to that lay-off. 19.06 If an employee bumps into a lower wage group, the employee shall be paid at the rate of pay in the lower group not less than the employee's existing rate of pay and not greater than the maximum rate of pay for the lower wage group. 19.07 Where a function is to be discontinued and a permanent employee is to be laid off, the employee shall be given two (2) weeks notice in writing, or two (2) weeks pay at the employee’s regular rate of pay, in lieu of notice; plus an additional one (1) week’s notice, or one (1) week’s pay at the employee’s regular rate of pay, in lieu of notice for each complete year of the employee’s employment over two (2) years, to a maximum of eight (8) weeks. 19.08 Where a permanent employee has been laid off, the employee shall be placed on a lay-off list for the period specified in Article 15.03(e) and (f), and given preference for recall in any job classification for which the employee has the required qualifications, skill and ability. 19.09 The Employer shall recall permanent employees to a given classification in order of the seniority of the employees within that classification, provided that the employees still retain seniority pursuant to Article 15.03(e) and (f) at the time of the call-back. 19.10 A laid-off permanent employee who wishes to be considered for recall must ensure that the Employer is made aware of where they can be contacted if the employee is not going to be available during any seventy-two (72) hour period Monday through Friday, at the address and phone number which is on file with the Employer. Notice of recall will be made to the employee by telephone, registered mail or by direct personal contact. Employees will be given seventy-two (72) hours from the time that contact was made or the alternative notice was transmitted by the Employer, in which to acknowledge receipt of the notice and indicate acceptance of the recall. Thereafter, the Employer may offer the recall to another eligible employee. The refusal of an employee to accept recall to such employment will not result in termination of seniority and will not prejudice the employee's right to another recall. 19.11 Permanent employees who have accepted a recall must report on the agreed date unless they are unable to do so for reasonable grounds. 19.12 Benefit coverage for employees under the collective agreement ceases on the last day of the calendar month in which the lay-off occurs. None of the other provisions of this agreement which provide payment for time not actually at work (such as bereavement leave, sick leave, statutory holiday pay, vacations, etc.) apply to employees on lay-off. 19.13 Unless no laid off employee is qualified to perform the work, new employees shall not be hired until those laid off have been given the opportunity of recall.

Job Security, Lay-Off and Recall to Service. 19.01 The Employer shall take all reasonable steps to provide continued employment of a suitable nature to a permanent employee whose position has become redundant as a result of technological change, discontinuance of a function or other action initiated by the Employer. (a) The Employer shall give all reasonable consideration to continued employment with the Employer of permanent employees who would otherwise become redundant because work is contracted out.‌out. (b) The Employer shall consult with the Union concerning its plans to contract out work that would result in the loss of employment for bargaining unit employees. (c) In the event that an employee's position becomes redundant through contracting out and if through the provisions of (a) and (b) hereof a new position cannot be found, the employee so displaced shall receive two (2) months notice or two (2) months pay in lieu of notice at the employee's current rate. If that employee elects to initiate the bumping process contemplated by Article 19.05, the most junior employee who is bumped shall instead be given two (2) months notice or two (2) months pay in lieu of notice at the employee's then current rate. 19.03 In relation to the question of "reasonableness" for the administration of Articles Articles 19.01 and 19.02, the Employer is entitled to include in its considerations the availability of funding, the availability of job vacancies, and the qualifications and abilities of the affected employees. 19.04 When a lay-off of permanent employees is necessary within a given job classification, the employee in the job classification with the least seniority will be the first employee subject to lay-off. (a) A permanent employee subject to lay-off under Article 19.04 or an employee who is bumped under this clause, may apply to displace a more junior remaining employee in the same or lower classification within two (2) working days of the employee's receipt of written notice of lay-off or bumping, providing the employee has the necessary qualifications, skill and ability to do the job and has greater seniority than the employee they wish to bump. (b) An employee may refuse to exercise the foregoing right without prejudicing their seniority rights in Article 15.03(e) and (f). Once the employee has made their choice, the employee cannot later change their mind relative to that lay-lay- off. 19.06 If an employee bumps into a lower wage group, the employee shall be paid at the rate of pay in the lower group not less than the employee's existing rate of pay and not greater than the maximum rate of pay for the lower wage group. 19.07 Where a function is to be discontinued and a permanent employee is to be laid off, the employee shall be given two (2) weeks notice in writing, or two (2) weeks pay at the employee’s regular rate of pay, in lieu of notice; plus an additional one (1) week’s notice, or one (1) week’s pay at the employee’s regular rate of pay, in lieu of notice for each complete year of the employee’s employment over two (2) years, to a maximum of eight (8) weeks. 19.08 Where a permanent employee has been laid off, the employee shall be placed on a lay-off list for the period specified in Article 15.03(e) and (f), and given preference for recall in any job classification for which the employee has the required qualifications, skill and ability. 19.09 The Employer shall recall permanent employees to a given classification in order of the seniority of the employees within that classification, provided that the employees still retain seniority pursuant to Article 15.03(e) and (f) at the time of the call-back. 19.10 A laid-off permanent employee who wishes to be considered for recall must ensure that the Employer is made aware of where they can be contacted if the employee is not going to be available during any seventy-two (72) hour period Monday through Friday, at the address and phone number which is on file with the Employer. Notice of recall will be made to the employee by telephone, registered mail or by direct personal contact. Employees will be given seventy-two (72) hours from the time that contact was made or the alternative notice was transmitted by the Employer, in which to acknowledge receipt of the notice and indicate acceptance of the recall. Thereafter, the Employer may offer the recall to another eligible employee. The refusal of an employee to accept recall to such employment will not result in termination of seniority and will not prejudice the employee's right to another recall. 19.11 Permanent employees who have accepted a recall must report on the agreed date unless they are unable to do so for reasonable grounds. 19.12 Benefit coverage for employees under the collective agreement ceases on the last day of the calendar month in which the lay-off occurs. None of the other provisions of this agreement which provide payment for time not actually at work (such as bereavement leave, sick leave, statutory holiday pay, vacations, etc.) apply to employees on lay-off. 19.13 Unless no laid off employee is qualified to perform the work, new employees shall not be hired until those laid off have been given the opportunity of recall.

Job Security, Lay-Off and Recall to Service. 19.01 The Employer shall take all reasonable steps to provide continued employment of a suitable nature to a permanent employee whose position has become redundant as a result of technological change, discontinuance of a function or other action initiated by the Employer. (a1) The Employer shall give all reasonable consideration to continued employment with the Employer of permanent employees who would otherwise become redundant because work is contracted out.‌out. (b2) The Employer shall consult with the Union concerning its plans to contract out work that would result in the loss of employment for bargaining unit employees. (c3) In the event that an employee's position becomes redundant through h contracting out and if through the provisions of (a) and (b) hereof a new position cannot be found, the employee so displaced shall receive two (2) months notice or two (2) months pay in lieu of notice at the employee's current rate. If that employee elects to initiate the bumping process contemplated by Article 19.05hereof, the most junior employee who is bumped shall instead be given two (2) months notice or two (2) months pay in lieu of notice at the employee's then current rate. 19.03 . In relation to the question of "reasonableness" for the administration of Articles 19.01 and 19.02, the Employer is entitled to include in its considerations the availability of funding, the availability of job vacancies, and the qualifications and abilities of the affected employees. 19.04 . When a lay-off of permanent employees is necessary within a given job classification, the employee in the job classification with the least seniority will be the first employee subject to lay-off. (a) A permanent employee subject to lay-off under Article 19.04 or an employee who is bumped under this clause, may apply to displace a more junior remaining employee in the same or lower classification within two (2) working days of the employee's receipt of written notice of lay-off or bumping, providing the employee has the necessary qualifications, skill and ability to do the job and has greater seniority than the . employee they wish to bump. (b) . An employee may refuse to exercise the foregoing right without prejudicing their seniority rights in Article 15.03(e(e) and (f). an Once the employee has made their choice, the employee cannot later change their mind relative to that lay-off. 19.06 . If an employee bumps into a lower wage group, the employee shall be paid at the rate of pay in the lower group not less than the employee's existing rate of pay and not greater than the t e maximum rate of pay for the lower wage group. 19.07 . Where a function is to be discontinued and a permanent employee is to be laid off, the employee shall be given as much advance notice as possible, but, in any event, not less than two (2) weeks weeks' notice in writing, or two (2) weeks pay at the employee’s regular rate of pay, in lieu of notice; plus an additional one (1) week’s notice, or one (1) week’s pay at the employee’s regular rate of pay, in lieu of notice for each complete year of the employee’s employment over two (2) years, to a maximum of eight (8) weeks. 19.08 Where a permanent employee has been laid off, the employee shall be placed on a lay-off list for the period specified in Article 15.03(e) and (f), and given preference for recall in any job classification for which the employee has . the required qualifications, skill s i I and ability. 19.09 . The Employer shall recall permanent employees to a given classification in order of the seniority of the employees within that classification, provided that the employees still retain seniority pursuant to Article 15.03(e) and (fe) at the time of the call-back. 19.10 . A laid-off permanent employee who wishes to be considered for recall must ensure that the Employer is made aware of where they can be contacted if the employee is not going to be available during any seventy-two (72) hour period Monday through Friday, at the address and phone number which is on file with the Employer. Notice of recall will be made to the employee by telephone, registered mail or by b direct personal contact. Employees will be given seventy-two ('72) hours from the time that contact was made or the alternative notice was transmitted by the Employer, in which to acknowledge receipt of the notice and indicate acceptance of the recall. Thereafter, the Employer may offer the recall to another eligible employee. The refusal of an employee to accept recall to such employment will not result in termination of seniority and will not prejudice the employee's right to another recall. 19.11 . Permanent employees who have accepted a recall must report on the agreed date unless they are unable to do so for reasonable grounds. 19.12 Benefit coverage for employees under the collective agreement ceases on the last day of the calendar month in which the lay-off occurs. None of the other provisions of this agreement which provide payment for time not actually at work (such as bereavement leave, sick leave, statutory holiday pay, vacations, etc.) apply to employees on lay-off. 19.13 Unless no laid off employee is qualified to perform the work, new employees shall not be hired until those laid off have been given the opportunity of recall.