Layoff Protection Sample Clauses
Layoff Protection. (a) No employee, except bus drivers, shall be laid off during the term of this collective agreement except in the case where a school is closed or partially closed for a school term. No employee shall be laid off by a partial closure unless:
(i) the partial closure affects eight (8) or more classroom equivalents (fifty percent (50%) of a full-time work assignment), or
(ii) an employee currently working less than fifty percent (50%) of a full-time work assignment is the only employee affected.
(b) In the event a school is closed or partially closed, affected employees other than bus drivers, may exercise their rights under Article 13. The junior employee displaced or an employee who opts not to exercise his/her seniority rights shall continue to be paid at his/her current hours and rate of pay for the first twelve (12) months of the eighteen (18) month layoff period provided under articles 11.08 and 13.05. During such twelve (12) month period, such employees may be assigned to another school and may be assigned temporary work within his/her classification as required, including work at other schools. Where applicable, the provincial Travel Regulations will apply to such temporary assignments.
(c) When a bus run is eliminated and a driver is to be displaced, the driver may exercise his/her rights under Article 13. The junior driver displaced, or a driver who opts not to exercise his/her seniority rights, shall be assigned temporary duties within the bus driver classifications as required and shall continue to be paid at his/her current hours and rate of pay for the first twelve (12) months of the eighteen (18) month layoff period provided under articles 11.08 and
Layoff Protection. 117 117 119 PSDS-Operation Numbers Accounting Period Report . . . . . . . . 119 Casuals - Accounting Period Report . . . . . . . . . . . . . . . . . . . . . . 120 Casuals - Accounting Period Report By Week . . . . . . . . . . . . . . 120 Casuals - In Excess of 12.5% . . . . . . . . . . . . . . . . . . . . . . . . . . . . USPS Installations . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Implementation of Installation Measurement of Casuals . . . . . . . Cross Craft . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 121 121 122 122 Part-Time Regulars . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122 Conversion of Mail Handler Craft Employees . . . . . . . . . . . . . . 123 Improper By-Pass Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . Overtime/Acting Supervisor-204b . . . . . . . . . . . . . . . . . . . . . . . . 124 124 Promotion Pay Anomaly Annual Leave Carry-over . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 125 125 Annual Leave Exchange Option . . . . . . . . . . . . . . . . . . . . . . . . . 126 Leave Sharing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 126 Lwop in Lieu of Sl/Al . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 127 Sick Leave for Dependent Care . . . . . . . . . . . . . . . . . . . . . . . . . . Part-Time Flexible Court Leave . . . . . . . . . . . . . . . . . . . . . . . . . .
Layoff Protection. 2.1. Employees covered by this agreement at its signing are entitled to a lay off benefit credit of five (5) weeks for each year of cumulated compensated service or major portion thereof.
2.2. This protection is not intended to apply to layoffs that result from a downturn in business or to apply to layoffs that result from seniority moves resulting in bumping and displacements.
2.3. Upon implementation of the change, the junior employee(s) working at the time will be designated as being entitled to layoff benefits provided that they: • are represented by the TCRC Divisions 320 or 821, • are directly and adversely affected by this change, • are regularly assigned to a position in either the Coquitlam / ▇▇▇▇▇▇▇ Bank or Kamloops terminal under the terms of the current collective agreements on the effective date, and • have at least two years cumulative compensated service (CCS) on the effective date.
2.4. A layoff benefit will be eliminated for each attrition within the Coquitlam / ▇▇▇▇▇▇▇ Bank or Kamloops terminals whether it be as a result of a retirement, death, resignation, permanent relocation or early retirement. A reduction in lay off benefits under this clause is understood to mean the removal of the senior employee with such entitlement.
2.5. Weekly layoff benefits will be made available to eligible employees covered by this agreement for each full week of seven (7) consecutive calendar days of lay off (herein called a "claim week") provided all the following conditions are met:
2.5.1. The employee must be laid off. An employee will not be regarded as laid off:
2.5.1.1. During any day or period in which employment is interrupted; • By approved leave of absence for any reason • Sickness • Disciplinary action (including time held out of service pending investigation) • Failure to exercise seniority on the District except in cases in which the displacing employee would cause a lay-off at the new terminal • Retirement • Act of God, including but not limited to fire, flood, tempest or earthquake • A reduction or cessation of work due to Strikes by employees of the Railway
2.5.1.2. During any interval between the time that the employee is recalled to service after a period of lay off and the actual time the employee resumes work; except that an employee who does not, as a consequence of the foregoing, return to service on the day work is available shall be governed by the provisions of the Agreement, on the same basis as if they had returned to work on the...
