– LAY-OFFS & RECALLS. 9.01 In the event the Division decides that employee lay-offs are necessary, employees will be laid off on the basis of seniority, as defined in Article 8.01, within the job, as defined in Article 2.01(c), in which they are employed. Lay-off means an employee's employment is discontinued due to a shortage of work or an elimination of a position(s) or job(s). Notwithstanding the foregoing, in the event of lay-off, qualifications and ability to meet the requirements of the position shall be the main criterion. When qualifications and ability are relatively equal, seniority shall prevail.
– LAY-OFFS & RECALLS. AND LACK OF HOURS
– LAY-OFFS & RECALLS. 14.01 In the event of a layoff within the bargaining unit, employees in jobs where there are personnel surplus to requirements shall be laid off in reverse order of seniority. The employee(s) laid off may bump the junior employee in: First, his own job classification; or Second, an equivalent rated job classification; or Third, a lesser rated job classification, in the bargaining unit provided he has the required *qualifications, and/or related experience, skill and ability to perform the duties of that position. Employees displaced, as a result of such bumping shall have a similar right to bump. *In all cases qualifications shall include related experience.
– LAY-OFFS & RECALLS. Where the employer decides to discontinue a position, a minimum of three weeks notice shall be provided. Employees within the classification affected shall be laid off in order of seniority commencing with the most junior employee. An employee laid off from one classification may be moved to a vacant position at the same pay level provided has the ability to perform the job. Alternatively, the employee will displace the most junior employee whose job has the ability to perform the same pay level, provided has more seniority than this If the employee does not have the seniority to displace the most junior employee whose job has the ability to perform in the same pay level, the employee may be moved to a vacant position at the immediately lower pay level provided has the ability to perform the job. Alternatively, the employee will displace the most junior employee whose job has the ability to perform in the lower pay level, provided has more seniority than this employee. If the employee does not have the seniority to displace the most junior employee whose job has the ability to perform in the immediately lower pay level, the process will apply to successively lower pay levels. If, in accordance with this process, the employee is not moved to a vacant position or does not displace another employee, the employee shall be laid off from the bargaining unit.
– LAY-OFFS & RECALLS. The hourly rate of pay for an employee who is moved to a vacant position or displaces another employee in accordance with this Article shall be the lesser of the employee’s former rate and the maximum hourly rate of pay for the employee’s new classification. If the employer decides to re-institute a position, it shall recall the most senior employee on lay-off provided they have the seniority and ability. No new employees will be hired prior to laid off employees being recalled to the Mail and Printing Centre. When an employee other than a probationary employee has been laid off, that employee shall be entitled to recall as set out above for a period of one year or a time equal to the employee’s seniority prior to layoff whichever is the lesser. If an employee is recalled within the period set out in above, the employee shall be credited with the amount of seniority accrued prior to the date of the layoff. ARTICLE PROMOTIONS Where the employer creates a new position or where permanent vacancies occur, performance and ability to perform the job will be the factors in filling the new position and/or vacancy. If these factors are relatively equal, seniority shall be the governing factor. In the event new jobs are created or vacancies occur within the bargaining unit, the employer will post such new jobs or vacancies for a period of (5) five working days in order to allow employees who have seniority to apply. The posting will provide a brief overview of the position. The name of the successful applicant will be posted within ten (10) days of the selection. If there is no successful applicant for the above permanent vacancies and/or new positions within the bargaining unit, the employer may choose to place another person from inside or outside the bargaining unit into the position. The employer will give a copy of any notice posted pursuant to this Article to the Chairperson on the same day it is posted.
– LAY-OFFS & RECALLS. In the event of a reduction of work force, the Employer agrees that employees shall be laid off in the reverse order of their seniority. It is agreed that temporary employees shall be laid off first. Employees shall be recalled in order of their seniority as they meet the minimum qualifications for the positions available. Recall rights shall be terminated on the cancellations of seniority in accordance with Article All employees must notify the Employer promptly of any address changes. Failure to do so will remove all responsibility from the Employer in the event that official notices fail to reach the employee. In the event of a layoff, the Employer shall notify the Union of such layoff fourteen days in advance of the required notice to employees. The parties will then convene a special meeting of the Union/Management Committee to discuss the effect of the layoff on the bargaining unit. It is understood that such discussions are to be conducted on a confidential basis and the Union undertakes to guard the confidentiality of them. The Employer shall provide written notice of layoff to employees affected at least three months prior to the effective date of the layoff, or pay in lieu thereof. In the event of a disaster, the above notice or pay in lieu thereof shall be restricted to ten days. A new employee will not be hired to fill a vacant position if there is a laid-off employee who has retained his/her seniority and is available and meets the minimum qualifications for that position.
– LAY-OFFS & RECALLS. Should circumstances require a reduction within the bargaining unit, probationary employees shall be laid off first and then starting wit those of the least seniority. When employees laid off under Section of this Article, and the jobs have re-opened, employees shall be called back on a seniority basis. When employees are to be recalled by the Corporation, they shall be notified by registered mail to their xxxx place of residence known to the Corporation, and if they fail to report to work within fourteen (14) days after the mailing of such notice, then the Corporation shall be under no obligation to re-employ them. The Secretary of the Local is to receive a copy the of recall.
– LAY-OFFS & RECALLS. 14.01 (a) In lay-offs exceeding four (4) working days the employees affected shall be given two (2) days notice in advance of the date of lay-off or pay in lieu of notice.
– LAY-OFFS & RECALLS. 21.01In the event of a proposed layoff of a permanent or long- term nature, the Employer will provide the Union with at least six weeks notice. This notice is not in addition to required notice for individual employees. A lay-off shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work.
– LAY-OFFS & RECALLS. In all cases of filling permanent job vacancies within the department, except those in respect of positions excluded from the bargaining unit, and in all cases of layoff from the department, other than temporary layoff as defined herein, or recall to the department from layoff, the following factors shall be considered:
