Joint Advisory Committee (Layoff Responsibilities Clause Samples
The Joint Advisory Committee (Layoff Responsibilities) clause establishes a collaborative body composed of representatives from both management and employees to oversee and advise on matters related to layoffs. This committee typically reviews proposed layoff plans, discusses criteria for selecting affected employees, and may provide recommendations to ensure fairness and transparency in the layoff process. By involving both parties in the decision-making process, the clause helps to promote mutual understanding, reduce disputes, and ensure that layoff procedures are conducted in a consistent and equitable manner.
Joint Advisory Committee (Layoff Responsibilities. This Committee shall be constituted to provide for continuing consultation and cooperation between the parties with respect to the relocation, training and placement of team members who have three or more years of seniority and who are subject to layoff.
(1) The Union and the Company representatives on the Committee shall have the authority to waive by mutual agreement any portion of Article 13 where it is considered by them to be fair and equitable, provided such waiver is also with agreement of the team member who is seeking placement via the Joint Committee. The Company will make available to the Committee a quarterly list of vacant positions by geographic location and a list of the team members issued notices, laid off, retired, received severance pay, or placed pursuant to Article 13, by classification and geographic location.
(2) The Joint Committee shall establish a schedule of comparable classifications.
(3) The Chairperson of the Committee shall, at the request of either party, sit as a mediator over all disputes pertaining to the application or interpretation of Article 13.
(4) The Company agrees to supply the Joint Committee with as much notice as possible of expected team members to be designated for layoff.
(5) For the purposes of this article, and where the Committee considers it appropriate, the following definition of comparable may be used to effect a placement:
(i) comparable" includes a job with a salary range of minus 15% or plus 10% of the team member's original classification.
(ii) When this definition is used, a team member will not utilize the displacement/bumping options to obtain a promotion.