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 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 be displaced; or (iii) to be placed in a temporary vacant position of more than 21 working days during which time the employee will be deemed to have the right of recall to a regular position. At the end of the temporary position the employee will be placed on the recall list for a period of 12 months in accordance with Articles 17.07 through 17.10; or (iv) to opt for recall rights in accordance with Articles 17.07 through 17.10; or (v) to terminate employment with the University forfeiting all seniority rights, with severance pay in accordance with Article 17.11. (c) Where mutual benefit is identified, the University and the Union may mutually agree to vary the options offered to the employee. (d) If during the placement process described in Article 17.06(b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.04 above, then the employee may, at the discretion of the University, be assigned to any temporary employment and paid their current (prior to layoff) rate of pay, for up to 1 month, as an alternative to short term displacement. Any temporary placement proposed beyond 1 month will be subject to mutual agreement of the parties. (e) If during the 3 month orientation period following a placement in a regular position under Article 17.06(b) and (c) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.06(b) and (c). If the employee is subsequently unable to meet the requirements of the alternate position during the 3 month orientation period for the alternate position then the employee will be placed on the recall list for a period of 6 months from the date they are laid off from the alternate position. Employees are entitled to receive from their supervisor direction, guidance and advice in achieving satisfactory performance during the 3 month period. (f) Employees who refuse to accept placement in a regular encumbered position for which they possess the required qualifications and required abilities may opt for layoff and recall rights in accordance with Articles 17.07 through 17.10 or to terminate with severance in accordance with Article 17.12.

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 Executive Director 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 be displaced; or (iii) to be placed in a temporary vacant position of more than 21 working days during which time the employee will be deemed to have the right of recall to a regular position. At the end of the temporary position the employee will be placed on the recall list for a period of 12 months in accordance with Articles 17.07 through 17.10; or (iv) to opt for recall rights in accordance with Articles 17.07 through 17.10; or (v) to terminate employment with the University forfeiting all seniority rights, with severance pay in accordance with Article 17.11. (c) Where mutual benefit is identified, the University and the Union may mutually agree to vary the options offered to the employee. (d) If during the placement process described in Article 17.06(b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.04 above, then the employee may, at the discretion of the University, be assigned to any temporary employment and paid their current (prior to layoff) rate of pay, for up to 1 month, as an alternative to short term displacement. Any temporary placement proposed beyond 1 month will be subject to mutual agreement of the parties. (e) If during the 3 month orientation period following a placement in a regular position under Article 17.06(b) and (c) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.06(b) and (c). If the employee is subsequently unable to meet the requirements of the alternate position during the 3 month orientation period for the alternate position then the employee will be placed on the recall list for a period of 6 months from the date they are laid off from the alternate position. Employees are entitled to receive from their supervisor direction, guidance and advice in achieving satisfactory performance during the 3 month period. (f) Employees who refuse to accept placement in a regular encumbered position for which they possess the required qualifications and required abilities may opt for layoff and recall rights in accordance with Articles 17.07 through 17.10 or to terminate with severance in accordance with Article 17.12.

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 be displaced; or (iii) to be placed in a temporary vacant position of more than 21 working days during which time the employee will be deemed to have the right of recall to a regular position. At the end of the temporary position the employee will be placed on the recall list for a period of 12 months in accordance with Articles 17.07 through 17.10; or (iv) to opt for recall rights in accordance with Articles 17.07 through 17.10; or (v) to terminate employment with the University forfeiting all seniority rights, with severance pay in accordance with Article 17.11. (c) Where mutual benefit is identified, the University and the Union may mutually agree to vary the options offered to the employee. (d) If during the placement process described in Article 17.06(b) above, an eligible position is identified which will not become vacant during the notice period set out in Article 17.04 above, then the employee may, at the discretion of the University, be assigned to any temporary employment and paid their current (prior to layoff) rate of pay, for up to 1 month, as an alternative to short term displacement. Any temporary placement proposed beyond 1 month will be subject to mutual agreement of the parties. (e) If during the 3 month orientation period following a placement in a regular position under Article 17.06(b) and (c) the employee is unable to meet the position requirements, the University will determine an appropriate alternate placement in accordance with Article 17.06(b) and (c). If the employee is subsequently unable to meet the requirements of the alternate position during the 3 month orientation period for the alternate position then the employee will be placed on the recall list for a period of 6 months from the date they are laid off from the alternate position. Employees are entitled to receive from their supervisor direction, guidance and advice in achieving satisfactory performance during the 3 month period. (f) Employees who refuse to accept placement in a regular encumbered position for which they possess the required qualifications and required abilities may opt for layoff and recall rights in accordance with Articles 17.07 through 17.10 or to terminate with severance in accordance with Article 17.12.