Common use of Layoff Procedures, Consultation and Employee Options Clause in Contracts

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 Department Head and Director Associate Vice President of Labour Relations 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.

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 Associate Vice President of Labour Relations 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.