LAY-OFF AND RE-EMPLOYMENT. When the necessity arises to make a reduction in working strength, employees shall be laid off and shall possess re-employment rights pursuant to the following provisions: 1. Regular employees shall be given as much advance notice of lay-off as possible. 2. Employees with the least classification seniority in the class where the lay-offs are occurring will be laid-off first. 3. SHORT-TERM LAY-OFF a) A short-term lay-off is defined as a temporary reduction in work expected to last less than six (6) months. The employee(s) shall be given a Notice of Temporary Lay-off. b) Short-term lay-off within a classification shall be conducted in the inverse order of seniority with the junior most employee(s) being laid-off first on a location basis. c) Laid-off employees shall be entitled to bump the junior employee in a lower classification at that location, provided they have greater seniority and subject to qualifications and ability. d) Employees shall be required to give written notice of their intention to bump not later than forty-eight (48) hours following receipt of notice of lay-off. e) Employees shall be recalled on a classification basis in the inverse order of lay- off. Employees on short-term lay-off shall be recalled to their original location only. f) An employee whose lay-off extends past six (6) months, shall automatically gain all rights provided for under the long-term lay-off provision.
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Agreement
LAY-OFF AND RE-EMPLOYMENT. When the necessity arises to make a reduction in working strength, employees shall be laid off and shall possess re-employment rights pursuant to the following provisions:
1. Regular employees shall be given as much advance notice of lay-off as possible.
2. Employees with the least classification seniority in the class where the lay-offs are occurring will be laid-off first.
3. SHORT-TERM LAY-OFF
a) A short-term lay-off is defined as a temporary reduction in work expected to last less than six (6) months. The employee(s) shall be given a Notice of Temporary Lay-off.
b) Short-term lay-off within a classification shall be conducted in the inverse order of seniority with the junior most employee(s) being laid-off first on a location basis.
c) Laid-off employees shall be entitled to bump the junior employee in a lower classification at that location, provided they have greater seniority and subject to qualifications and ability.
d) Employees shall be required to give written notice of their intention to bump not later than forty-eight (48) hours following receipt of notice of lay-off.
e) Employees shall be recalled on a classification basis in the inverse order of lay- lay-off. Employees on short-term lay-off shall be recalled to their original location only.
f) An employee whose lay-off extends past six (6) months, shall automatically gain all rights provided for under the long-term lay-off provision.
4. LONG-TERM LAY-OFF
a) A long-term lay-off is defined as a lay-off expected to last six (6) months or more (e.g. permanent closure, position elimination, etc.).
b) Employees shall be entitled to notice of lay-off as provided in the Saskatchewan Labour Standards Act legislation.
c) An employee who has received notice of long-term lay-off shall be entitled to the following:
i. To apply for posted vacancies in accordance with Article 12 - Seniority.
ii. To be advised of all impending vacancies in the bargaining unit.
iii. To go on lay-off with recall rights for twelve (12) months from the date of initial lay-off (either short-term or long-term).
iv. To accept a demotion to an entry-level vacancy, subject to qualifications and ability, in the location in which he/she is employed.
v. To bump the junior-most person in a lower classification, subject to qualifications and ability, at that location.
vi. To bump the junior-most person in a lower classification, subject to qualifications and ability, in the bargaining unit. Where a housing move is necessary, a moving allowance of a maximum of one thousand dollars ($1,000) (with receipt) will be provided.
vii. To sever his/her employment and be paid severance at a rate of two (2) weeks per year of service (pro-rated for partial years) to a maximum of twenty-six (26) weeks’ payout. On long-term lay-offs, severance pay would include notice of lay-offs as provided in Saskatchewan Labour Standards Act. Where a short-term lay-off becomes a long-term lay-off, severance would not include notice given under the short-term lay-off.
d) An employee who accepts a demotion as a result of exercising rights in i), iv), v), and vi) in c) above shall have their pay adjusted according to the demotion formula outlined in Schedule A, Item 5(e).
e) Employees shall be required to give written notice of their intentions to bump not later than seven (7) calendar days following the notice of long- term lay-off.
f) Once an employee has notified the Company of his/her intention to take lay-off (i.e. option C (iii) above), he/she can no longer access the bumping options.
g) Call back under option C (iii) above shall be on a classification basis in the inverse order of lay-off.
