Lay Off and Recall Procedures. In the event of a workforce reduction the following procedure will be followed. The number of regular employees in each job classification, shift, work location, or work group to be laid off is determined by Man- agement, bearing in mind the need for a balanced work force. Prior to a reduction in work force the Commission shall discuss with the Union Committee, the lay off or placement of those employees who are affected. Regular employees will not be laid off before temporary employees unless no regular employee is qualified to perform the work being done by the temporary employee. The most junior employees by Signals/Electrical/Communications Department Seniority shall be laid off first.
1. In the event of a reduction of work force within a work group, the most junior employees in the work group will be displaced by senior employees within the work group, providing they can per- form the work to be done.
2. Employees who are displaced from their work group as a result of the application of Signals/Electrical/Communications Department Seniority shall have the right to use their Signals/ Electrical/Communications Department Seniority and displace a junior employee in other work groups within the Signals/ Electrical/Communications Department, providing they can per- form the work to be done.
3. Those employees who do not have enough seniority to be re- tained at work shall be sent to the Human Resources Department for possible placement in other Sections or Departments within the Commission, prior to lay off. Regular employees being laid off, due to a reduction in work force, will be given notice or pay in lieu of notice as specified in the Em- ployment Standards Act of Ontario, but in no case shall a regular employee with one year or more Commission seniority receive less than four weeks notice or equivalent pay in lieu of notice.
Lay Off and Recall Procedures.
(a) Lay-off In the event that the Employer determines that lay-offs will occur, employees will be laid off in reverse order of seniority within a post.
Lay Off and Recall Procedures. Teachers who successfully complete a probationary period are entitled to continuous employment. No new teachers shall be hired in subject areas before teachers who are laid off from other subject areas who may be qualified are recalled or decline the opening.
Lay Off and Recall Procedures. In the event that a reduction in staff should become necessary, the following procedure shall be used in determining the order of retention: Those teachers with the greatest seniority in the district shall be retained provided they have the necessary certification and qualifications for the position, which is to be filled. When an opening necessitating recall occurs, teachers who have been laid off will be recalled in the reverse order in which they were laid off, provided they have met the certification and qualification (See Section 10.2.2) requirements for the teaching position which has become available. As openings occur, the Board will contact each qualified person on the “Recall List” by certified mail at the last address provided by the employee. It shall be the responsibility of the employee to assure that a correct mailing address is on file. The contact letter will indicate the position, which is open, the order of seniority of the persons being contacted, and the response date, which shall not be less than fifteen (15) calendar days. In the event that there is no written response from the teacher to the notice of recall within fifteen (15) calendar days from the time the letter was received, the teacher’s right to recall shall be terminated. The teacher shall send his/her response by certified mail. The position shall be awarded to the most senior teacher meeting the certification requirements who responds to the letter within the time limits. If a laid off teacher has committed himself/herself to a full-time study program or a contractual term of employment and is recalled, he/she shall have the option of returning to work or accepting an unpaid leave of absence without loss of seniority for a period not to exceed the remainder of the school year. Teachers shall accumulate seniority while on lay-off. When a laid-off teacher acquires new certification, he/she will present his/her new certification to the Superintendent for verification. The newly certificated laid-off teacher will issue a challenge to the least senior member of the teaching staff holding a job for which he/she is not certified and qualified. If the qualifications are valid, the Board shall recall the more senior teacher. At the teacher’s request, the Board will supply information, which would help teachers to qualify themselves for other teaching positions or provide information in areas, which the Board has or anticipates future needs.
Lay Off and Recall Procedures.
