LAYOFF AND RECALL OF REGULAR EMPLOYEES. 17.01 A layoff of a regular employee is defined as a separation from employment as a result of the elimination of the employee’s position, or a reduction in the working hours of the employee’s position. (a) Layoffs within a job classification in a department will be in reverse order of seniority. (b) Where positions identified for elimination are occupied by senior employees in a classification in a department, then the University will reassign duties so as to result in the most junior employees in the classification in the department receiving notice of layoff. 17.03 Regular employees who are subject to intermittent layoff during a period(s) specified in an appointment notice, will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible. Subject to operational requirements intermittently laid off employees shall be allowed to use accrued vacation time and/or accrued time off in lieu (TOIL) during the layoff period. 17.04 Regular sessional employees appointed to positions of less than twelve (12) months annually will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible and provided that they will not displace regular employees appointed to twelve (12) month positions in the same job classification. Any change in the established recall date of a sessional appointment will be made with a minimum of one (1) month’s notice, except by mutual agreement of the parties. 17.05 Regular employees to be laid off for other than layoff periods anticipated at the time of their appointment will notify Human Resources, within five (5) working days of receipt of their notice of layoff, of their intent to exercise their rights to have their employment continued. (i) The University will identify eligible positions which most closely approximate the current annual hours worked by such employees. (ii) The employees must possess the required qualifications and required abilities to perform the work of the identified positions and must be senior to any employee displaced. (b) The University will consult with the employees and the Union before determining the appropriate placement, as follows: (i) consideration will first be given to placing the employee in any vacant position in the same classification or pay group; and (ii) failing that, the least senior employee in the bargaining unit in the same classification or pay group will be displaced; and (iii) failing that, the employee will be placed in a position at the highest of successively lower classifications or pay groups, firstly in a vacant position or alternatively in an encumbered position, in which case the least senior employee in the bargaining unit in the respective classification or pay group will be displaced. (c) During the placement process described in (b) above, the General Worker II classification and General Worker Heavy classification shall be treated as one (1) classification. (d) If during the placement process described in (b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.10 below, then the employees may, at the discretion of the University, be assigned to any temporary employment and paid their current rate of pay, for up to one (1) month, as an alternative to short term displacement. Any temporary placement proposed beyond one (1) month will be subject to mutual agreement of the parties. (e) If during the three (3) month period following a placement under Article 17.05 (b) (c) and (d) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.05 (b) (c) and (d). If the employee is subsequently unable to meet the requirements of the alternate position then the employee will be placed on the recall list for a period of six
Appears in 3 contracts
Samples: Collective Bargaining Agreement, Collective Agreement, Collective Bargaining Agreement
LAYOFF AND RECALL OF REGULAR EMPLOYEES.
17.01 A layoff of a regular employee is defined as a separation from employment as a result of the elimination of the employee’s position, or a reduction in the working hours of the employee’s position.
(a) Layoffs within a job classification in a department will be in reverse order of seniority.
(b) Where positions identified for elimination are occupied by senior employees in a classification in a department, then the University will reassign duties so as to result in the most junior employees in the classification in the department receiving notice of layoff.
17.03 Regular employees who are subject to intermittent layoff during a period(s) specified in an appointment notice, will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible. Subject to operational requirements intermittently laid off employees shall be allowed to use accrued vacation time and/or accrued time off in lieu (TOIL) during the layoff period.
17.04 Regular sessional employees appointed to positions of less than twelve (12) months annually will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible and provided that they will not displace regular employees appointed to twelve (12) month positions in the same job classification. Any change in the established recall date of a sessional appointment will be made with a minimum of one (1) month’s notice, except by mutual agreement of the parties.
17.05 Regular employees to be laid off for other than layoff periods anticipated at the time of their appointment will notify Human Resources, within five (5) working days of receipt of their notice of layoff, of their intent to exercise their rights to have their employment continued.
(i) The University will identify eligible positions which most closely approximate the current annual hours worked by such employees.
