Labour Adjustment Strategies. Workplace Organization
(a) Job sharing.
(b) Reduced hours of work through partial leaves.
(c) Transfers to other areas within the bargaining unit subject to available work and to meeting qualifications, with minimal training required where such training can be scheduled within the employee’s professional development and other non-instructional time.
(d) Unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.
(e) Workload averaging that does not incur a net increase in compensation cost.
(f) Combined pension earnings and reduced workload to equal one hundred percent (100%) of regular salary subject to compliance with the regulations of the College Pension Plan.
(g) Agreed secondment.
(h) Combinations and variations of the above or other workplace organization alternatives.
Labour Adjustment Strategies. Employee Transition
(a) Paid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.
(b) Severance with up to twelve (12) months’ severance payment for an employee other than the employee(s) identified for layoff. Such severance shall be calculated by applying the local agreement severance provisions to the employee who is being offered severance. If the employee elects to take severance pay under this Article, he or she thereby waives all other rights, claims, or entitlements, and xxxxxx his or her relationship with the institution.
(c) Workload averaging that does incur a net increase in compensation
(d) Purchasing past pensionable service. If permissible the employer will match a minimum of three (3) years’ contributions to the College Pension Plan where an employee opts for early retirement.
(e) Early retirement incentives pursuant to local collective agreements.
(f) Retraining.
(g) Continuation of health and welfare benefits.
(h) Combination and variations of the above or other employee transition alternatives.
Labour Adjustment Strategies. Employee Transition
(a) Paid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.
(b) Severance with up to twelve (12) months’ severance payment for an employee other than the employee(s) identified for layoff. Such severance shall be calculated by applying the local agreement severance provisions to the employee who is being offered severance. If the employee elects to take severance pay under this Article, they thereby waive all other rights, claims, or entitlements, and xxxxxx their relationship with the institution.
(c) Workload averaging that does incur a net increase in compensation
(d) Purchasing past pensionable service. If permissible the employer will match a minimum of three (3) years’ contributions to the College Pension Plan where an employee opts for early retirement.
(e) Early retirement incentives pursuant to local collective agreements.
(f) Retraining.
(g) Continuation of health and welfare benefits.
(h) Combination and variations of the above or other employee transition alternatives.
Labour Adjustment Strategies. Employee Transition Subject to the institution’s operational considerations, including the availability of funding, the following menu of employee transition labour adjustment strategies will be offered by institutions to minimize layoffs and at the appropriate time in the employee reduction process set out in the local provisions:
(a) Paid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.
(b) Severance with up to twelve (12) months’ severance payment for an employee other than the employee(s) identified for layoff. Such severance shall be calculated by applying the local agreement severance provisions to the employee who is being offered severance. If the employee elects to take severance pay under this Article, they thereby waives all other rights, claims, or entitlements, and xxxxxx their relationship with the institution.
(c) Workload averaging that does incur a net increase in compensation
(d) Purchasing past pensionable service. If permissible the Employer will match a minimum of three (3) years’ contributions to the College Pension Plan where an employee opts for early retirement.
(e) Early retirement incentives pursuant to local collective agreements.
(f) Retraining.
(g) Continuation of health and welfare benefits.
(h) Combination and variations of the above or other employee transition alternatives.
Labour Adjustment Strategies. Workplace Organization Subject to the institution’s operational considerations, excluding the availability of funding, the following menu of work place organization labour adjustment strategies will be offered by institutions to minimize layoffs and at the appropriate time in the employee reduction process set out in the local provisions:
(a) Job sharing.
(b) Reduced hours of work through partial leaves.
(c) Transfers to other areas within the bargaining unit subject to available work and to meeting qualifications, with minimal training required where such training can be scheduled within the employee’s professional development and other non-instructional time.
(d) Unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.
(e) Workload averaging that does not incur a net increase in compensation cost.
(f) Combined pension earnings and reduced workload to equal 100% of regular salary subject to compliance with the regulations of the College Pension Plan.
Labour Adjustment Strategies. Workplace Organization
Labour Adjustment Strategies. The reference to “early retirement” under “purchase of past pensionable service” shall be read in the context of the Pension Plan requirements regarding the eligible age to receive a superannuation allowance - see Article Clause 12.10