5. Employees who are laid off shall have the right to defer receipt of vacation pay until a time subsequent to recall to work. This does not imply they have a right to take vacation time after they return to work.
Appears in 1 contract
Samples: Collective Agreement
LAY-OFF AND RE-EMPLOYMENT. When the necessity arises to make a reduction in working strength, employees shall be laid off and shall possess re-employment rights pursuant to the following provisions:
1. Regular employees shall be given as much advance notice of lay-off as possible.
2. Employees with the least classification seniority in the class where the lay-offs are occurring will be laid-off first.
3. SHORT-TERM LAY-OFF
a) A short-term lay-off is defined as a temporary reduction in work expected to last less than six (6) months. The employee(s) shall be given a Notice of Temporary Lay-off.
b) Short-term lay-off within a classification shall be conducted in the inverse order of seniority with the junior most employee(s) being laid-off first on a location basis.
c) Laid-off employees shall be entitled to bump the junior employee in a lower classification at that location, provided they have greater seniority and subject to qualifications and ability.
d) Employees shall be required to give written notice of their intention to bump not later than forty-eight (48) hours following receipt of notice of lay-off.
e) Employees shall be recalled on a classification basis in the inverse order of lay- lay-off. Employees on short-term lay-off shall be recalled to their original location only.
f) An employee whose lay-off extends past six (6) months, shall automatically gain all rights provided for under the long-term lay-off provision.
4. LONG-TERM LAY-OFF
a) A long-term lay-off is defined as a lay-off expected to last six (6) months or more (e.g. permanent closure, position elimination, etc.).
b) Employees shall be entitled to notice of lay-off as provided in the Saskatchewan Employment Act.
c) An employee who has received notice of long-term lay-off shall be entitled to the following:
i. To apply for posted vacancies in accordance with Article 12 - Seniority.
ii. To be advised of all impending vacancies in the bargaining unit.
iii. To go on lay-off with recall rights for twelve (12) months from the date of initial lay-off (either short-term or long-term).
iv. To accept a demotion to an entry-level vacancy, subject to qualifications and ability, in the location in which he/she is employed.
v. To bump the junior-most person in a lower classification, subject to qualifications and ability, at that location.
vi. To bump the junior-most person in a lower classification, subject to qualifications and ability, in the bargaining unit. Where a housing move is necessary, a moving allowance of a maximum of one thousand dollars ($1,000) (with receipt) will be provided.
vii. To sever his/her employment and be paid severance at a rate of two (2) weeks per year of service (pro-rated for partial years) to a maximum of twenty-six (26) weeks’ payout. On long-term lay-offs, severance pay would include notice of lay-offs as provided in the Saskatchewan Employment Act. Where a short-term lay-off becomes a long-term lay- off, severance would not include notice given under the short-term lay- off.
d) An employee who accepts a demotion as a result of exercising rights in i), iv), v), and vi) in c) above shall have their pay adjusted according to the demotion formula outlined in Schedule A, Item 5(e).
e) Employees shall be required to give written notice of their intentions to bump not later than seven (7) calendar days following the notice of long- term lay-off.
f) Once an employee has notified the Company of his/her intention to take lay-off (i.e. option C (iii) above), he/she can no longer access the bumping options.
g) Call back under option C (iii) above shall be on a classification basis in the inverse order of lay-off.
5. Employees who are laid off shall have the right to defer receipt of vacation pay until a time subsequent to recall to work. This does not imply they have a right to take vacation time after they return to work.
Appears in 1 contract
Samples: Collective Agreement
LAY-OFF AND RE-EMPLOYMENT. When the necessity arises to make a reduction in working strength, employees shall be laid off and shall possess re-employment rights pursuant to the following provisions:
1. Regular employees shall be given as much advance notice of lay-off as possible.
2. Employees with the least classification seniority in the class where the lay-offs are occurring will be laid-off first.
