Common use of Layoff Procedures Clause in Contracts

Layoff Procedures. The City Manager may layoff regular and probationary employee(s), at any time for lack of work or other changes that have taken place. The City shall provide the Union with 30-day notice to begin employee impact discussions. The employee(s) will be given two weeks’ notice before such a layoff is to take place. The City shall meet and consult with the concerned employee organization on such matters as the timing of the layoff and the number and identity of the employee(s) affected by the layoff during the two-week period prior to the proper layoff action. A demotion or transfer to another department with the City Manager’s approval may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the classification. In the event of a layoff, those employees with the least service in the classification affected shall be laid off first and be placed on a “Recall List” and shall be eligible for recall for one year from the date of placement on the list; if a recall begins, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work available. The employee scheduled to be laid off shall be entitled to displace to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing the duties of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute the employee's waiver to return to work and eliminates any future re-employment responsibilities placed on the City. The employee will also be notified by personal email if such has been provided to the City.

Layoff Procedures. B.1 The City Manager may layoff regular and probationary employee(s)College, at any time usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for lack of work reduction or other changes that have taken placeelimination. The City shall provide the Union with 30-day individual identified to receive layoff notice to begin employee impact discussions. The employee(s) will be given two weeks’ the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice before such as possible, the Director of Human Resources shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop xxxxxxx to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to take placeoccur, the Director of Human Resources and a Union shop xxxxxxx shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The City Layoff Sub Committee shall meet and consult with the concerned employee organization on such matters as the timing receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Director of Human Resources of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the number and identity College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee(s) affected employee's request. B.7 For each alternate placement opportunity, the Director of Human Resources shall provide to the Committee: - The most current resume of the employee to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the layoff Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the two-week period prior alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the proper layoff actionposition only. A demotion Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or transfer to another department pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the City Manager’s approval may be made to prevent a layoff provided first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is qualified by education and/or experience and "able to perform". Where a temporary or permanent placement in a vacancy is capable possible, the supervisor of performing the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the classification. In position after a basic orientation, the event of a layoff, those employees with posting requirement for the least service position will be waived and the employee shall be placed in the classification affected shall be laid off position. B.12 Should either the employee or the supervisor identify, within the first and be placed on a “Recall List” and shall be eligible for recall for one year from four months of the date of placement on the list; if a recall beginsalternate employment opportunity placement, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised same or lower pay band, that there are serious problems occurring in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work availableof the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee scheduled shall maintain all rights to be laid off shall be entitled to displace increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which lower pay band, the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing will be placed in the duties of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off pay band for the same reason as bumped position and at the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute salary step that would minimize the employee's waiver to return to work and eliminates loss in pay (excluding any future re-employment responsibilities stipends previously received). Only employees with five or more years of service with the College may be placed on at Step E of the City. The employee will also be notified by personal email if such has been provided to the Citynew pay band.

Layoff Procedures. The City Manager may layoff In the event of a layoff, temporary employees in the classification shall be laid off first. Then, if further reductions in workforce or hours are necessary, regular and probationary employee(s), at any time for lack of work or other changes that have taken place. The City employees shall provide the Union with 30-day notice to begin employee impact discussions. The employee(s) will be given two weeks’ notice before such a layoff is to take place. The City shall meet and consult with the concerned employee organization on such matters as the timing of the layoff and the number and identity of the employee(s) affected by the layoff during the two-week period prior to the proper layoff action. A demotion or transfer to another department with the City Manager’s approval may be made to prevent a layoff provided the employee is qualified by education and/or experience and is capable of performing the duties of the laid off in inverse seniority within each classification. In the event of a layoff, those employees with the least service in the classification affected employee shall be laid off first and be placed on a “Recall List” and notified in writing of the impending layoff at least ten (10) working days in advance of the effective date of the layoff. The Union shall be eligible for recall for one year from the date sent copies of placement on the list; if a recall begins, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of all layoff shall be:notices. 