LAY-OFF AND RECALL. 16.01 Where, because of lack of work, lack of funds or reorganization, resulting in abolishment of jobs or functions, the Employer determines it necessary to reduce the size of its workforce, the Employer shall give written notice to the Union President or his designee no less than twenty-one (21) days in advance of any such lay-off, indicating how many employees will be affected and what department(s) are being reduced. Such reductions shall be made in accordance with the provisions hereinafter set forth.
16.02 Employees within affected classifications shall be laid off according to their relative seniority (within the department) with the least senior employee being laid off first, providing that all students, temporary, part-time, seasonal and probationary employees within the affected classifications are laid off first. For the purposes of this article, department or bargaining unit shall mean the various positions included in Appendix "A".
16.03 Employees who are laid off from one classification may displace (bump) another employee with lesser seniority in a lower rated classification within the same department.
16.04 Employees who are bumped by a more senior employee shall be able to bump another employee with lesser seniority in a lower rated classification pursuant to the provisions of paragraph 16.03, above.
16.05 At the end of the bumping process, the employee who is bumped and unable to bump another employee pursuant to the above provisions, shall be laid off.
16.06 Employee(s) who are laid off, shall have the option of bumping another employee pursuant to the above provisions, or being directly laid off by the Employer.
16.07 In all cases where one (1) employee is exercising his seniority to bump another employee, his right to bump into another department is subject to the conditions that he is qualified for the position and able to perform the functions and duties of the position into which he is attempting to bump, as determined by the Employer.
16.08 Recalls shall be in the inverse order of lay-off and a laid off employee shall retain his right to recall for eighteen (18) months from the date of his lay-off.
16.09 Notice of recall shall be sent to the employee's address listed on the Employers records and shall be sent by certified mail. An employee who refuses recall or does not report for work within fourteen (14) days from the date the employee receives the recall notice, shall be considered to have resigned his position and forfeits all ...
LAY-OFF AND RECALL. 16.01 Where, because of lack of work, lack of funds or reorganization, resulting in abolishment of jobs or functions, the Employer determines it necessary to reduce the size of its workforce, the Employer shall give written notice to the Union President or his designee no less than twenty-one (21) days in advance of any such lay-off, indicating how many employees will be affected and what department(s) are being reduced. Such reductions shall be made in accordance with the provisions hereinafter set forth.
16.02 Employees within affected classifications shall be laid off according to their relative seniority (within the department) with the least senior employee being laid off first, providing that all students, temporary, part-time, seasonal and probationary employees within the affected classifications are laid off first. For the purposes of this article, department or bargaining unit shall mean the various positions included in Appendix "A".
16.03 Employees who are laid off from one classification may displace (bump) another employee with lesser seniority in a lower rated classification within the same department.
16.04 Employees who are bumped by a more senior employee shall be able to bump another employee with lesser seniority in a lower rated classification pursuant to the provisions of paragraph 16.03, above.
16.05 At the end of the bumping process, the employee who is bumped and unable to bump another employee pursuant to the above provisions, shall be laid off.
16.06 Employee(s) who are laid off, shall have the option of bumping another employee pursuant to the above provisions, or being directly laid off by the Employer.
16.07 In all cases where one (1) employee is exercising his seniority to bump another employee, his right to bump into another department is subject to the conditions that he is qualified for the position and able to perform the functions and duties of the position into which he is attempting to bump, as determined by the Employer.
16.08 Recalls shall be in the inverse order of lay-off and a laid off employee shall retain his right to recall for eighteen (18) months from the date of his lay-off.
16.09 Notice of recall shall be sent to the employee's address listed on the Employers records and shall be sent by certified mail. An employee who refuses recall or does not report for work within fourteen (14) days from the date the employee receives the recall notice, shall be considered to have resigned his position and forfeits all ...
LAY-OFF AND RECALL. In the event of a proposed layoff of a permanent or long-term nature, the Home will provide the Union with at least eight (8) weeks notice. This notice is not in addition to required notice for individual Employees. In the event of a layoff of a permanent or long-term nature, the Home will provide affected Employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected Employee as follows: - if her service is greater than 9 years - 9 weeks notice - if her service is greater than 10 years - 10 weeks notice - if her service is greater than 11 years - 11 weeks notice - if her service is greater than 12 years - 12 weeks notice
LAY-OFF AND RECALL. 11.01 Where the Employer decides to reduce the number of working forces in a classification the following provision shall apply. The Employer agrees that Employees shall be selected for lay off by the Employer considering the following factors:
(a) employees who volunteer to accept the layoff;
(b) skill, ability and qualifications;
(c) seniority. Employees will be laid off in ascending order on the basis of factor (c) provided in the opinion of the Employer, that the senior Employees have the requisite skill, ability and qualifications to perform the work. The Employer agrees not to act in an arbitrary, discriminatory or in bad faith when determining the skill, ability and qualifications.
11.02 Where a lay-off pursuant to this article is defined pursuant to the Employment Standards Act, 2000, as constituting termination of employment, the Employer shall provide the Employee(s) concerned with notice of termination, or pay in lieu therefore, consistent with the provisions of the Employment Standards Act, 2000, it being specifically understood that an Employee is required by the said Act to waive recall rights in order to receive pay in lieu of notice.
11.03 Where, in advance of the lay-off of an Employee(s), the Employer expects the lay-off to exceed sixteen (16) weeks in duration, the Employer will, where possible, so advise the Union at least two (2) weeks prior to advising the Employee(s) affected of their lay-off.