(a) Lay-off
Lay Off and Recall Procedures. In the event that a reduction in staff should become necessary, the following procedure shall be used in determining the order of retention: Those teachers with the greatest seniority in the district shall be retained provided they have the necessary certification and qualifications for the position, which is to be filled. When an opening necessitating recall occurs, teachers who have been laid off will be recalled in the reverse order in which they were laid off, provided they have met the certification and qualification (See Section 10.2.2) requirements for the teaching position which has become available. As openings occur, the Board will contact each qualified person on the “Recall List” by certified mail at the last address provided by the employee. It shall be the responsibility of the employee to assure that a correct mailing address is on file. The contact letter will indicate the position, which is open, the order of seniority of the persons being contacted, and the response date, which shall not be less than fifteen
Lay Off and Recall Procedures. Section A
Lay Off and Recall Procedures. (a) In the event of a permanent or long-term lay-off, the employer shall lay-off employees within the affected classification in the reverse order of their seniority, provided that there remain on the job employees who have the ability and qualifications as required by law to perform the work. Subject to the foregoing, probationary employees shall be first laid-off.
i) An employee in receipt of notice of lay-off may: accept the layoff; or displace another employee who has less bargaining unit seniority in a lower or identical paying classification and who has equal or fewer scheduled hours provided the employee originally subject to layoff is qualified to meet the normal requirements of the job without training other than orientation.
ii) An employee who chooses to displace another employee shall advise the employer of his or her intention to do so and the position claimed within three (3) days after receiving the notice of lay-off;
iii) In the event that there are no employees who could be displaced under paragraph (b) (i), provided she is qualified as above, the laid off employee may bump a less senior employee with up to 10 more regularly scheduled hours biweekly than the laid off employee.
iv) In the event that there are no employees who could be displaced under paragraph (b) (iii), provided she is qualified as above, the laid off employee may bump a less senior employee who has equal or fewer scheduled hours where the straight time hourly rate at the level of service corresponding to that of the laid off employee is within five percent (5%) of the laid off employee’s straight time hourly rate.
v) All employees who are potentially impacted will be given notice of lay off at the outset of the process as required under the Employment Standards Act.
vi) It is understood, that a full time employee can bump full time employees first, before bumping part time employees.
(c) Employees shall be recalled from a lay-off to an available opening, in order of seniority, provided she has the ability and qualifications as required by law to perform the work before such opening is filled on a regular basis under a job posting procedure. The posting procedure in the collective agreement shall not apply until the recall process has been completed. In determining the ability and qualifications of an employee to perform the work for the purposes of the paragraph above, the Employer shall not act in an arbitrary manner.
(d) An employee recalled to work in a different class...
Lay Off and Recall Procedures. 16.01 In the event of a lay-off or recall, it shall be accomplished as follows: Deleted: ¶ Deleted: ¶ ¶ ¶ ¶
a) Students then part-time employees shall be laid off first, then;
b) Probationary employees, then;
c) Lay-offs will be in the inverse order of seniority, that is, the employee with the least plant wide seniority shall be the first to be laid off providing the remaining employees have the skill and ability and are ready and able to perform the work available after a reasonable trial and training period to learn the job and/or obtain any licences or permits that may be needed and therefore making them qualified to perform the work.
16.02 When it is found necessary to recall laid off employees the senior employee on lay-off shall be recalled first providing the employee has the skill and ability and is ready and able to perform the work available after a reasonable trial and training period to learn the job and/or obtain any licences or permits that may be needed and therefore making them qualified to perform the work.
16.03 The employee so selected for recall shall be contacted by registered letter as outlined below with a request to return to work. A verbal request to return to work may be utilized, to attempt to have the employees return quickly to the work force, but in no case will an employee be considered as terminated where he answers negatively to a verbal recall or fails to give a definite answer to a verbal recall.
16.04 The Co-operative will confirm all recall notices by sending a registered letter to the employee’s last know address. It is the responsibility of the employee to keep management advised of their current address. If the employee fails to return to work within ten (10) working days from the date of the mailing of the request by means of registered mail from the Co- operative the employee will assume the full responsibility for the consequences.
Lay Off and Recall Procedures. 2.1 In the event of a workforce reduction the following procedure will be followed.
2.2 The number of regular employees to be laid off is determined by Management. Regular employees will not be laid off before temporary employees unless no regular employee is qualified to perform the work being done by the temporary employee.
2.3 The most junior employees in each occupational classification shall be laid off first in Bargaining Unit Seniority order.
2.4 Those employees who do not have enough seniority to be re- tained at work shall be referred to the Human Resources De- partment for possible placement in other classifications In the Bargaining Unit Sections or Departments within the TTC, prior to lay off.