1. Temporary employees If there is a vacant bargaining unit position in the same classification, the affected classification employee shall be removed firsthave first preference for that position and may move to that position if they have the necessary classification, education, experience, licenses, or certifications required by State or Federal regulations or other agency requirements and language proficiency. A vacant position is defined as any position within the bargaining unit which the Agency has decided to fill in which there is no incumbent. 2. Probationary employees In the absence of a vacant position as described in #1 above, the affected employee may replace a less senior employee in a classification the affected employee has previously held unless they no longer meet the minimum qualifications contained in the job description. The employee shall replace the least senior employee in that classification. The affected classification shall be removed nextemployee may choose to accept the permanent layoff rather than bump another employee from a position or move to a lower or equal classification. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work available. The employee scheduled to be laid off shall be entitled to displace to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing the duties of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the affected employee who displaced them, and shall replaces another employee in the same manner, be eligible or equal classification shall retain their current rate of pay and continue to displace receive all regular pay increases. The affected employee who bumps to a position in a lower classification in which shall enter the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties pay range of the classificationclassification at the pay rate nearest to their rate of pay. 4. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail The Agency shall provide to the affected employee at and the Union an updated seniority list with the layoff notice in order for the affected employee to determine their last options. Upon request, the Agency shall also provide the affected employee and/or the Union a listing of all known vacancies. An employee shall have seven (7) workdays after receipt of the layoff notice and seniority list are mailed to their address on file with the City Human Resources Office or by personal delivery shall constitute the employee's waiver to return to work and eliminates any future re-employment responsibilities placed on the City. The employee will also be notified by personal email if such has been provided give written notice to the CityAgency of their intention to accept a vacant position or replace another employee. If the employee fails to provide timely notice, they will forfeit placement rights pursuant to this section.

Layoff Procedures. B.1 The City Manager may layoff regular and probationary employee(s)College, at any time usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for lack of work reduction or other changes that have taken placeelimination. The City shall provide the Union with 30-day individual identified to receive layoff notice to begin employee impact discussions. The employee(s) will be given two weeks’ the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice before such as possible, the Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop xxxxxxx to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to take placeoccur, the Human Resources Department and a Union shop xxxxxxx shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The City Layoff Sub Committee shall meet and consult with the concerned employee organization on such matters as the timing receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Human Resources Department of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the number and identity College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee(s) affected employee's request. B.7 For each alternate placement opportunity, the Human Resources Department shall provide to the Committee: - The most current resume of the employee to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the layoff Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the two-week period prior alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the proper layoff actionposition only. A demotion Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or transfer to another department pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the City Manager’s approval may be made to prevent a layoff provided first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is qualified by education and/or experience and "able to perform". Where a temporary or permanent placement in a vacancy is capable possible, the supervisor of performing the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the classification. In position after a basic orientation, the event of a layoff, those employees with posting requirement for the least service position will be waived and the employee shall be placed in the classification affected shall be laid off position. B.12 Should either the employee or the supervisor identify, within the first and be placed on a “Recall List” and shall be eligible for recall for one year from four months of the date of placement on the list; if a recall beginsalternate employment opportunity placement, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised same or lower pay band, that there are serious problems occurring in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work availableof the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee scheduled shall maintain all rights to be laid off shall be entitled to displace increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which lower pay band, the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing will be placed in the duties of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off pay band for the same reason as bumped position and at the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute salary step that would minimize the employee's waiver to return to work and eliminates loss in pay (excluding any future re-employment responsibilities stipends previously received). Only employees with five or more years of service with the College may be placed on at Step E of the City. The employee will also be notified by personal email if such has been provided to the Citynew pay band.