3. SHORT-TERM LAY-OFF
a) A short-term lay-off is defined as a temporary reduction in work expected to last less than six (6) months. The employee(s) shall be given a Notice of Temporary Lay-off.
b) Short-term lay-off within a classification shall be conducted in the inverse order of seniority with the junior most employee(s) being laid-off first on a location basis.
c) Laid-off employees shall be entitled to bump the junior employee in a lower classification at that location, provided they have greater seniority and subject to qualifications and ability.
d) Employees shall be required to give written notice of their intention to bump not later than forty-eight (48) hours following receipt of notice of lay-off.
e) Employees shall be recalled on a classification basis in the inverse order of lay- lay-off. Employees on short-term lay-off shall be recalled to their original location only.
f) An employee whose lay-off extends past six (6) months, shall automatically gain all rights provided for under the long-term lay-off provision.
Appears in 1 contract
Samples: Collective Agreement
LAY-OFF AND RE-EMPLOYMENT. When the necessity arises to make a reduction in working strength, employees shall be laid off and shall possess re-employment rights pursuant to the following provisions:
1. Regular employees shall be given as much advance notice of lay-off as possible.
2. Employees with the least classification seniority in the class where the lay-offs are occurring will be laid-off first.
3. SHORT-TERM LAY-OFF
a) A short-term lay-off is defined as a temporary reduction in work expected to last less than six (6) months. The employee(s) shall be given a Notice of Temporary Lay-off.
b) Short-term lay-off within a classification shall be conducted in the inverse order of seniority with the junior most employee(s) being laid-off first on a location basis.
c) Laid-off employees shall be entitled to bump the junior employee in a lower classification at that location, provided they have greater seniority and subject to qualifications and ability.
d) Employees shall be required to give written notice of their intention to bump not later than forty-eight (48) hours following receipt of notice of lay-off.
e) Employees shall be recalled on a classification basis in the inverse order of lay- lay-off. Employees on short-term lay-off shall be recalled to their original location only.
f) An employee whose lay-off extends past six (6) months, shall automatically gain all rights provided for under the long-term lay-off provision.
4. LONG-TERM LAY-OFF
a) A long-term lay-off is defined as a lay-off expected to last six (6) months or more (e.g. permanent closure, position elimination, etc.).
b) Employees shall be entitled to notice of lay-off as provided in the Saskatchewan Employment Act.
c) An employee who has received notice of long-term lay-off shall be entitled to the following:
i. To apply for posted vacancies in accordance with Article 12 - Seniority.
ii. To be advised of all impending vacancies in the bargaining unit.
iii. To go on lay-off with recall rights for twelve (12) months from the date of initial lay-off (either short-term or long-term).
iv. To accept a demotion to an entry-level vacancy, subject to qualifications and ability, in the location in which he/she is employed.
v. To bump the junior-most person in a lower classification, subject to qualifications and ability, at that location.
vi. To bump the junior-most person in a lower classification, subject to qualifications and ability, in the bargaining unit. Where a housing move is necessary, a moving allowance of a maximum of one thousand dollars ($1,000) (with receipt) will be provided.
vii. To sever his/her employment and be paid severance at a rate of two (2) weeks per year of service (pro-rated for partial years) to a maximum of twenty-six (26) weeks’ payout. On long-term lay-offs, severance pay would include notice of lay-offs as provided in the Saskatchewan Employment Act. Where a short-term lay-off becomes a long-term lay- off, severance would not include notice given under the short-term lay- off.
d) An employee who accepts a demotion as a result of exercising rights in i), iv), v), and vi) in c) above shall have their pay adjusted according to the demotion formula outlined in Schedule A, Item 5(e).
e) Employees shall be required to give written notice of their intentions to bump not later than seven (7) calendar days following the notice of long- term lay-off.
f) Once an employee has notified the Company of his/her intention to take lay-off (i.e. option C (iii) above), he/she can no longer access the bumping options.
g) Call back under option C (iii) above shall be on a classification basis in the inverse order of lay-off.
5. Employees who are laid off shall have the right to defer receipt of vacation pay until a time subsequent to recall to work. This does not imply they have a right to take vacation time after they return to work.
Appears in 1 contract
Samples: Collective Agreement