(ii) The employees must possess the required qualifications and required abilities to perform the work of the identified positions and must be senior to any employee displaced.
(b) The University will consult with the employees and the Union before determining the appropriate placement, as follows:
(i) consideration will first be given to placing the employee in any vacant position in the same classification or pay group; and
(ii) failing that, the least senior employee in the bargaining unit in the same classification or pay group will be displaced; and
(iii) failing that, the employee will be placed in a position at the highest of successively lower classifications or pay groups, firstly in a vacant position or alternatively in an encumbered position, in which case the least senior employee in the bargaining unit in the respective classification or pay group will be displaced.
(c) During the placement process described in (b) above, the General Worker II classification and General Worker Heavy classification shall be treated as one (1) classification.
(d) If during the placement process described in (b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.10 below, then the employees may, at the discretion of the University, be assigned to any temporary employment and paid their current rate of pay, for up to one (1) month, as an alternative to short term displacement. Any temporary placement proposed beyond one (1) month will be subject to mutual agreement of the parties.
(e) If during the three (3) month period following a placement under Article 17.05 (b) (c) and (d) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.05 (b) (c) and (d). If the employee is subsequently unable to meet the requirements of the alternate position then the employee will be placed on the recall list for a period of six
Appears in 2 contracts
Samples: Collective Bargaining Agreement, Collective Bargaining Agreement
LAYOFF AND RECALL OF REGULAR EMPLOYEES.
17.01 A layoff of a regular employee is defined as a separation from employment as a result of the elimination of the employee’s position, or a reduction in the working hours of the employee’s position.
(a) Layoffs within a job classification in a department will be in reverse order of seniority.
(b) Where positions identified for elimination are occupied by senior employees in a classification in a department, then the University will reassign duties so as to result in the most junior employees in the classification in the department receiving notice of layoff.
17.03 Regular employees who are subject to intermittent layoff during a period(s) specified in an appointment notice, will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible. Subject to operational requirements intermittently laid off employees shall be allowed to use accrued vacation time and/or accrued time off in lieu (TOIL) during the layoff period.
17.04 Regular sessional employees appointed to positions of less than twelve (12) months annually will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible and provided that they will not displace regular employees appointed to twelve (12) month positions in the same job classification. Any change in the established recall date of a sessional appointment will be made with a minimum of one (1) month’s notice, except by mutual agreement of the parties.
17.05 Regular employees to be laid off for other than layoff periods anticipated at the time of their appointment will notify the Associate Vice-President of Human Resources, within five (5) working days of receipt of their notice of layoff, of their intent to exercise their rights to have their employment continued.
(i) The University will identify eligible positions which most closely approximate the current annual hours worked by such employees.
(ii) The employees must possess the required qualifications and required abilities to perform the work of the identified positions and must be senior to any employee displaced.
(b) The University will consult with the employees and the Union before determining the appropriate placement, as follows:
(i) consideration will first be given to placing the employee in any vacant position in the same classification or pay group; and
(ii) failing that, the least senior employee in the bargaining unit in the same classification or pay group will be displaced; and
(iii) failing that, the employee will be placed in a position at the highest of successively lower classifications or pay groups, firstly in a vacant position or alternatively in an encumbered position, in which case the least senior employee in the bargaining unit in the respective classification or pay group will be displaced.
(c) During the placement process described in (b) above, the General Worker II classification and General Worker Heavy classification shall be treated as one (1) classification.
(d) If during the placement process described in (b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.10 below, then the employees may, at the discretion of the University, be assigned to any temporary employment and paid their current rate of pay, for up to one (1) month, as an alternative to short term displacement. Any temporary placement proposed beyond one (1) month will be subject to mutual agreement of the parties.
(e) If during the three (3) month period following a placement under Article 17.05 (b) (c) and (d) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.05 (b) (c) and (d). If the employee is subsequently unable to meet the requirements of the alternate position then the employee will be placed on the recall list for a period of sixfive
Appears in 1 contract
Samples: Collective Agreement
LAYOFF AND RECALL OF REGULAR EMPLOYEES.