Layoff Protection. The Employer agrees that employees within the Core Group will not be subject to layoff. Prior to the layoff of regular employees beyond the Core Group the Employer may within a geographic location, canvass any of the Core Group employees to invite:
(a) resignation with severance as provided in 13.3, or (b) where eligible, early retirement.
Layoff Protection. The Employer agrees that the senior fifteen (15) employees will not be subject to layoff. This number will be further reduced by attrition and become zero (0) at the end of the current MOT contract. This number may also be reduced by the removal of work, including road devolution and service area redefinition. In the event the scope of work in the service area is changed as described above, the parties agree to meet and to renegotiate the core group number. The parties seeking the adjustment shall notify the other, in writing and the onus for justifying any proposed change shall rest with the party initiating the process. Discussion for any adjustment to the core group number shall be facilitated through the Labour Management Committee, which will meet within two (2) weeks of notice being given. Should the parties fail to agree on an appropriate core group the matter shall be referred to arbitration pursuant to Article 9 for resolution. The Employer may implement the change until a settlement is reached.
Layoff Protection. The Employer agrees that employees listed in Memorandum of Understanding #7, will not be subject to layoff. In the event the scope of work in the service area is changed by the Province of British Columbia, the parties agree to meet and to renegotiate the regular complement number and/or the MOU 7 Group. The parties seeking the adjustment shall notify the other, in writing and the onus for justifying any proposed change shall rest with the party initiating the process. Discussion for any adjustment to the regular complement number and/or the MOU 7 Group number shall be facilitated through the Labour Management Committee, which will meet within two (2) weeks' of notice being given. Should the parties fail to agree on an appropriate regular complement number and/or the MOU #7 Group the matter shall be referred to arbitration pursuant to Article 9 for resolution. The Employer may implement the change until a settlement is reached.
Layoff Protection. If a non-competitive employee is laid off, he or she may bump any employee within the unit with less seniority in an equal or lower paying non-competitive job classification. Lay-offs of competitive employees shall be in accordance with Civil Service rules and procedures.
Layoff Protection. 114 Article 15 Back Pay Awards . . . . . . . . . . . . . . . . . . . . . . . . . . 137 Article 15 (Mod-15) . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 134 Article 15 Revised Grievance - Arbitration Procedure Guidelines . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 179 Article 16 Privacy in the Disciplinary Process . . . . . . . . . . . . . 145 Article 30 Local Implementation Procedures . . . . . . . . . . . . . . 147 Article 31 Computer Tape Accounting Period Report . . . . . . . 149 Article 31 Information/Reports . . . . . . . . . . . . . . . . . . . . . . . . 149 Bulk Mail Centers - Primary Craft Designations . . . . . . . . . . . . . . 176 Casuals-Accounting Period Report . . . . . . . . . . . . . . . . . . . . . . . . 115 Casuals-Letter of Intent . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116 Casuals-In Excess of 12.5% . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 116 Centralized Uniform Program . . . . . . . . . . . . . . . . . . . . . . . . . . . . 147 Clean Air Act Committee . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 146 Committee on Benefits . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 146 Conversion of Mail Handler Craft Employees . . . . . . . . . . . . . . . 118 Cross Craft . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 117 District Arbitration Panels . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 139 Education and Training Fund . . . . . . . . . . . . . . . . . . . . . . . . . . . . 151 Expectations of Arbitrators . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 141 Expedited Arbitration . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 142 Holiday Scheduling . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 124 Improper By-Pass Overtime . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 119 Implementation of Installation Measurement of Casuals . . . . . . . . 117 Interest on Back Pay . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 138 Intervention Initiative . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 136 Language Changes Due to Organizational Structure Changes . . . . 138 Leave Sharing . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 122 Light Duty Bidding . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . 131 LWOP in Lieu of SL/...