LAY-OFF AND RECALL PROCEDURE Sample Clauses

LAY-OFF AND RECALL PROCEDURE. Section 14.01 Where, because of economy, consolidation or abolishment of functions, curtailment of activities, or otherwise, the Employer determines it necessary to reduce the size of its work force, such reduction shall be made in accordance with the provisions hereinafter set forth. Section 14.02 The Employee with the least amount of departmental seniority, as defined in Article 4.01 (c) regardless of classification or position, shall be laid off first. Section 14.03 Employees shall be recalled in the order of their seniority, regardless of classification or position. Section 14.04 An Employee shall have fourteen (14) calendar days from the date a recall notice is sent by the City to accept recall and return to work on the specified date. No less senior Employee shall be recalled, and no new Employee shall be hired, until the recalled Employee has either declined recall or failed to accept recall and report for duty within the fourteen (14) day period. Section 14.05 If any laid-off Employee is called in for work for any amount of time, all benefits will be paid for the month(s) in which such Employee works. Section 14.06 In the case of any lay-offs the Employee shall be entitled to continue hospitalization as provided by CORBA. Section 14.07 Notice of recall shall be sent to the Employee's address listed on the Employer's records and shall be sent by certified mail. An Employee who refuses recall or chooses not to report to work within 5 tours of duty from the date the Employer mails the recall notice, shall be considered to have resigned his position and forfeits all rights to employment with the Employer. Section 14.08 Employee(s) scheduled for lay-off shall be given a minimum of 15 calendar days advance notice of lay-off. Section 14.09 The Employer shall not begin the lay-off process of Bargaining Unit members until after the Employer has eliminated all hours of work for Part-time personnel. No Bargaining Unit Member shall be laid off if a Part-time Employee is working. This Article may not conflict with Ohio Revised Code, Section 737.09. Nothing in this provision shall prevent the City from calling in both laid off Employees and part-time Employees in emergencies, provided that a laid off Employee is not required to be available for an emergency response to a call in, and a call in for emergencies shall not be considered a recall to work.

LAY-OFF AND RECALL PROCEDURE. Both Parties recognize that job security should increase in proportion to length of service. Therefore, in the event of a lay-off, employees shall be laid-off in the reverse order of their seniority. Employees shall be recalled in the order of their seniority, providing they are qualified to do the work.

LAY-OFF AND RECALL PROCEDURE. A production employee cannot exercise his/her seniority to displace a Journeyperson or Apprentice within a Skilled Trade. Conversely, a Journeyperson or Apprentice may exercise his/her seniority to displace an employee in the Production Group using previous production seniority.

LAY-OFF AND RECALL PROCEDURE. 1. In the event of a lay-off, an employee's seniority as well as the factors set out in Xxxxxxx 00, xxxxxxxx 00 (x), (xxx) and (iv) shall be included in determining the order of lay-off among those employees presently qualified to perform the work available. 2. The Bank agrees that it will not transfer or hire new employees providing there are presently qualified employees among the employees remaining on lay-off in accordance with Article 18, section 4 (f), and in accordance with Article 19, sections 10 (i), (ii), and (iii) to do the work available. 3. The reasons for the lay-off shall be communicated to the Union Xxxxxxx. 4. During a temporary reduction or lay-off, the provisions of sections 1 and 2 of this Article will be waived for a period not exceeding ten (10) working days.

LAY-OFF AND RECALL PROCEDURE. (a) In the event of a lay-off, the order of lay-off within any affected classification shall be as follows: probationary employees in reverse order of their seniority; then Part-Time employees in reverse order of their seniority; then regular employees in reverse order of their seniority. (b) Employees who restrict their availability for hours of work or work schedules will not be protected by their seniority for recall. (c) Employees shall be recalled in the inverse order to that in which they were laid off. (d) An employee who has been laid off and wishes to be recalled must insure that the Employer has a current phone number and address for purposes of recall. Failure on the part of the employee to provide this information may result in the employee forfeiting his recall rights. (e) The Employer agrees that recall notification will be by direct contact (including personal contact and telephone contact), registered mail or telegraph. Any employee failing to report for duty within sixty (60) hours, excluding Saturday and Sunday from the time of such notification, shall be considered to have resigned without notice.