17.01 A layoff of a regular employee is defined as a separation from employment as a result of the elimination of the employee’s position, or a reduction in the working hours of the employee’s position.
(a) Layoffs within a job classification in a department will be in reverse order of seniority.
(b) Where positions identified for elimination are occupied by senior employees in a classification in a department, then the University will reassign duties so as to result in the most junior employees in the classification in the department receiving notice of layoff.
17.03 Regular employees who are subject to intermittent layoff during a period(s) specified in an appointment notice, will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible. Subject to operational requirements intermittently laid off employees shall be allowed to use accrued vacation time and/or accrued time off in lieu (TOIL) during the layoff period.
17.04 Regular sessional employees appointed to positions of less than twelve (12) months annually will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible and provided that they will not displace regular employees appointed to twelve (12) month positions in the same job classification. Any change in the established recall date of a sessional appointment will be made with a minimum of one (1) month’s notice, except by mutual agreement of the parties.
17.05 Regular employees to be laid off for other than layoff periods anticipated at the time of their appointment will notify the Associate Vice-President of Human Resources, within five (5) working days of receipt of their notice of layoff, of their intent to exercise their rights to have their employment continued.
(i) The University will identify eligible positions which most closely approximate the current annual hours worked by such employees.
(ii) The employees must possess the required qualifications and required abilities to perform the work of the identified positions and must be senior to any employee displaced.
(b) The University will consult with the employees and the Union before determining the appropriate placement, as follows:
(i) consideration will first be given to placing the employee in any vacant position in the same classification or pay group; and
(ii) failing that, the least senior employee in the bargaining unit in the same classification or pay group will be displaced; and
(iii) failing that, the employee will be placed in a position at the highest of successively lower classifications or pay groups, firstly in a vacant position or alternatively in an encumbered position, in which case the least senior employee in the bargaining unit in the respective classification or pay group will be displaced.
(c) During the placement process described in (b) above, the General Worker II classification and General Worker Heavy classification shall be treated as one (1) classification.
(d) If during the placement process described in (b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.10 below, then the employees may, at the discretion of the University, be assigned to any temporary employment and paid their current rate of pay, for up to one (1) month, as an alternative to short term displacement. Any temporary placement proposed beyond one (1) month will be subject to mutual agreement of the parties.
(e) If during the three (3) month period following a placement under Article 17.05 (b) (c) and (d) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.05 (b) (c) and (d). If the employee is subsequently unable to meet the requirements of the alternate position then the employee will be placed on the recall list for a period of sixfive
Appears in 1 contract
Samples: Collective Agreement
LAYOFF AND RECALL OF REGULAR EMPLOYEES.
17.01 A layoff of a regular employee is defined as a separation from employment as a result of the elimination of the employee’s position, or a reduction in the working hours of the employee’s position.
(a) Layoffs within a job classification in a department will be in reverse order of seniority.
(b) Where positions identified for elimination are occupied by senior employees in a classification in a department, then the University will reassign duties so as to result in the most junior employees in the classification in the department receiving notice of layoff.
17.03 Regular employees who are subject to intermittent layoff during a period(s) specified in an appointment notice, will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible. Subject to operational requirements intermittently laid off employees shall be allowed to use accrued vacation time and/or accrued time off in lieu (TOIL) during the layoff period.
17.04 Regular sessional employees appointed to positions of less than twelve (12) months annually will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible and provided that they will not displace regular employees appointed to twelve (12) month positions in the same job classification. Any change in the established recall date of a sessional appointment will be made with a minimum of one (1) month’s notice, except by mutual agreement of the parties.
17.05 Regular employees to be laid off for other than layoff periods anticipated at the time of their appointment will notify the Associate Vice-President of Human Resources, within five (5) working days of receipt of their notice of layoff, of their intent to exercise their rights to have their employment continued.
(i) The University will identify eligible positions which most closely approximate the current annual hours worked by such employees.
(ii) The employees must possess the required qualifications and required abilities to perform the work of the identified positions and must be senior to any employee displaced.
