Common use of Layoff Procedure Clause in Contracts

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (viivi) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When ‌ So as to minimize the Employer determines that a reduction in disruption on the number of employees or a reduction in bargaining unit and the number of an Employer's operations and prior to laying off any employee's hours of work is necessary, the parties agree to provide the following procedures will options to affected full-time and part-time employees. Where options contained in (a)(4) or (a)(5) below are not the preference of the affected employee then all other options set out below shall be adopted:available to the employee in sequential order. (a) The Employer will provide advance notice An employee affected by layoff who has five or more years of service shall choose: (1) to fill a vacancy, at the Association and same salary level, within her seniority block, for which she is qualified; or (2) to displace a less senior employee within her seniority block providing she is qualified to perform the affected employee in accordance with Article 16.5 job functions; or (Advance Notice 3) retraining pursuant to Clause 12.3; or (4) to be placed on the Association of Layoff), and Article 16.6 recall list pursuant to Clause 12.6; or (Notice of Layoff 5) to Affected Employees)claim severance pay pursuant to Clause 12.7. (b) During A full-time or part-time employee affected by layoff who has less than five years of service may select from the notice periodoptions contained in Clauses 12.4(a)(1), the Employer 12.4(a)(2), 12.4(a)(4), and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded12.4(a)(5). (c) Consistent with the reasons Part-time employees will not be allowed to exercise their seniority to displace a full-time employee or to claim a full-time vacancy. Part-time employees may exercise their displacement rights in relation to part-time work or casual work. Full-time employees may exercise their seniority to displace employees or claim available work for layoff given pursuant to Article 16.1 (Reasons for Layoff)which they are qualified that is full-time, employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows belowpart-time or casual work. (id) Student workers in The employee may request the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categoriesassistance of a xxxxxxx at any time during this procedure. (ie) Student workers in The employee must convey her intent to the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off nextHuman Resources Manager within five workdays. (vif) Probationary Type B faculty Where applicable, the Human Resources Manager will review the displacement option selected in conjunction with the manager of the proposed branch into which the employee chooses to displace. The Human Resources Manager and/or Branch Manager will respond to an employee's displacement option within three workdays. Approval will not be unreasonably withheld. (g) In accordance with Clause 12.4(c) and for the purposes of Clause 12.4(a)(2), the employee to be displaced will be the least senior employee, in a lower classification for which the laid off next;employee is qualified. (viih) Non-probationary Type B faculty will This procedure must be laid off only after the preceding categoriescompleted within two weeks.

Layoff Procedure. When Section 18.1 It is the Employer determines that intent of WFSE to provide job security for its employees and to avoid layoffs. A layoff is defined as a reduction lack of work, changes in work, a lack of funds, or fewer positions available than the number of permanent employees or entitled to such positions. The parties agree that should conditions for a reduction layoff exist, the Union will be notified at least thirty (30) calendar days in advance of intended layoff implementation. As soon as possible thereafter, the parties will jointly consider creative alternatives in lieu of layoff through the Union/Management Committee process in Article 11. Discussions will include, but not be limited to, a review of all vacant positions and those held by non-permanent employees and early retirement options. Section 18.2 If it becomes necessary to reduce the number of an employee's hours of work is necessarypermanent bargaining unit members, the following procedures will apply: A. The Executive Director will determine which position(s) by job type(s) and location(s) are to be abolished and the effective date of such action. This determination will be adopted: (abased on the position(s) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoffbe abolished, not named bargaining unit member(s), and Article 16.6 (Notice of Layoff to Affected Employees)the position(s) affected will be those held by the least senior bargaining unit member(s) within job type and location. (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area B. No permanent bargaining unit member will be laid off first; without first being offered any positions at the same or lower salary for which the bargaining unit member qualifies and which are held by non-permanent employees or are funded vacancies. Permanent bargaining unit members will be notified of these options in lieu of layoff and will have seven (ii7) Auxiliary workers work days to choose an option. If the bargaining unit member is in leave status during the notification period, an extension will be granted. If more than one employee wishes the same vacancy, seniority will determine which employee will be awarded the position. If a permanent bargaining unit member is awarded a vacancy in lieu of layoff, he/she will be reassigned to that position and employees will not be laid off. Bargaining unit members who do not respond will be laid off next;off. C. A Permanent bargaining unit member who must relocate their residence due to the exercise of a layoff option to remain employed with WFSE, will receive reimbursement of relocation moving expenses up to $500 for a move of 100 miles or more. D. Permanent bargaining unit members who are eligible to retire within five (iii5) Type C years of the effective date of the layoff and D probationary employees elect to retire early will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categoriesprovided severance pay in accordance with Section 18.7. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. ‌ When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Where a surplus of employee(s) within a classification exists on a shift, the Employer will provide advance may serve a notice of lay-off to the Association and to most junior employee(s) in the affected employee same classification on that shift. However, if the employee(s) thus served with notice have greater seniority than an employee(s) on another shift in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employeessame classification; they may bump such most junior employee(s). (b) During A employee who is subject to layoff shall have the notice periodright to either: (i) accept the layoff; or (ii) first (1st) bump a employee with less bargaining unit seniority within her bargaining unit (full-time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the Employer and duties of the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices lower or the layoffs may be rescindedidentical paying classification without training other than orientation. (ciii) Chain bumping will be allowed with the understanding that an employee subject to layoff 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 reasons for layoff given pursuant opportunity to Article 16.1 (Reasons for Layoff)chain bump, all employees who are assigned to similar duties and have similar qualifications potentially impacted will be selected for given notice of layoff in reverse order staff at the outset of seniority, within categories, as follows belowthe process. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid 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 next; employee is within one percent (vi1%) Type A nonof the laid-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off nextemployee’s straight time hourly wage rate. (vi) Probationary Type B faculty will be 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 ten percent (10%) of the laid-off next;employee’s regularly scheduled bi-weekly hours within her classification. (vii) Non-probationary Type B faculty When an employee subject to layoff chooses to bump and there are no employees with less seniority within her bargaining unit, the seniority lists will be merged and the laid-off employee may bump into the other bargaining unit. 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 lower or identical paying classifications as defined in this article, a laid-off employee will have the right to displace a employee with less seniority, who has scheduled hours equal to or less than the employee laid off, in a classification where the straight time hourly rate at the level of service corresponding to that of the laid-off only after employee is within five percent (5%) of the preceding categorieslaid-off employee’s straight time hourly rate provided she is qualified for and can perform the duties without training other than orientation. (ix) The decision of the employee to choose (i) or (ii) above shall be given in writing to the Administrator within three (3) days following the notification of layoff. Employees failing to do so will be deemed to have accepted the layoff.

