Lay-off Notification. The Employer will notify the union President in advance of notifying employees of a lay- off. If the union President so requests, the Employer will meet with the union President, and other members of the union Executive as they should determine, before giving notice of lay-off to discuss and explain where employees will be placed as per the above articles. Unless legislation is more favourable to the employees, the Employer shall notify, at least four (4) weeks in advance, employees, except temporary employees and casual employees, who are to be laid off for a period of one (1) week or more. A notice of lay- off can be rescinded at any time before it becomes effective. A notice of lay-off can be extended at any time before it becomes effective provided written notice is given to the employee and the Union. Layoff notices will be issued by the Human Resources Office.
Lay-off Notification. In the event it becomes necessary to lay off employees, the Employer shall give the affected employees a minimum of one (1) weeks’ notice or pay in lieu thereof, unless the cause of the layoff is beyond the control or knowledge of the Employer.
Lay-off Notification. In the event of a temporary or permanent lay-off, employees shall be notified, in writing, by the Employer or Employer-Courts at least fourteen (14) calendar days prior to lay-off. The Union shall be given a list of such laid off employees at the same time.
Lay-off Notification. The employer must notify the employee of the lay-off in person. If this notification cannot be delivered in person, it may be delivered by letter or electronically, keeping with the notification period determined in accordance with section 14, paragraphs 1-2 above. The lay-off notification must state the reason for the lay-off as well as the commencement time and duration or estimated duration of the lay-off. Upon the employee’s request, the employer must provide a written certificate of the lay-off, indicating at least the reason for the lay-off as well as the commencement time and duration or estimated duration of the lay-off. However, the employer will not have an obligation to notify as intended above in section 14, paragraphs 1-2, if the employer is not subject to an obligation concerning the entire lay-off period to pay the employee due to other absence from work or if the impediment to work results from cases intended in Chapter 2, section 12, subsection 2 of the Employment Contracts Act. Exceptions from the time constraints relating to the lay-off notification In cases intended in Chapter 2, section 12, subsection 2 of the Employment Contracts Act, the employer’s obligation to pay the employees will be determined in accordance with the law. Then the employer will not be obliged to give a separate lay-off notification when payment of earnings to employees ceases. The agreement also states that a lay-off notification is not needed in cases where the employer "will not be subject to an obligation concerning the entire lay-off period to pay the employee due to other absence from work". The government proposal concerning the Employment Contracts Act gives the following as examples of such absences: family leave, study leave and military service. On the other hand, there is no impediment to giving a lay-off notification also in said cases. If the employee during the lay-off notifies the employer of returning to work earlier than anticipated already before the end of the lay-off, the employer must in any case present the employee with a lay-off notification. The employer's obligation to compensate in certain exceptional cases According to the agreement, the lay-off may be for an indefinite period or a fixed term, while the employment remains in force in other respects. No maximum acceptable duration has been set for indefinite lay-off periods. During the lay-off period, laid-off employees are entitled to resign from their employment without being subject ...
Lay-off Notification. In cases involving regular employees only, notice of layoff must be given to the employee and the Union at least 30 calendar days prior to the effective date of layoff. Employees so notified may be allowed reasonable amounts of time off with pay during that 30-day period to seek other employment with the approval of the Chief of Police.
Lay-off Notification. (a) The Hospital Governing Board shall make every effort to provide to RCHEA Board at least a thirty (30) day notice of intended lay off of any Association employee.