(b) The University will consult with the employees and the Union before determining the appropriate placement, as follows:
(i) consideration will first be given to placing the employee in any vacant position in the same classification or pay group; and
(ii) failing that, the least senior employee in the bargaining unit in the same classification or pay group will be displaced; and
(iii) failing that, the employee will be placed in a position at the highest of successively lower classifications or pay groups, firstly in a vacant position or alternatively in an encumbered position, in which case the least senior employee in the bargaining unit in the respective classification or pay group will be displaced.
(c) During the placement process described in (b) above, the General Worker II classification and General Worker Heavy classification shall be treated as one (1) classification.
(d) If during the placement process described in (b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.10 below, then the employees may, at the discretion of the University, be assigned to any temporary employment and paid their current rate of pay, for up to one (1) month, as an alternative to short term displacement. Any temporary placement proposed beyond one (1) month will be subject to mutual agreement of the parties.
(e) If during the three (3) month period following a placement under Article 17.05 (b) (c) and (d) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.05 (b) (c) and (d). If the employee is subsequently unable to meet the requirements of the alternate position then the employee will be placed on the recall list for a period of sixArticle
Appears in 1 contract
Samples: Collective Agreement
LAYOFF AND RECALL OF REGULAR EMPLOYEES.
17.01 A layoff of a regular employee is defined as a separation from employment as a result of the elimination of the employee’s position, or a reduction in the working hours of the employee’s position.
(a) Layoffs within a job classification in a department will be in reverse order of seniority.
(b) Where positions identified for elimination are occupied by senior employees in a classification in a department, then the University will reassign duties so as to result in the most junior employees in the classification in the department receiving notice of layoff.
17.03 Regular employees who are subject to intermittent layoff during a period(s) specified in an appointment notice, will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible. Subject to operational requirements intermittently laid off employees shall be allowed to use accrued vacation time and/or accrued time off in lieu (TOIL) during the layoff period.
17.04 Regular sessional employees appointed to positions of less than twelve (12) months annually will be laid off in reverse order of seniority within their job classification, provided they are qualified and capable of doing the work of the positions for which they would otherwise be eligible and provided that they will not displace regular employees appointed to twelve (12) month positions in the same job classification. Any change in the established recall date of a sessional appointment will be made with a minimum of one (1) month’s notice, except by mutual agreement of the parties.
17.05 Regular employees to be laid off for other than layoff periods anticipated at the time of their appointment will notify the Associate Vice-President of Human Resources, within five (5) working days of receipt of their notice of layoff, of their intent to exercise their rights to have their employment continued.
(i) The University will identify eligible positions which most closely approximate the current annual hours worked by such employees.
(ii) The employees must possess the required qualifications and required abilities to perform the work of the identified positions and must be senior to any employee displaced.
(b) The University will consult with the employees and the Union before determining the appropriate placement, as follows:
(i) consideration will first be given to placing the employee in any vacant position in the same classification or pay group; and
(ii) failing that, the least senior employee in the bargaining unit in the same classification or pay group will be displaced; and
(iii) failing that, the employee will be placed in a position at the highest of successively lower classifications or pay groups, firstly in a vacant position or alternatively in an encumbered position, in which case the least senior employee in the bargaining unit in the respective classification or pay group will be displaced.
(c) During the placement process described in (b) above, the General Worker II classification and General Worker Heavy classification shall be treated as one (1) classification.
(d) If during the placement process described in (b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.10 below, then the employees may, at the discretion of the University, be assigned to any temporary employment and paid their current rate of pay, for up to one (1) month, as an alternative to short term displacement. Any temporary placement proposed beyond one (1) month will be subject to mutual agreement of the parties.
(e) If during the three (3) month period following a placement under Article 17.05 (b) (c) and (d) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.05 (b) (c) and (d). If the employee is subsequently unable to meet the requirements of the alternate position then the employee will be placed on the recall list for a period of sixArticle
Appears in 1 contract
Samples: Collective Agreement