11.04 Where the Employer decides to increase the number of working forces in a classification, persons on layoff shall be selected for recall based on reverse order of the layoff provided in the opinion of the Employer, that the senior Employees have the requisite skill, ability and qualifications to perform the work. The Employer agrees not to act in an arbitrary, discriminatory or in bad faith when determining the skill, ability and qualifications
LAY-OFF AND RECALL. If the Company decides to decrease the full-time work- force in a Merchandising Division and it, in the Company's opinion, is satisfied that the qualifications of employees to perform the work available without training, are equal, then employees will be laid off from work in reverse order of their seniority. The opinion of the Company will be applied reasonably and in a non-arbitrary manner.
LAY-OFF AND RECALL. A. The Superintendent (or his/her designee) may lay off any employee by reason of elimination of position, shortage of work or shortage of funds. The employee shall remain on lay off status for a period of one calendar year. Employees on lay off status shall retain, but not utilize, accrued sick leave and shall be paid off for any accrued annual leave.
B. An employee shall not be laid off while there are temporary employees, or probationary employees serving in the same position classification at the same site. For purposes of this Article, Kotzebue shall be considered one site.
C. The order to lay off shall be by position classification at the same site, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious.
D. Seniority shall be determined by the employee’s total interrupted service in the bargaining unit. Uninterrupted service shall mean continuous service in years, months, and days. Leaves without pay and summer vacation periods of nine and ten month bargaining unit members do not constitute a break in service.
E. In each case of lay off, the Superintendent shall give at least fourteen (14) calendar days written notice to the employee stating the reasons therefore. A copy of the notice will be placed in the member’s personnel file.
F. An employee on the lay-off list shall be offered reappointment to position classification openings for which qualified, based upon seniority and personnel file documented performance as determined by the Superintendent. Such determination shall not be arbitrary or capricious. The offer of reappointment shall be in writing and mailed/delivered to the employee’s last known address. If the employee does not accept such reappointment within one week of receipt of the offer, the offer becomes void. If the employee does not accept a second offer of reappointment within one week of receipt of the offer, the employee will be removed from the lay-off list and shall be considered terminated without prejudice. Unless reappointed, at the expiration of the one year lay off period the employee shall be considered terminated without prejudice.
LAY-OFF AND RECALL. 7.1 The Board recognizes the principle that job security should increase with the length of continuous service with the Calgary Board of Education.
7.2 In the event that a reduction of Professional Support Staff is necessary, the Board will seek to effect this reduction through attrition.
7.3 When lay-off of continuous employees becomes necessary, the Board shall retain employees on the basis of firstly, position description and secondly, seniority.
7.4 Continuous employees laid off pending recall shall be given six (6) weeks’ notice, in writing, or four (4) weeks’ salary in lieu of notice. The employee who is laid off shall submit a present address and telephone number to Human Resources.
7.5 Employees laid off in accordance with this Article shall retain recall rights for a period of one (1) year from the date of actual lay-off except in circumstances where there is mutual agreement between the Board, the Association and the employee to reduce the recall period. Employees shall be recalled on the basis of firstly, position description and secondly, seniority. The Board will attempt to first notify employees being recalled by phone, but in any case, employees being recalled will be notified by registered delivery to the employees last known address on file (a copy of such notice shall be sent to the Association). The recalled employee(s) shall notify the Board of their intent within five (5) working days from the date of receipt of the notice as determined by the records of registration. Recalled employees who do not notify the Board within the aforementioned time frame shall be deemed to have terminated their employment with the Board.
7.6 Laid off employees shall be given consideration for positions other than those which they occupied at time of layoff, provided such employees are, in the opinion of the Board, qualified for those positions.
LAY-OFF AND RECALL. 14.01 A layoff shall be defined as a reduction in the workforce and/or reduction in the wage rate and/or hours of work.
LAY-OFF AND RECALL. 18.01 A layoff shall be defined as a cessation of employment, the elimination of a job, or a reduction in the hours of work of a position by one hour a day or more.
18.02 The Employer shall give regular full-time and regular part- time employees the following written notice or pay in lieu of notice:
i. one (1) weeks’ notice after (3) three consecutive months of employment;
ii. two (2) weeks’ notice after twelve (12) consecutive months of employment;
iii. three weeks’ notice, after three (3) consecutive years, plus one additional week for each additional year of employment to a maximum of eight (8) weeks.
LAY-OFF AND RECALL. 12.1 For the purposes of this Article, a lay-off is a temporary cessat ion of w ork inst ituted by the Employer because of lack of w ork.
12.2 The provisions of this Article do not apply to temporary full-time or temporary part-time employees or casual employees, except as indicated below .
12.3 Any employee being laid off w ho has st xxxxxx to his/her credit an entitlement to vacation leave or t ime off in lieu of overtime may elect to take either during the period of lay-off but his/her recall to w ork shall be governed by the provisions set forth in this Article.
12.4 The Employer w ill notify employees tw o w eeks prior to a lay-off.
12.5 No new employee w ill be hired to perform w ork w hich those employees laid off could perform until those employees w ho have been laid off have been given an opportunity of recall subject to the conditions of recall set forth in this Agreement.
(a) Subject to the conditions of recall for seniorit y employees set forth in this Agreement, probationary employees shall be recalled in order of their original date of hire, on a bargaining unit w ide basis to their previously held posit ion/job, or to a posit ion/job equal to or low er than the posit ion/job they occupied at the t ime of lay-off provided they have the know ledge, ability and qualifications to do the posit ion/job. Probationary employees are not required to accept recall opportunities into low er rated posit ions/jobs.
(b) The provisions of 12.7.9, 12.7.10 and 10.5 (c) apply to probationary employees.
(c) Except as specif ically st ated herein, probationary employees do not enjoy any other rights or entitlements under Article 12 until they have completed their probationary period set out in Article 9.
