LAY-OFF AND RECALL PROCEDURE a) 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.
b) In the event of a lay-off from a Skilled Trade, the following procedure shall apply. 1st - Probationary Journeypersons will be laid off from the affected Skilled Trades. 2nd - Apprentices will be laid off from the affected Skilled Trade in the inverse order of their date of entry seniority within such Skilled Trade. 3rd - Journeypersons will be laid off from the affected Skilled Trade in the inverse order of their date of entry seniority within such Skilled Trade.
c) Recalls of Journeypersons, Apprentices or Probationary Journeyperson within a Skilled Trade shall be made in the reverse order of lay-off within such Skilled Trade affected.
d) A laid off seniority Journeyperson or Apprentice may, if he/she so elects, file an application with the Human Resources Department for employment in the Production Group, Upon receipt of such application, the employee will be given preference over a new hire, or failing, that shall displace a probationary employee. Such employee will then have date of entry seniority in the Production Group with the understanding that to protect his/her Skilled Trade seniority, he/she must return to his/her Skilled Trade when recalled. Failure to accept such recall means he/she shall forfeit his/her Skilled Trades seniority and will retain his/her date of entry seniority in the Production Group. Notwithstanding the above, a Journeyperson or Apprentice may after serving a lay-off of six (6) months in any nine (9) month period from his/her Skilled Trade, elect within a period of thirty (30) calendar days thereafter to continue on lay-off subject to recall to his/her Skilled Trade or exercise his/her total seniority, if sufficient to displace the most junior employee in a production Group in accordance with the Lay-off and Recall Provision of the Collective Agreement and he/she shall forfeit his/her former Skilled Trades seniority. However, such employee will have priority transfer rights to his/her former Skilled Trade over other applicants provided he/she has the necessary ability and qualifications.
e) In the event that the Company hires a laid off probationary Journeyperson employee into a Production Group, the employee will forfeit any claim to his/her S...
LAY-OFF AND RECALL PROCEDURE. (a) When lay-off occurs within a department the employee with the least seniority within the particular classification shall be the first laid off.
(b) Employees who restrict their availability for hours of work or work schedules will not be protected by their seniority for recall.
(c) In the event of a lay-off the order of lay-off within the affected classification and department shall be as follows: Probationary employees, then seasonal/temporary employees, then part-time employees, then regular employees.
(d) An employee who has been laid off and wishes 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 information may result in the employee forfeiting his/her recall rights.
(e) The Employer agrees that recall notification will be by direct contact (including personal contact, and telephone contact), or registered mail. Any employee failing to report for duty within sixty (60) hours, excluding Saturdays and Sundays, from the time of such notification shall be considered to have resigned without notice.
(f) For the purpose of lay-off or recall, seniority will apply so long as the Employer in applying seniority is always able to maintain a working force of employees who have the ability to do the work required.
(g) 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.
(h) 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. 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. (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.
