LAY-OFF AND REHIRING Sample Clauses

LAY-OFF AND REHIRING. In the cases of lay-offs within any classification covered by this agreement the following procedure will be followed:
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LAY-OFF AND REHIRING. 14.01 A lay-off shall be defined as a reduction in the work force or a reduction in the regular hours of work as defined in this Agreement.
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LAY-OFF AND REHIRING. In the event of lay-off it is agreed that if fitness and ability is comparable all employees shall be laid off in accordance with their established seniority within their respective seniority group. The Employer and the Union shall determine fitness and ability, but in excercising such judgment they shall not contravene any articles of this agreement. In rehiring the last person laid off shall be the first person to be rehired.
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LAY-OFF AND REHIRING. 14.01 (a) The Association agrees that in the event of lay-off, employees shall be laid off in the reverse order of their seniority and classification, and where it is necessary to rehire former employees they shall be reemployed as closely as possible in the reverse order in which they were laid off. Provided in all cases the employee has the ability to perform the work, and provided such recall is within one (1) year.
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LAY-OFF AND REHIRING. 18.1 (a) Whenever it becomes necessary to reduce the working force, employees shall be laid off in reverse order of seniority, provided that any employee may exercise seniority in any other classification in which he is qualified for the purpose of displacing other employees having less seniority. Employees choosing to exercise seniority in order to displace a less senior employee shall notify Human Resources of their intent to displace and where they choose to displace within ten (10) working days of receiving notice of lay-off. All employees who have been laid off shall be entitled to be recalled in order of seniority and the Employer shall not hire any new employees in priority thereto, in any classification in which such laid off employees are qualified.
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LAY-OFF AND REHIRING. In the cases of lay-offs within any classificationcovered by
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LAY-OFF AND REHIRING. In the event of lay-off it is agreed that if fitness and ability is comparable all employees shall be laid off in accordance with their established seniority with­ in their respective seniority group. The Employer and I the Union shall determine fitness and ability, but in I/9\ exercising such judgment they shall not contravene -r“1?any articles of this agreement. In rehiring the last 0 / person laid off shall be the first person to be rehired. In the event of lay-off, the Employer agrees to give one (1) week’s notice in writing to the Union and the employee of lay-off or pay in lieu of notice of lay­ off. In the event of termination, the Employer agrees to give one (1) week’s notice in writing to the Union and the employee of termination or pay in lieu of notice of termination, except employees terminated for any misconduct which constitutes just and suffi­ cient cause for discharge.
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Related to LAY-OFF AND REHIRING

  • 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-OFFS AND RECALLS In the event of a lay-off, employees within the affected level shall be laid-off in reverse order of their bargaining unit seniority. An employee to be laid-off will be allowed to bump any employee with less seniority who is in an equal or lower level, provided that the senior employee is qualified to fill the position of the displaced employee.

  • Layoff and Reemployment A. Application Whenever it is necessary because of a lack of work or funds, or whenever it is advisable in the interest of economy to reduce the number of permanent and/or probationary employees (hereinafter known as "employees") in any State agency, the State may lay off employees pursuant to this Section.

  • Role of Seniority in Lay-Offs Both parties recognize that job security shall 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 within the daycare centre, provided that the remaining jobs shall continue to be filled with qualified Employees.

  • LAYOFF AND RE-EMPLOYMENT A. Layoff shall be defined, for the purpose of this Article, as a termination of a permanent full-time or permanent part-time employee resulting from the elimination of the employee’s position by the Town or being displaced by an employee whose position was eliminated. The Town shall notify the Association of any intended layoffs as soon as possible prior to notification to any affected employees. An employee subject to layoff, shall receive written notice of such layoff no less than thirty (30) days prior to the effective date of such layoff. A copy of such notice shall be sent to the Association. The Department of Human Resources shall provide a copy of the relevant seniority list to the Association at the time the notice of layoff is issued to the Association. The Association may make reasonable requests, in writing, for a position’s seniority list from the Department of Human Resources, and the Department of Human Resources shall provide a copy of the requested seniority list within ten (10) business days of its receipt of the request. For the purposes of this Article, a permanent part time employee shall be deemed subject to a layoff if such employee’s regularly scheduled hours are reduced to an extent causing the employee to become an unrepresented part-time employee and therefore no longer covered by the terms of the collective bargaining agreement. In the event the Town eliminates a full time position, full time temporary followed by full time probationary employees in the affected title in that department shall be laid off prior to any permanent full time employee occupying such title in that department. In the event it becomes necessary to lay off a permanent full time employee, such layoff shall be affected in reverse order of Town-wide seniority of the permanent full time employees in the affected title in that department. A permanent full time twelve-month employee who is laid off may elect to displace in Town government, the least senior full-time employee in that title in the following order: (i) twelve-month employee in that title, (ii) eleven-month employee in that title, (iii) ten-month employee in that title, (iv) part time twelve- month employee in that title, (v) part-time eleven-month employee in that title, or

  • Intermittent Leave 7 Intermittent leave without pay used in lieu of sick leave is not 8 subject to the six (6) month entitlement provided for above. When such leave significantly 9 affects an employee’s job performance and is not subject to the requirements of law 10 (including but not limited to the FMLA), management may evaluate the employee’s use of 11 leave according to the criteria of “Section B.2.c” above. Medical information as provided 12 for in “Section D.1” above may be required for the evaluation. After completing the 13 evaluation management may do one of the following:

  • Layoff and Recall (a) A layoff of employees shall be made on the basis of seniority, based on an integrated seniority list of all hours paid since date of last hire. It is understood and agreed that through the bumping procedure the first to be laid off are probationary employees followed by those who work casual part-time shifts. No agency or new hires will be used when there is an employee on layoff provided that the employees on layoff will meet the staffing requirements of the Home. An employee will not be laid off out of seniority order if her lack of qualification for a junior employee’s shift can be remedied by a three (3) day orientation to that shift. An employee will not be denied recall to a shift if her lack of qualification for the recall opportunity can be remedied by a three (3) day orientation to that shift.

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