Common use of LAY-OFF CONSULTATION PROCEDURE Clause in Contracts

LAY-OFF CONSULTATION PROCEDURE. In the event of a contemplated reduction of staff, the College shall advise the Standing Committee of the Union and shall give them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives to lay-off, including retraining of the affected employee(s). The intent of these discussions will be to ensure that priority is given to the protection of: a. employment with the College, or b. a similar position to the employee's existing position, or c. the employee's existing position.

LAY-OFF CONSULTATION PROCEDURE. In the event of a contemplated reduction of staff, the College shall advise the Union Standing Committee of the Union and shall give provide them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives prior to lay-off, including retraining of the affected employee(s). The intent of these discussions this procedure will be to ensure that priority is given the Parties are working together for the purpose of minimizing or avoiding to the protection of: a. employment extent possible, the negative impacts associated with the College, or b. a similar position to the employee's existing position, or c. the employee's existing positionreduction in staff.

LAY-OFF CONSULTATION PROCEDURE. In the event of a contemplated reduction of staff, the College shall advise the Standing Committee of the Union and shall give them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives to lay-lay- off, including retraining of the affected employee(s). The intent of these discussions will be to ensure that priority is given to the protection of: a. employment with the College, or b. a similar position to the employee's existing position, or c. the employee's existing position.

LAY-OFF CONSULTATION PROCEDURE. In the event of a contemplated reduction of staff, the College shall advise the Standing Committee of the Union and shall give them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives to alternativesto lay-off, including retraining of the affected employee(s). The intent of these discussions will be to ensure that priority is given to the protection of: a. employment with the College, or b. or a similar position to the employee's existing position, or c. the employee's existing position.

LAY-OFF CONSULTATION PROCEDURE. ‌ In the event of a contemplated reduction of staff, the College shall advise the Union Standing Committee of the Union and shall give provide them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives prior to lay-off, including retraining of the affected employee(s). The intent of these discussions this procedure will be to ensure that priority is given the Parties are working together for the purpose of minimizing or avoiding to the protection of: a. employment extent possible, the negative impacts associated with the College, or b. a similar position to the employee's existing position, or c. the employee's existing positionreduction in staff.

LAY-OFF CONSULTATION PROCEDURE. In the event of a contemplated reduction of staff, the College shall advise the Standing Committee of the Union and shall give them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives prior to lay-off, including retraining of the affected employee(s). The intent of these discussions this procedure will be to ensure that priority is given the Parties are working together for the purpose of minimizing or avoiding to the protection of: a. employment extent possible, the negative impacts associated with the College, or b. a similar position to the employee's existing position, or c. the employee's existing positionreduction in staff.

LAY-OFF CONSULTATION PROCEDURE. In the event of a contemplated reduction of staff, the College shall advise the Standing Committee of the Union and shall give them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives prior to lay-off, including retraining of the affected employee(s). The intent of these discussions * this procedure will be to ensure that priority is given * the Parties are working together for the purpose of minimizing or avoiding to the protection of: a. employment extent possible, the negative impacts associated with the College, or b. a similar position to the employee's existing position, or c. the employee's existing position.reduction in staff. *

LAY-OFF CONSULTATION PROCEDURE. In the event of a contemplated reduction of staff, the College shall advise the Standing Committee of the Union and shall give them the relevant information relating to the situation. The Union will be given the opportunity to discuss and recommend possible alternatives to lay-off, including retraining of the affected employee(s). The intent of these discussions will be to ensure that priority is given to the protection of: a. employment with the College, or b. a similar position to the employee's existing position, or c. the employee's existing position.