LAY-OFF AND RECALL PROCEDURE. The Calgary Board of Education and the Staff Association both have an interest in developing a transparent process for employment, posting and lay off and recall procedures specific to Education Assistants which is responsive to student needs in accordance with Alberta Education Standards for Special Education and maintains continuity of the Student-Teacher-Education Assistant team. We are committed to ongoing training for Education Assistants and protection of long-term employees. As such, both parties have agreed to the Letter of Understanding as follows: The Board shall identify program descriptions for postings and/or vacancies. Successful applications to posted vacancies and/or placement to vacancies would establish each Education Assistant’s field of employment and identified Special Education program or programming for individual students. For the purposes of this Letter of Understanding, the following definitions apply: a) Special Education Program is defined as a Special Education class or a congregated school setting. Program examples include: PLP – Paced Learning Program SKILL – Social Knowledge, Independent Living and Language Xx. Xxxxxx School – Learning Disabled, Division I, II and III b) Programming for individual students is defined as a specific diagnostic syndrome/disorder. Examples of individual programming include: Autism – spectrum disorder Severe Conduct Disorder Fetal Alcohol Syndrome The provisions of Article 5 apply to Education Assistants, however Education Assistants placed by Human Resources into vacancies are not normally held to Clause 5.4.1 and may apply for postings with less than ten (10) month’s service in their present position. The provisions of Article 7 apply to Education Assistants with the following modifications: 7.4 When Education Assistant positions become redundant, or a staff reduction or displacements within a particular school, service unit, department or work unit are necessary, continuous employees shall be retained on the basis of firstly, their field of employment and identified Special Education program or programming for individual students; and secondly, their seniority.

LAY-OFF AND RECALL PROCEDURE. (a) In the event of a lay-off, the order of lay-off within any affected classification shall be as follows: probationary employees in reverse order of their seniority; then Part-Time employees in reverse order of their seniority; then regular employees in reverse order of their seniority. (b) Employees who restrict their availability for hours of work or work schedules will not be protected by their seniority for recall. (c) Employees shall be recalled in the inverse order to that in which they were laid off.

LAY-OFF AND RECALL PROCEDURE. This Article applies only to regular employees. Reduced hours employees will have their notice time based entitlements calculated as if all service had been worked full time.

LAY-OFF AND RECALL PROCEDURE. When lay-off occurs within a department the employee with the least seniority within the particular classification shall be the first laid off. Employees who restrict their availability for hours of work or work schedules will not be protected by their seniority for recall. In the event of a lay-off the order of lay-off within the affected classification and depart- ment shall be as follows: Probationary employees, then employees, then part-time employees, then regular employees. An employee who has been laid off and wish- es to be recalled must ensure that the Employer has a current phone number and address for purpose of recall. Failure on the part of the employee to provide this informa- tion may result in the employee forfeiting recall rights. The Employer agrees that recall notification will be by direct contact (including personal and telephone contact), or registered .nail. Any employee failing to report for duty within sixty (60) hours, excluding Saturdays and Sundays, from the time of such notifica- tion shall be considered to have resigned without notice. For the purpose of lay-off or recall, seniority will apply so long as the Employer in apply- ing seniority is always able to maintain a working force of employees who have the abil- ity to do the work required. When recalling employees to work after a lay- off, they shall be recalled in inverse order to that in which they are laid off subject to the ability of the employees to do the work required. The Employer agrees that whenever there is a reduction in the workforce which involves a lay-off of a period of one (1)week or more the employees affected by the lay-off will be given one (1)week’s prior notice of the lay-off. It is understood that the requirement of giving prior notice to the employees shall not apply in the event that there is a lay-off which results from an act of God or a breakdown of operations or a strike or labour dispute.

LAY-OFF AND RECALL PROCEDURE. (a) In the event of the layoff of five (5) days or less, employees can be laid off without regard to seniority and without notice. (b) In the event of a longer layoff of less than five (5) employees at any one time, the Employer shall provide the Union and the employees with at least one (1) week written notice or such greater amount of notice as may be required by the Employment Standards Act (Ontario). (c) In the event of a layoff of more than five (5) employees at one time, the Employer will provide eight (8) weeks’ written notice or pay in lieu thereof. (d) Where the layoff results in displacement of the staff, the original notice shall constitute notice to the Union and the employee displaced.