Layoff Procedures. B.1 The City Manager may layoff regular and probationary employee(s)College, at any time usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for lack of work reduction or other changes that have taken placeelimination. The City shall provide the Union with 30-day individual identified to receive layoff notice to begin employee impact discussions. The employee(s) will be given two weeks’ the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice before such as possible, the Director of Human Resources shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop xxxxxxx to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to take placeoccur, the Director of Human Resources and a Union shop xxxxxxx shall meet with the employee affected and his/her supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The City Layoff Sub Committee shall meet and consult with the concerned employee organization on such matters as the timing receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Director of Human Resources of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the number and identity College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee(s) affected employee's request. B.7 For each alternate placement opportunity, the Director of Human Resources shall provide to the Committee: - the most current resume of the employee to be relocated - an up-to-date seniority list for CUPE Local 2081 - a list, in seniority order, of employees and their positions within each pay band - a list of retirements expected to be occurring within the next twelve months - a list of positions expected to be vacant within the next twelve months - job descriptions and such other information as requested by the layoff Committee - employee's preference (if any) with respect to hours of work B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the two-week period prior alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the proper layoff actionposition only. A demotion Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate - 4th class, journeyman trades certificate, or transfer to another department pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the City Manager’s approval may be made to prevent a layoff provided first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is qualified by education and/or experience and "able to perform". Where a temporary or permanent placement in a vacancy is capable possible, the supervisor of performing the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the classification. In position after a basic orientation, the event of a layoff, those employees with posting requirement for the least service position will be waived and the employee shall be placed in the classification affected shall be laid off position. B.12 Should either the employee or the supervisor identify, within the first and be placed on a “Recall List” and shall be eligible for recall for one year from four months of the date of placement on the list; if a recall beginsalternate employment opportunity placement, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised same or lower pay band, that there are serious problems occurring in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work availableof the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: a) Wherever possible, a junior position in the same pay band with the same or greater hours. b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in a lower pay band closest to the employee's pre- layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre- layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee scheduled shall maintain all rights to be laid off shall be entitled to displace increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which lower pay band, the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing will be placed in the duties of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off pay band for the same reason as bumped position and at the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute salary step that would minimize the employee's waiver to return to work and eliminates loss in pay (excluding any future re-employment responsibilities stipends previously received). Only employees with five or more years of service with the College may be placed on at Step E of the City. The employee will also be notified by personal email if such has been provided to the Citynew pay band.

Layoff Procedures. The City Manager may layoff regular In case of a layoff, the following procedure shall be applied with respect to full-time and probationary employee(s), at any part-time for lack of work or other changes that have taken placeemployees (This section does not apply to per diem employees): 1. The City shall provide Employer will first seek volunteers. 2. If the Union with 30-day notice to begin employee impact discussions. The employee(s) number of volunteers is insufficient, then employees will be given two weeks’ notice before such a layoff is to take place. The City shall meet and consult laid off, starting with the concerned least senior/most junior employee organization on such matters as in the timing classification(s) or department(s) affected, then 3. If there are any vacant bargaining unit positions, the most senior affected employee shall be offered a choice of the layoff and the number and identity of the employee(s) affected by the layoff during the two-week period prior to the proper layoff action. A demotion or transfer to another department with the City Manager’s approval may be made to prevent a layoff provided any vacant position for which the employee is qualified by education and/or experience to perform the job, provided that for jobs that do not require certification or a license, “qualified” shall mean the ability to do the job without the need for training or an orientation period (This continues through each affected employee in seniority order.), then 4. If there are no vacant positions available, an most senior affected employee will be given the choice of bumping another employee, in a position for which the employee is qualified to perform the job, provided that for jobs that do not require certification or a license, “qualified” shall mean the ability to do the job without the need for training or an orientation period (This continues through each affected employee in seniority order.). 5. If an employee chooses not to bump as set forth in 3.06C (4), the employee will have been deemed to have waived his/her bumping rights and is capable of performing will be placed in a layoff status. 6. A full-time employee can bump a less senior full-time or less senior part-time employee at the duties option of the classificationaffected employee. In A part-time employee can only bump a less senior part-time employee. 7. Following the event meeting set forth in B above, if layoffs still need to occur, the Employer shall send notice of layoff to the Union and the affected employees either by personal delivery in the Employer or by certified and regular mail to the address provided by the employee. It shall be the responsibility of the employee to provide an address at which the employee can be reached in a layofftimely fashion of the sending of the notice by the Employer. 8. Each employee who receives such notice and wishes to consider his/her options, those employees may schedule to meet with the least service in the classification affected shall be laid off first Director of Human Resources and be placed on a “Recall List” and shall be eligible for recall for one year Union Representative. Each employee will have forty-eight (48) hours from the date of placement on such meeting to advise the list; if a recall begins, the most senior employees laid off in the classifications required shall be recalled first. Strict application Employer of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed firstwhether or not they intend to exercise their bumping rights. 9. Employees who choose to bump and meet all the necessary prerequisites described above, will (1) be paid at the rate for the position for which they bump into; and, (2. Probationary employees in ) work the affected classification shall be removed next. 3. Exceptional circumstances may include shift for the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work available. The employee scheduled to be laid off shall be entitled to displace to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing the duties they bump into regardless of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute the employee's waiver to return to work and eliminates any future re-employment responsibilities placed on the City. The employee will also be notified by personal email if such has been provided to the Cityhours worked previously.

