Joint Discussion. Following notification of the proposed change to the Union, the Parties shall meet to deliberate upon the impact of the technological change including:
(a) Identifying positions, classifications, and employees who may be displaced, downgraded, laid off or terminated.
(b) The manner and date the changes will be implemented.
(c) The possible application of a labour adjustment plan as set out in Section 54 of the Labour Relations Code
Joint Discussion. The Employer and the Union recognize the value of joint discussions when a layoff may occur. Once the Employer has identified the possibility of a layoff, the Employer will notify the Union. Representatives of the Employer and the Union shall meet to discuss alternatives to layoff, which may include the assignment of hours worked by casual, vacant positions, reduced FTEs, voluntary layoff or changes to schedules. During this meeting the Employer will provide:
(i) Bi-weekly reductions of hours per position (where applicable)
(ii) Revised blank schedules of affected positions (where applicable)
(iii) Updated seniority list In the event that after these discussions there is no alternative to layoff, the following process shall apply.
