Labour Adjustment. (a) The Employer will make every reasonable attempt to minimize the impact of funding shortfalls and reductions on the workforce.
(b) Subject to budgetary constraints and the amount of funding available for labour adjustment costs, fairness, flexibility and Employee choice will prevail in the implementation of labour adjustment strategies as approved by the Institute.
(c) If a workforce reduction is necessary, representatives of the Employer and the Union will canvass Employees in the area identified for reduction over a five (5) work day period, or a longer period agreed to by the parties, to find volunteer solutions that provide as many viable options as possible to minimize potential layoffs.
(d) Menu of Labour Adjustment Strategies To minimize layoffs, the following menu of labour force adjustment strategies will be considered, and, whenever possible, offered to Employees: • Job Sharing • Reduced hours of work through partial leaves • Transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required • Paid and unpaid leaves of absence • Voluntary severance • Purchasing past pensionable service. If permissible, the Employer will match a minimum of three years’ contributions to the appropriate pension plan where an Employee opts for early retirement • Early retirement incentives • Secondment • Retraining • Trial retirement • Continuation of health and welfare benefits • Combinations and variations of the above or other alternatives
(e) While various options may be considered and offered, there will be no stacking of benefits.
(f) Once strategies other than layoff have been explored, the Employer may proceed, if need be, with the pre-layoff canvass.
Labour Adjustment. (a) The Employer will make every reasonable attempt to minimize the impact of funding shortfalls and reductions on the workforce.
(b) Subject to budgetary constraints and the amount of funding available for labour adjustment costs, fairness, flexibility and Employee choice will prevail in the implementation of labour adjustment strategies as approved by the Institute.
(c) If a workforce reduction is necessary, representatives of the Employer and the Union will canvass Employees in the area identified for reduction over a five (5) work day period, or a longer period agreed to by the parties, to find volunteer solutions that provide as many viable options as possible to minimize potential layoffs.
(d) Menu of Labour Adjustment Strategies To minimize layoffs, the following menu of labour force adjustment strategies will be considered, and, whenever possible, offered to Employees: • Job Sharing • Reduced hours of work through partial leaves • Transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required • Paid and unpaid leaves of absence • Voluntary severance • Purchasing past pensionable service. If permissible, the Employer will match a minimum of three
Labour Adjustment. The Employer agrees to provide funding for the assistance of employees experiencing labour adjustment. $200.00 per employee will be set-aside for this purpose. The Company and the Union will meet within thirty (30) days of the effective date of this agreement, to discuss how the funds shall be allocated. Failing an agreement on the use of the monies within a further thirty days, the Company will select and apply the monies to a third party counseling service, who will assist affected employees with labour adjustment.
Labour Adjustment. (a) The Employer will make every reasonable attempt to minimize the impact of funding shortfalls and reductions on the workforce.
(b) Subject to budgetary constraints and the amount of funding available for labour adjustment costs, fairness, flexibility and Employee choice will prevail in the implementation of labour adjustment strategies as approved by the Institute.
(c) If a workforce reduction is necessary, representatives of the Employer and the Union will canvass Employees in the area identified for reduction over a five (5) work day period, or a longer period agreed to by the parties, to find volunteer solutions that provide as many viable options as possible to minimize potential layoffs.
(d) Menu of Labour Adjustment Strategies To minimize layoffs, the following menu of labour force adjustment strategies will be considered, and, whenever possible, offered to Employees:
(e) While various options may be considered and offered, there will be no stacking of benefits.
(f) Once strategies other than layoff have been explored, the Employer may proceed, if need be, with the pre-layoff canvass.
Labour Adjustment. Nothing in the Memorandum of Understanding detracts from or compromises either parties’ rights under the 14th 16th Nurses Master and Component Agreements or relevant legislation. MOU #14A – Labour Adjustment (UPN) – See ancilliary document dated March 8, 2017. MOU #14B – Labour Adjustment (BCNU) See ancilliary document dated March 8, 2017.
Labour Adjustment. The Company agrees to participate in the formation of a Labour-Management Adjustment Committee that will seek financial assistance from the Industrial Adjustment Service (Federal Government) and the office of Labour Adjustment (Ontario Government).
Labour Adjustment. To assist employees being indefinitely displaced from their employment and to help with their re-employment, re-training and other adjustment needs: Each worker who is to be laid off will receive a one (1) hour pre-layoff individual needs assessment and counseling session conducted on paid release time. Arrangements and fees for the professional counselors will be handled by the Ministry of Training Adjustment Advisory Program, assuming that the Ministry is agreeable. The Employer will provide eight (8) hours paid time for all employees to attend pre-layoff classes on adjustment issues (EI and benefits, job market information, training and educational opportunities, etc.). For the Union For the Agency Date
Labour Adjustment. The parties hereby agree to subscribe to the principles to Section 54 of the Labour Relations Code. 23.1
Labour Adjustment