Layoff Procedures. ‌ B.1 The City Manager may layoff regular and probationary employee(s)College, at any time usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for lack of work reduction or other changes that have taken placeelimination. The City shall provide the Union with 30-day individual identified to receive layoff notice to begin employee impact discussions. The employee(s) will be given two weeks’ the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice before such as possible, the Human Resources Department shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop xxxxxxx to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to take placeoccur, the Human Resources Department and a Union shop xxxxxxx shall meet with the employee affected and their supervisor or other departmental support person. At that meeting, the employee shall be advised of the confirmation of the layoff, the effective date and the options available to them. Such information will also be supplied in writing and shall constitute the formal notification of layoff. The City Layoff Sub Committee shall meet and consult with the concerned employee organization on such matters as the timing receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Human Resources Department of their choice of option. If the employee wishes to exercise their right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within their personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the number and identity College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee(s) affected employee's request. B.7 For each alternate placement opportunity, the Human Resources Department shall provide to the Committee: - The most current resume of the employee to be relocated. - An up-to-date seniority list for CUPE Local 2081. - A list, in seniority order, of employees and their positions within each pay band. - A list of retirements expected to be occurring within the next twelve months. - A list of positions expected to be vacant within the next twelve months. - Job descriptions and such other information as requested by the layoff Committee. - Employee's preference (if any) with respect to hours of work. B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the two-week period prior alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have their wage, benefits, increments and right to wage increases protected in the pay band they were receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the proper layoff actionposition only. A demotion Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate – 4th class, journeyman trades certificate, or transfer to another department pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the City Manager’s approval may be made to prevent a layoff provided first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is qualified by education and/or experience and "able to perform". Where a temporary or permanent placement in a vacancy is capable possible, the supervisor of performing the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the classification. In position after a basic orientation, the event of a layoff, those employees with posting requirement for the least service position will be waived and the employee shall be placed in the classification affected shall be laid off position. B.12 Should either the employee or the supervisor identify, within the first and be placed on a “Recall List” and shall be eligible for recall for one year from four months of the date of placement on the list; if a recall beginsalternate employment opportunity placement, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised same or lower pay band, that there are serious problems occurring in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work availableof the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: (a) Wherever possible, a junior position in the same pay band with the same or greater hours. (b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in the same pay band with less hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee scheduled shall maintain all rights to be laid off shall be entitled to displace increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which lower pay band, the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing will be placed in the duties of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off pay band for the same reason as bumped position and at the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute salary step that would minimize the employee's waiver to return to work and eliminates loss in pay (excluding any future re-employment responsibilities stipends previously received). Only employees with five or more years of service with the College may be placed on at Step E of the City. The employee will also be notified by personal email if such has been provided to the Citynew pay band.

Layoff Procedures. The City Manager may layoff regular In case of a layoff, the following procedure shall be applied with respect to full-time and probationary employee(s), at any part-time for lack of work or other changes that have taken placeemployees (This section does not apply to per diem employees): 1. The City shall provide Employer will first seek volunteers. 2. If the Union with 30-day notice to begin employee impact discussions. The employee(s) number of volunteers is insufficient, then employees will be given two weeks’ notice before such a layoff is to take place. The City shall meet and consult laid off, starting with the concerned least senior/most junior employee organization on such matters as in the timing classification(s) or department(s) affected, then 3. If there are any vacant bargaining unit positions, the most senior affected employee shall be offered a choice of the layoff and the number and identity of the employee(s) affected by the layoff during the two-week period prior to the proper layoff action. A demotion or transfer to another department with the City Manager’s approval may be made to prevent a layoff provided any vacant position for which the employee is qualified by education and/or experience to perform the job, provided that for jobs that do not require certification or a license, “qualified” shall mean the ability to do the job without the need for training or an orientation period (This continues through each affected employee in seniority order.), then 4. If there are no vacant positions available, an most senior affected employee will be given the choice of bumping another employee, in a position for which the employee is qualified to perform the job, provided that for jobs that do not require certification or a license, “qualified” shall mean the ability to do the job without the need for training or an orientation period (This continues through each affected employee in seniority order.). 5. If an employee chooses not to bump as set forth in 3.06C (4), the employee will have been deemed to have waived his/her bumping rights and is capable of performing will be placed in a layoff status. 6. A full-time employee can bump a less senior full-time or less senior part-time employee at the duties option of the classificationaffected employee. In A part-time employee can only bump a less senior part-time employee. 7. It shall be the event responsibility of the employee to provide an address at which the employee can be reached in a layofftimely fashion of the sending of the notice by the Employer. 8. Each employee who receives such notice and wishes to consider his/her options, those employees may schedule to meet with the least service in the classification affected shall be laid off first Director of Human Resources and be placed on a “Recall List” and shall be eligible for recall for one year Union Representative. Each employee will have forty-eight (48) hours from the date of placement on such meeting to advise the list; if a recall begins, the most senior employees laid off in the classifications required shall be recalled first. Strict application Employer of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed firstwhether or not they intend to exercise their bumping rights. 9. Employees who choose to bump and meet all the necessary prerequisites described above, will (1) be paid at the rate for the position for which they bump into; and, (2. Probationary employees in ) work the affected classification shall be removed next. 3. Exceptional circumstances may include shift for the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work available. The employee scheduled to be laid off shall be entitled to displace to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing the duties they bump into regardless of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off for the same reason as the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute the employee's waiver to return to work and eliminates any future re-employment responsibilities placed on the City. The employee will also be notified by personal email if such has been provided to the Cityhours worked previously.

