Lay-off Procedure. A permanent employee subject to lay off will be placed using the following procedures in the order set out below:
a) An employee will first be offered any available permanent vacancy for which the employee has the required qualifications. The employee will have a maximum of five (5) working days to accept or reject such vacancy. If the employee accepts the vacancy and the hourly rate is lower in that vacant position, the employee's hourly rate will be maintained while the employee remains in that vacant position for a period of one (1) calendar year.
b) If there are no vacancies available for which the employee has the required qualifications, or if available, the employee does not accept the vacancy and the Employer transfers or demotes the employee pursuant to Clause 10.05, the employee's hourly rate of pay will be maintained so long as the employee remains in the position to which the employee was transferred or demoted. The employee will not receive any further negotiated wage increases until the hourly rate of pay of the new position equals or surpasses the hourly rate of pay of their previous position.
c) If there are no vacancies for which the employee has the required qualifications, or if available, the employee does not accept the vacancy and the Employer does not exercise its right under Clause 10.05, the employee may select a permanent position held by a less senior employee on the seniority list if they have the required qualifications.
d) This process will continue in order of seniority until each permanent employee subject to lay off obtains a position for which they are qualified or it is determined there are no positions available for which the employee is qualified. If the employee does not select a position for which they are qualified, the employee shall be laid off.
e) If the employee is not placed through the above procedures, the employee shall be laid off pursuant to Clause 10.03.
f) Permanent full-time employees and permanent part-time employees will be restricted to positions under a), b), c), and d) on their respective seniority lists.
g) If an employee is placed through any of the above procedures, the posting provisions under Clause 08.01 will not apply.
h) Temporary employees in the same work area and who spend the majority of their time performing the same work as the employee subject to lay off will be terminated before the permanent employee is laid off.
i) The procedures set out above in a) through h) shall be completed wi...
Lay-off Procedure. (a) In the event of lay-off, the Employer shall lay-off employees in reverse order of seniority within their classification, provided that there remain on the job employees who have the ability and qualifications as required by law to perform the work.
(b) An employee who is subject to lay-off shall have the right to either:
i) accept the lay-off; or
ii) displace an employee who has - less bargaining unit seniority in a lower or identical paying classification; and - who has scheduled hours less than or equal to the employee being laid off; and - if the employee originally subject to lay-off is qualified for and can perform the duties without training other than orientation.
iii) An employee who wishes to exercise his or her right to displace another employee with less seniority shall advise the Employer within seven (7) days of the date of the notice of layoff issued by the Employer.
iv) For the purpose of the operation of clause (b) ii), laid off part-time employees shall not have the right to displace full-time employees.
v) In the event that an employee is laid off from the full-time bargaining unit and provided that no other full- time bargaining unit positions are available for which the employee is qualified and able to perform, the full-time bargaining unit employee shall then be allowed to displace a part-time bargaining unit employee with less seniority provided that the employee is qualified and able to do the work available.
Lay-off Procedure a) In the event of lay-off, the Employer shall lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the ability and qualifications as required by law to perform the work;
b) An employee who is subject to lay-off shall have the right to either:
(i) accept the lay-off; or
(ii) displace an employee who has lesser bargaining unit seniority and who is a less senior employee in a lower or identical classification in the bargaining unit if the employee originally subject to lay-off is qualified, and can perform the duties of the lower or identical paying classification without training other than orientation. Such employee so displaced shall be laid off.
Lay-off Procedure. In the case of lay-off, temporary, and probationary employees are laid-off first. If other lay-offs are necessary, permanent employees not having employment security are laid- off, and this in inverse seniority order.
Lay-off Procedure. (a) In the event of a lay-off, the Employer shall lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the ability and qualifications as required by law to perform the work.
Lay-off Procedure. (a) In the event of a lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, provided that there remain on the job employees who have the skills and qualifications to perform the work.
(b) An employee who is subject to lay-off shall have the right to either:
(i) accept the lay-off; or
(ii) First bump an employee with less bargaining unit seniority within his or her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified and can perform the duties of the lower or identical paying classification without training other than orientation.
(iii) Chain bumping will be allowed with the understanding that an employee subject to lay off who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below.
(iv) Consistent with the opportunity to chain bump, all employees who are potentially impacted will be given notice of layoff at the outset of the process.
(v) An identical paying classification shall include any classification where the straight time hourly wage rate at the level of service corresponding to that of the laid off employee is within one percent (1%) of the laid off employee’s straight time hourly wage rate.
(vi) In the event that there are no employees within the laid off employee’s classification in either bargaining unit with lesser seniority who have scheduled hours equal to, or less than the employee being laid off such employee may bump a less senior employee with greater regularly scheduled hours within 10% of the laid off employee’s regularly scheduled bi-weekly hours within her classification.
(vii) When an employee subject to layoff chooses to bump and there are no employees with less seniority within his or her bargaining unit, the seniority lists will be merged and the laid off employee may bump into the other bargaining unit in accordance with (ii) to (vi) above. It is understood and agreed that if a part-time employee bumps a full-time employee as part of the above-noted procedure, the part- time employee is accepting the full-time position only.
(viii) In the event that there are no employees in either bargaining unit with lesser seniority in a lower or identical paying classifications as defined in this Article, a laid off employee will have the right to displace an employee with less seniority, who has scheduled hour...
Lay-off Procedure. (a) In the event of lay-off, the Employer shall first lay-off Employees in the reverse order of their seniority within their classification, provided that there remain on the job Employees who have the skills to perform the work.
(b) An Employee who is subject to lay-off shall have the right to either:
(i) accept the lay-off or;
(ii) first bump an Employee with the less bargaining unit seniority and who has scheduled hours equal to or less than the Employee laid off and is in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical paying classification without training other than orientation.
(iii) Chain bumping will be allowed with the understanding that an Employee subject to layoff, who chooses to bump, must bump the Employee with the less seniority who has scheduled hours equal to or less than the Employee laid off. Consistent with the opportunity to chain bump, all Employees who are potentially impacted will be given notice of lay off at the outset of the process.
(iv) The decision of the Employee is subject to choose (i) or (ii) above and shall be given in writing to the General Manager within three (3) days following the notification of lay-off. Employees failing to do so will be deemed to have accepted the lay-off.
Lay-off Procedure. In the event of lay off of employees covered by this Agreement, the Employer shall abide by the following procedure provided the remaining employees are capable of performing the work:
(i) First laid off shall be applicants for membership in the Union;
(ii) Second laid off shall be members of the Union from out-of-province working on permits or travel cards;
(iii) Third laid off shall be temporary employees as defined in Article 3.1 c);
(iv) Last laid off shall be all other members of the Union.
Lay-off Procedure. In addition to all of the requirements outlined in Clause 8 of relevant Local Appendix to this Agreement the employer when laying off a probationary employee must forward to the local union office within 2 working days an evaluation form with the following information:
Lay-off Procedure. In the event of a lay-off of employees covered by this Agreement, the Employer shall abide by the following procedure, provided the remaining employees are capable of performing the work:
a) First laid-off shall be applicants for membership in the Union
b) Second laid-off shall be members of the Union from out-of-province working on permits or travel cards.
c) Third laid-off shall be members of the Union who are in receipt of a pension from I.U.O.E., Local 793 Pension Plan, and such members shall not be recalled without a clearance card from the Union in accordance with Article 11.8.; and
d) Last laid-off shall be all other members of the Union.