Layoff Procedure. When the Employer University College determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer University College will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 18.5 (Advance Notice to the Association of Layoff), and Article 16.6 18.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer University College and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 18.1 (Reasons for LayoffLayoff ), employees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. Before laying off any employee from the categories below, the University College will remove from employment all student workers in that area. (i) Student workers in the area auxiliary employees will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iviii) Type C and Type D employees will be laid off next; (viv) Type A probationary employees will be laid off next; (viv) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area auxiliary employees will be laid off first; (ii) Auxiliary workers and employees probationary sessionals will be laid off next; (iii) Probationary Sessionals sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary probationary Type B faculty will be laid off next; (viiv) Nonnon-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. (a) Permanent employees shall be laid off in reverse order of seniority pursuant to the following subsections: (1) Permanent employees designated for layoff shall be offered, in seniority order, provided the employee has the skill, knowledge and ability to perform the duties required, the option of placement into a vacancy in either: (i) his/her geographic work location, or (ii) another geographic work location, in which case Article 12.1(e) will apply. (2) Permanent employees, designated for layoff, shall have the right to bump a more junior bargaining unit employee, provided the senior employee has the skill, knowledge and ability to perform the duties required after orientation of one (1) week. (3) Upward bumping to a higher paid classification is not permitted under this article. (4) When a senior employee bumps a junior employee, the Employer determines that a reduction in senior employee shall assume the number of employees or a reduction in the number of an employee's hours of work is necessary, of the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees)position into which he/she bumps. (b) During To be eligible to bump a more junior employee under this article, employees designated for xxxxxx must notify the notice periodDirector or designate of their intention to do so, within ten (10) regular business days after being so designated. Failure by the Employer and the Association employee to do so shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescindedresult in loss of all bumping rights. (c) Consistent with The Employer shall notify employees designated for layoff, four (4) calendar weeks prior to the reasons effective date of their layoff. After three (3) years of continuous service, an additional calendar weeks' notice shall be provided for each year of continuous service, to a maximum of eight (8) calendar weeks' notice. (d) As an alternative to the layoff given pursuant of a junior employee under this article, a senior employee may voluntarily offer to Article 16.1 take layoff and to be placed on the recall list, provided the junior employee to be retained has the skill, knowledge and ability to perform the work available. (Reasons for Layoff), e) The Employer shall pay reasonable relocation costs incurred by employees who are assigned required to similar duties and have similar qualifications will be selected relocate their permanent residence more than fifty (50) kilometres from their original place of residence as a result of bumping into that position after being laid off, to a maximum reimbursement of twenty-five hundred dollars ($2,500) for layoff in reverse order of seniority, within categories, as follows belowany one relocation. The employee must provide receipts to support all reimbursements requested under this section. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; (iv) Sessionals will be laid off next; (v) Limited Term faculty will be laid off next. (vi) Probationary Type B faculty will be laid off next; (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.

Layoff Procedure. When the Employer determines that a reduction in the number of employees or a reduction in the number of an employee's hours of work is necessary, the following procedures will be adopted: (a) The Employer will provide advance notice to the Association and to the affected employee in accordance ac- cordance with Article 16.5 (Advance Notice to the Association of Layoff), and Article 16.6 (Notice of Layoff to Affected Employees). (b) During the notice period, the Employer and the Association shall meet to discuss alternative measures to layoff. To the extent that the parties agree to alternative measures, the layoff notices or the layoffs may be rescinded. (c) Consistent with the reasons for layoff given pursuant to Article 16.1 (Reasons for Layoff), employees em- ployees who are assigned to similar duties and have similar qualifications will be selected for layoff in reverse order of seniority, within categories, as follows below. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Type C and D probationary employees will be laid off next; (iv) Type C and Type D employees will be laid off next; (v) Type A probationary employees will be laid off next; (vi) Type A non-probationary employees will be laid off only after the preceding categories. (i) Student workers in the area will be laid off first; (ii) Auxiliary workers and employees will be laid off next; (iii) Probationary Sessionals will be laid off next; ; (iv) Sessionals will be laid off next; (iv) (v) Limited Term faculty will be laid off next. (v) (vi) Probationary Type B faculty will be laid off next; (vi) (vii) Non-probationary Type B faculty will be laid off only after the preceding categories.