Layoff Procedures. B.1 The City Manager may layoff regular and probationary employee(s)College, at any time usually through the Budget Development Committee, shall identify the specific staff positions that are being considered for lack of work reduction or other changes that have taken placeelimination. The City shall provide the Union with 30-day individual identified to receive layoff notice to begin employee impact discussions. The employee(s) will be given two weeks’ the most junior employee within the job description AND within a department or normal working cluster of departments where position transfers occur without postings. Campus location shall not be considered in identifying the most junior employee within the job description. B.2 With as much notice before such as possible, the Director of Human Resources shall discuss the potential layoff(s) with a representative of CUPE Local 2081. B.3 A meeting with the employee potentially affected will be arranged by the supervisor and a Union shop xxxxxxx to advise the employee of the possible layoff situation. B.4 When a layoff is confirmed to take place. The City occur, the Director of Human Resources and a Union shop xxxxxxx shall meet and consult with the concerned employee organization on such matters as affected and his/her supervisor or other departmental support person. At that meeting, the timing employee shall be advised of the confirmation of the layoff, the effective date and the options available to him/her. Such information will also be supplied in writing and shall constitute the formal notification of layoff. 1998/2002 Collective Agreement CUPE Local 2081 and Camosun College The Layoff Sub Committee shall receive a copy of the layoff letter. B.5 The employee shall be given a period of seven calendar days in which to advise the Director of Human Resources of his/her choice of option. If the employee wishes to exercise his/her right to alternate employment opportunities, the employee will be encouraged to immediately update the information contained within his/her personnel file to include current qualifications, skills, abilities and references. B.6 When an employee requests an alternate employment opportunity within the number and identity College, the Layoff Sub Committee shall be responsible for identifying such alternate employment opportunities. The process of identifying alternate employment opportunities will be initiated within seven calendar days of the employee(s) affected employee's request. B.7 For each alternate placement opportunity, the Director of Human Resources shall provide to the Committee: - the most current resume of the employee to be relocated - an up-to-date seniority list for CUPE Local 2081 - a list, in seniority order, of employees and their positions within each pay band - a list of retirements expected to be occurring within the next twelve months - a list of positions expected to be vacant within the next twelve months - job descriptions and such other information as requested by the layoff Committee - employee's preference (if any) with respect to hours of work B.8 An alternate employment opportunity shall include consideration of the following actions: - Waiving of the posting requirement for current vacancies. - Building employment bridging through the use of vacancies, term positions and/or unpaid leaves of absence to place the employee in a future vacancy. As well, the Layoff Sub Committee may canvas other employees who may wish to trade positions with the laid off employee during the two-week period prior alternate employment opportunity. B.9 When a regular employee is placed in an alternate employment opportunity, the employee shall have his/her wage, benefits, increments and right to wage increases protected in the pay band he/she was receiving at the time of layoff. B.10 Salary protection shall be for the basic pay band assigned to the proper layoff actionposition only. A demotion 1998/2002 Collective Agreement CUPE Local 2081 and Camosun College Salary protection will not be extended to cover any stipends for teaching, B.C. stationary engineers certificate - 4th class, journeyman trades certificate, or transfer to another department pesticide certificate when that work is not actually being performed. Salary protection shall occur for a maximum of six months in a twelve month period, beginning with the City Manager’s approval may be made to prevent a layoff provided first alternate opportunity placement. B.11 In identifying alternate employment opportunities, the Layoff Sub Committee shall review all vacancy opportunities for positions which the employee is qualified by education and/or experience and "able to perform". Where a temporary or permanent placement in a vacancy is capable possible, the supervisor of performing the vacant position shall be consulted about the requirements of the job. Where the Committee agrees that the employee could be reasonably expected to perform the duties of the classification. In position after a basic orientation, the event of a layoff, those employees with posting requirement for the least service position will be waived and the employee shall be placed in the classification affected shall be laid off position. B.12 Should either the employee or the supervisor identify, within the first and be placed on a “Recall List” and shall be eligible for recall for one year from four months of the date of placement on the list; if a recall beginsalternate employment opportunity placement, the most senior employees laid off in the classifications required shall be recalled first. Strict application of seniority shall prevail unless exceptional circumstances occur of which the concerned employee organization shall be fully apprised same or lower pay band, that there are serious problems occurring in advance. The order of layoff shall be: 1. Temporary employees in the affected classification shall be removed first. 