Labour Force Adjustment Sample Clauses
A Labour Force Adjustment clause outlines the procedures and rights related to modifying the workforce in response to operational changes, such as restructuring, downsizing, or technological advancements. Typically, this clause details the process for redeployment, retraining, or redundancy, and may specify notice periods, severance arrangements, or consultation requirements with affected employees or unions. Its core practical function is to provide a clear and fair framework for managing workforce changes, thereby minimizing disputes and ensuring compliance with employment laws.
Labour Force Adjustment. It is agreed that the Employer will make every reasonable attempt to minimize the impact of funding shortfalls and reductions on the workforce. 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 force adjustment strategies as approved by the Employer. It is incumbent upon the Employer to communicate effectively with employees and the Union as soon as the impact of any funding reduction or shortfall or profile change has been assessed. If a workforce reduction is necessary, the Joint Labour/Management Committee will canvass employees in a targeted area or other areas over a 14 day period, or such longer time as the Committee agrees, to find volunteer solutions that provide as many viable options as possible and minimize potential layoffs.
Labour Force Adjustment. (a) It is agreed that the College 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 force adjustment strategies as approved by the College.
(c) It is incumbent upon the College to communicate effectively with employees and the Union as soon as the impact of any funding reduction or shortfall or profile change has been assessed.
(d) If a workforce reduction is necessary, the Joint Labour/Management Committee will canvass employees, starting with those directly affected, and then proceeding if necessary to other areas over a fourteen (14) day period, or such longer time as the Committee agrees, to find volunteer solutions that provide as many viable options as possible and minimize potential layoffs.
(e) The College and the Union agree that the pre-layoff canvass may be carried out through verbal or written communication, whichever is agreed to by the Committee.
Labour Force Adjustment. LAYOFF AND RECALL 20 14.1 Labour Force Adjustment 20 15.1 ................................................................................................................................................ 24 15.2 Standard Work Day 24 15.3 Meal Periods 25 15.4 Scheduling of Hours 25 15.5 Clean-up Time 25 15.6 Reporting Stations and Reporting to Work 25 15.7 Rest Periods 26 15.8 Changes in Hours of Work - Work Schedules 26 16.1 Definition of Shifts 26 16.2 Shift Premiums 26 16.3 Notice of Shift Schedules 27 16.4 Rotation and Scheduling 28 16.5 Exchange of Shifts 28 16.6 Short Change Over 28 16.7 Split Shifts 28 17.1 Definitions 28 17.2 Overtime Entitlement 28 17.3 Recording of Overtime 29 17.4 Sharing of Overtime 29 17.5 Overtime Compensation 29 17.6 Overtime Meal Allowance 30
Labour Force Adjustment and 12.3 Pre- Layoff Canvas shall be deleted from the local collective agreement.
Labour Force Adjustment. (a) It is agreed that the College 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 force adjustment strategies as approved by the College.
(c) It is incumbent upon the College to communicate effectively with employees and the Union as soon as the impact of any funding reduction or shortfall or profile change has been assessed.
(d) If a workforce reduction is necessary, the Joint Labour/Management Committee will canvas employees, starting with those directly affected, and then proceeding if necessary to other areas over a fourteen (14) day period, or such longer time as the Committee agrees, to find volunteer solutions that provide as many viable options as possible and minimize potential layoffs.
Labour Force Adjustment. To minimize layoffs the following options shall be considered by the Employer:
(a) job sharing;
(b) transfer to vacant position;
(c) reduced hours of work;
(d) voluntary severance;
(e) early retirement incentives per Article 12.7;
(f) continuation of MSP, Extended Health and Dental benefits for three (3) months, if option (d) or (e) are chosen;
(g) any other relevant options. The Employer shall copy the Union on any correspondence to an employee or from an employee with regards to the above options. Any compensation provided under Article 12.2 and 12.6 will not exceed the cost that would be incurred through layoff under the collective agreement.