Layoff Procedures, Consultation and Employee Options Sample Clauses

Layoff Procedures, Consultation and Employee Options. ‌ (a) The layoff notice will list the options available to the employee and when possible the position(s) available for placement. At the time layoff notice is served the employee will be entitled to meet with a Union and University representative. This meeting will occur as soon as possible after the layoff notice has been served and in any event no later than 5 working days from date of notice. The purpose of this meeting will be to clarify the options available to the employee. (b) Within 2 working days of this meeting the employee will advise the Department Head and Director of Labour Relations of the option(s) selected. The University will first place the employee in an appropriate vacancy. Other options will be acted on only in the event an appropriate vacancy does not become available. (c) An appropriate vacancy is a regular vacant position which is at the same classification level or Pay Band as the employee’s current (prior to layoff) position, which most closely approximates the employee’s current (prior to layoff) annual salary and hours worked and for which the employee possesses the required qualifications and required abilities.

Layoff Procedures, Consultation and Employee Options. (a) The layoff notice will list the options available to the employee and when possible the position(s) available for placement. At the time layoff notice is served the employee will be entitled to meet with a Union and University representative. This meeting will occur as soon as possible after the layoff notice has been served and in any event no later than 5 working days from date of notice. The purpose of this meeting will be to clarify the options available to the employee. (b) Within 2 working days of this meeting the employee will advise the Associate Vice President of Human Resources of the option(s) selected. The University will first place the employee in an appropriate vacancy. Other options will be acted on only in the event an appropriate vacancy does not become available. (c) An appropriate vacancy is a regular vacant position which is at the same classification level or Pay Band as the employee’s current (prior to layoff) position, which most closely approximates the employee’s current (prior to layoff) annual salary and hours worked and for which the employee possesses the required qualifications and required abilities. (d) Employees who exercise their rights to have their employment continued will not suffer any loss of wages, rights or benefits during the placement process up to the point when the employee is placed on the recall list. (a) In determining the list of options available to the employee: (i) The University will identify eligible regular positions at the same classification level or Pay Band as the employee’s current (prior to layoff) position, which most closely approximate the current (prior to layoff) annual salary and hours worked by the employee. (ii) The employee must possess the required qualifications and required abilities to perform the work of the identified positions and must be senior to any employee displaced for the position to be considered an option. (b) The options offered to the employee will be as follows: (i) to be placed in an eligible encumbered position held by the least senior employee in the bargaining unit in the same classification level or Pay Band in which case that employee will be displaced; or (ii) to be placed in a position at the highest of successively lower classification levels or Pay Bands, firstly in a vacant regular position or alternatively in an encumbered position, in which case the least senior employee in the bargaining unit in the respective classification level or Pay Band will b...