Common use of Joint Lay-off Committee Clause in Contracts

Joint Lay-off Committee. Within one (1) week of the above-mentioned notice, a Committee of at least four (4) individuals will be formed consisting of an equal number of Company and SPEA representatives. The Committee will be provided with a list of names of employees whom the Company intends to lay-off and the list of “protects”. The above lists will include relevant information such as L grade, discipline, and seniority. The Committee will also be provided with a list of non-employees (including contract personnel). The Company and SPEA will provide to the Committee, any additional relevant information requested by the Committee (or SPEA members thereof) in order to facilitate the Committee’s efforts. SPEA may supply the Committee with information in the best interest of the employee. The Committee will discuss and consider the feasibility of alternatives to lay- off (e.g. work-sharing) and will present its potential alternatives to the Company as soon as practicable. The Committee will assess the Company’s lay-off list in light of the principles set out in this Article and will make recommendations to the Company in this regard. The Committee will attempt, in good faith, to arrive at mutual conclusions within ten (10) working days from the date of notice of lay-off on issues raised during Committee proceedings. The Parties with mutual agreement may extend the deliberations of the Committee beyond its ten (10) working day mandate. In the event that the Committee cannot arrive at mutual conclusions on issues raised, SPEA Committee members may present proposals independent of the Company Committee members. Committee discussions and the proposals/recommendations made by the Committee (or the separate proposals/recommendations of SPEA/Company members thereof) will not be binding and will be without prejudice to either the Company or SPEA for any purpose whatsoever. The Company may amend the protect list during this period, including in response to receipt of applications pursuant to the Voluntary Termination Programme or Volunteering for Substitution Lay-off Programme.

Joint Lay-off Committee. Within one (1) week of the above-mentioned notice, a Committee of at least four (4) individuals will be formed consisting of an equal number of Company and SPEA representatives. The Committee will be provided with a list of names of employees whom the Company intends to lay-off and the list of “protects”off. The above lists will include relevant information such as L salary grade, disciplinefunctional departments, and seniority. The Committee will also be provided with a list of non-employees (including contract personnel). The Company and SPEA will provide to the Committee, any additional relevant information requested by the Committee (or SPEA members thereof) in order to facilitate the facilitatethe Committee’s efforts. SPEA may supply the Committee with information in the inthe best interest of the employee. The Committee will discuss and consider the feasibility of alternatives to lay- lay-off (e.g. work-work- sharing) and will present its potential alternatives to the Company as soon as practicable. The Committee will assess the Company’s lay-off list in light of the principles set out in this Article and will make recommendations to the Company in this regardthisregard. The Committee will attempt, attempt in good faith, faith to arrive at mutual conclusions within ten (10) working days from the date of notice of lay-off on issues raised during Committee proceedings. The Parties with mutual agreement may extend the deliberations of the Committee beyond its ten (10) working day mandate. In the event that the Committee cannot arrive at mutual conclusions on issues raised, SPEA Committee members may present proposals independent of the Company Committee members. Committee discussions and the proposals/recommendations made by the Committee (or the separate proposals/recommendations of SPEA/Company members Companymembers thereof) will not be binding and will be without prejudice to either the Company or SPEA for any purpose whatsoever. The Company may amend the protect list during this period, including in response to receipt of applications pursuant to the Voluntary Termination Programme or Volunteering for Substitution Lay-off Programme.

Joint Lay-off Committee. Within one (1) week of the above-mentioned notice, a Committee of at least four (4) individuals will be formed consisting of an equal number of Company and SPEA representatives. The Committee will be provided with a list of names of employees whom the Company intends to lay-off and the list of “protects”. The above lists will include relevant information such as L PG grade, disciplineskill categories, and seniority. The Committee will also be provided with a list of non-employees (including contract personnel). The Company and SPEA will provide to the Committee, any additional relevant information requested by the Committee (or SPEA members thereof) in order to facilitate the Committee’s efforts. SPEA may supply the Committee with information in the best interest of the employee. The Committee will discuss and consider the feasibility of alternatives to lay- off (e.g. work-sharing) and will present its potential alternatives to the Company as soon as practicable. The Committee will assess the Company’s lay-off list in light of the principles set out in this Article and will make recommendations to the Company in this regard. The Committee will attempt, attempt in good faith, faith to arrive at mutual conclusions within ten (10) working days from the date of notice of lay-off on issues raised during Committee proceedings. The Parties with mutual agreement may extend the deliberations of the Committee beyond its ten (10) working day mandate. In the event that the Committee cannot arrive at mutual conclusions on issues raised, SPEA Committee members may present proposals independent of the Company Committee members. Committee discussions and the proposals/recommendations made by the Committee (or the separate proposals/recommendations of SPEA/Company members thereof) will not be binding and will be without prejudice to either the Company or SPEA for any purpose whatsoever. The Company may amend the protect list during this period, including in response to receipt of applications pursuant to the Voluntary Termination Programme or Volunteering for Substitution Lay-off Programme.

Joint Lay-off Committee. Within one (1) week of the above-mentioned notice, a Committee of at least four (4) individuals will be formed consisting of an equal number of Company and SPEA Society representatives. The Committee will be provided with a list of names of employees whom the Company Employer intends to lay-off and layoff, the list of “protects”. , list of employee’s on “extended tasks” including the duration of the “extended task”, as well as the Company’s list of protected “new graduates.” The above lists will include relevant information such as L PG grade, disciplineskill categories, and seniority. The Committee will also be provided with a list of non-employees (including contract personnel). The Company and SPEA the Society will provide to the Committee, any additional relevant information requested by the Committee (or SPEA the Society members thereof) in order to facilitate the Committee’s efforts. SPEA The Society may supply the Committee with information in the best interest of the employee. The Committee will discuss and consider the feasibility of alternatives to lay- off layoff (e.g. work-sharingworksharing) and will present its potential alternatives to the Company as soon as practicable. The Committee may meet with employees, including those whom the Company has designated for layoff, in order to assist the Committee in determining whether bumping rights ought to apply and whether and what sort of training might be appropriate. The Committee will assess the Company’s lay-off layoff list in light of the principles set out in this Article and will make recommendations to the Company in this regard. The Committee will attempt, attempt in good faith, faith to arrive at mutual conclusions within ten (10) working days from the date of notice of lay-off layoff on issues raised during Committee proceedings. The Parties parties with mutual agreement may extend the deliberations of the Committee beyond its ten (10) working day mandate. In the event that the Committee cannot arrive at mutual conclusions on issues raised, SPEA Society Committee members may present proposals independent of the Company Committee members. Committee discussions and the proposals/recommendations made by the Committee (or the separate proposals/recommendations of SPEASociety/Company members thereof) will not be binding and will be without prejudice to either the Company or SPEA the Society for any purpose whatsoever. The Company may amend the protect list during this period, including in response to receipt of applications pursuant to the Voluntary Termination Programme or Volunteering for Substitution Lay-off Programme.