2. Probationary employees in the affected classification shall be removed next. 3. Exceptional circumstances may include the desirability of maintaining a balanced department or work unit and retaining employees in the classification, department, or section who have the ability to perform the work availableof the new position, the Layoff Sub Committee will cancel the placement and process an alternate employment opportunity if possible. When placement is in a higher pay band, a trial period as defined in Article 14.05 shall apply. B.13 When an alternate employment opportunity has been actioned, both the employee and the supervisor will be requested to provide feedback to the Layoff Sub Committee regarding the appropriateness of the placement and the effectiveness of the Policy. B.14 Should the Layoff Sub Committee be unable to identify any alternate employment opportunities, the employee must choose one of the other identified options. B.15 When an employee chooses the severance option, the severance amount as calculated under Article 15.05 shall be reduced by the additional wages required to provide salary protection. B.16 In the following order, the Layoff Sub Committee shall identify the position(s) the employee is able to perform and the related pay band(s) that the employee will move to: a) Wherever possible, a junior position in the same pay band with the same or greater hours. b) Where (a) is not possible, the following options will be considered in order to minimize the economic impact to the laid off employee: 1998/2002 Collective Agreement CUPE Local 2081 and Camosun College - A junior position in a higher pay band with the same or greater hours, when the employee has previously held the position and successfully completed a probationary or trial period therein. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with the same or greater hours. - A junior position in a lower pay band closest to the employee's pre-layoff pay band with less hours. * A junior position will be the most junior position that satisfies the intent, not necessarily the junior position in the pay band. B.17 Where more than one position is feasible, but they are significantly different in nature, the Layoff Sub Committee shall consult with the employee prior to making the final decision. B.18 Where the bumping situation defined in #16 is to a position at the same or higher pay band as that currently received by the employee, the employee shall be placed at the pay step that is equal to the employee's current rate. If no rate is equal, the employee will be placed at the next pay step which is higher than the current rate. If the employee is placed at a pay step that is equal to their current rate, the employee shall receive credit for service in the step of the original pay band, towards their next increment. The employee scheduled shall maintain all rights to be laid off shall be entitled to displace increments and any further salary increases. B.19 Where the bumping situation identified in #16 is to a position in a classification occupied by an employee with less overall City (displacement seniority) seniority provided it is in a position in which lower pay band, the employee formerly held a regular appointment, and is qualified by education and/or experience, and is capable of performing will be placed in the duties of the classification. The employee with the least displacement seniority shall be displaced by the employee scheduled for layoff. The employee displaced shall be considered as laid off pay band for the same reason as bumped position and at the employee who displaced them, and shall in the same manner, be eligible to displace to a position in a classification in which the employee formerly held a regular appointment and is qualified by education and/or experience, and is capable of performing the duties of the classification. Failure to return to work from layoff within 15 calendar days after notice to return by certified or registered mail to the employee at their last known address on file with the City Human Resources Office or by personal delivery shall constitute salary step that would minimize the employee's waiver to return to work and eliminates loss in pay (excluding any future re-employment responsibilities stipends previously received). Only employees with five or more years of service with the College may be placed on at Step E of the City. The employee will also be notified by personal email if such has been provided to the Citynew pay band.