LAYOFF, RECALL AND SEVERANCE. 23.1 When the Board finds it necessary to terminate the appointment of continuing assignment teachers for reasons other than those specified in Section 15 and Section 92 of the School Act, such termination shall be in accordance with the provisions of this agreement, effective at the end of the school term in which this notice of termination is given. The requirement with respect to the effective date of termination does not apply to teachers employed in the Center for Learning Alternatives or in the English as a Second Language Program in Continuing Education.
LAYOFF, RECALL AND SEVERANCE. 27.01 It is the exclusive right of the Employer to:
(a) establish, and vary from time to time, the job classifications and the number of Employees, if any, to be employed in any classification, or in any work place of the facility; and
(b) assign to other classifications any, or all, of the duties normally performed by classifications of this bargaining unit when Employees from within this bargaining unit are not available.
LAYOFF, RECALL AND SEVERANCE. This article applies only to teachers who hold a continuing contract with the Board.
LAYOFF, RECALL AND SEVERANCE. 27.01 Where, in the opinion of the Employer, it becomes necessary to displace an Employee, due to a reduction of the work force or reduction in regularly scheduled hours of work of a regular Employee, or wholly or partly discontinue an undertaking, activity or service, the Employer will notify the Employee in writing at least fourteen (14) calendar days prior to the date of layoff, except that the fourteen (14) calendar days notice shall not apply where layoff results from an act of God or emergency such as fire or flood or any other circumstances beyond the control of the Employer. Where the layoff results from an act of God or emergency such as fire or flood or any other circumstances beyond the control of the Employer, the fourteen (14) calendar days notice is not required. Employees will be laid off in reverse order of seniority provided that the remaining Employees have the skills, training, knowledge and ability to perform the work. No full time employee within the bargaining unit shall be laid off by reason of her/his duties being assigned to one or more part time employees. In the case of a layoff, the Employer will:
(i) Advise the Union, in advance, of the need to reduce hours or the number of Employees.
(ii) Meet with the Union to discuss ways to mitigate the effects of the layoff, including the possibility of voluntary layoff or other solutions.
(iii) During the above meeting the Employer and Union will agree to a process to be used during the layoff.
Step 1 Discuss proposed layoff procedure with Union Representative.
Step 2 Provide Union with bi-weekly reductions of hours per classification.
Step 3 Provide the Union with revised blank schedules (of classifications that are directly affected or could be affected). Any concerns with proposed schedules are reviewed and discussed.
Step 4 Provide the Union with an updated Seniority List.
Step 5 Employees are informed of the reductions and explained the layoff process.
Step 6 Management and the Union will set a date for employees to pick their position. Employees will be scheduled in appropriate time intervals in accordance with the updated seniority list (most senior first) in order to allow the employee sufficient time to make their choice. Employees will be entitled to either indicate their choice using the procedure above or accept the layoff. Both management and union representatives will be present at the meeting. The employees will also have the choice of coming in or providing a number where ...
LAYOFF, RECALL AND SEVERANCE. In the matter of the accumulation and retention of Seniority, the parties agree as follows:
LAYOFF, RECALL AND SEVERANCE. 14.01 (a) A layoff of employees shall be made on the basis of seniority initially within the classification and office, status (full time or part time), team and current hours of assignment. It is understood and agreed that prior to the laying off of any employees, probationary employees in the classification and office where the layoff is going to occur will be released first. Employees who are subject to layoff may bump the least senior employee of the same status, current hours of assignment and classification within the same office provided such employee has the necessary qualifications and ability to do the work required without training, other than a three (3) day orientation, except as modified in (f) below. Employees who are unable to bump the least senior person within their classification and office may bump the least senior person of either status, in the same or different classification, in the same or different office in the bargaining unit provided such employee has the necessary qualifications and ability to do the work required without training, other than a three (3) day orientation, except as modified in (d) below. Employees will inform the Employer of their decision to bump or accept the layoff within three (3) working days of:
i) the Employer providing to the Union the information contemplated by Article 14.01 (e) or 14.02 (b), or
ii) the receipt by the employee of her notice of layoff, whichever is later.
LAYOFF, RECALL AND SEVERANCE. 24.01 Where, in the opinion of the Employer, it becomes necessary to displace an Employee, due to a reduction of the work force or reduction in regularly scheduled hours of work of a regular Employee, or wholly or partly discontinue an undertaking, activity or service, the Employer will notify the Employee in writing at least fourteen (14) calendar days prior to the date of layoff, except that the fourteen (14) calendar days’ notice shall not apply where layoff results from an act of God or emergency such as fire or flood or any other circumstances beyond the control of the Employer. Where the layoff results from an act of God or emergency such as fire or flood or any other circumstances beyond the control of the Employer, the fourteen (14) calendar days’ notice is not required. Employees will be laid off in reverse order of seniority provided that the remaining Employees have the skills, training, knowledge and ability to perform the work. No full time Employee within the bargaining unit shall be laid off by reason of their duties being assigned to one or more part time Employees. In the case of a layoff, the Employer will:
(i) Advise the Union, in advance, of the need to reduce hours or the number of Employees.
(ii) Meet with the Union to discuss ways to mitigate the effects of the layoff, including the possibility of voluntary layoff or other solutions.
(iii) During the above meeting the Employer and Union will agree to a process to be used during the layoff.
LAYOFF, RECALL AND SEVERANCE. 1. Definition of Qualification
a. In this Article, "necessary qualifications" in respect of a teaching position means a reasonable expectation, based on the certification, training, education, or experience of a teacher that that teacher will be able to perform the duties of the position in a satisfactory manner following a reasonable period of familiarization.
b. In determining whether or not a teacher has the necessary qualifications for a position, the availability of education courses or other retraining opportunities relevant to the position, which the teacher is willing and able to complete, shall be taken into consideration.
c. All teachers will be asked to declare the grade levels, subject areas, and special education programs they can teach by reason of academic qualifications and/or experience. These declarations will be reviewed and authenticated by the Associate Superintendent, Human Resources or designate.
LAYOFF, RECALL AND SEVERANCE. 1. Definition of Qualifications
a. In this article, “necessary qualifications” in respect of a teaching position means the possession of a valid teaching certificate for the Province of British Columbia, and one or more of the following:
i. A university teaching major, or its equivalent, directly related to the teaching position, or
ii. substantial teaching experience in a similar position during the past five (5) years, or
iii. a reasonable expectation by those responsible for teacher assignment that the teacher will be able to perform the duties of the position, and a written commitment by the teacher to undertake a Pro-D program related to the position to achieve the qualified status required in Article C.5.1.a.i within two (2) years of accepting the position.
b. Should any question arise as to whether a teacher has or does not have the necessary qualifications for a particular teaching position, the question shall be referred to the Joint Grievance Committee.
LAYOFF, RECALL AND SEVERANCE. 33.01 The parties agree that job security shall increase with length of service and that in the event of a lay off that exceeds or is expected to exceed two (2) weeks, the following shall apply:
a) Seasonal Employees and Employees employed less than thirty (30) days will receive two (2) days’ notice of lay off or pay in lieu of notice.
b) In the event of layoffs arising from amendments to the contract between the Employer and Public Works and Government Services Canada executed March 25, 1998, or subsequent contracts between those parties, the Employer undertakes to give Employees the same notice of lay off as is received from Public Works and Government Services Canada. In the event of a partial or total closure of the Employer’s air traffic control section, the parties will establish a joint planning committee to look at the issues set out in section 221 of the Canada Labour Code. In the event that an amendment to the said contract results in the layoff of 50 or more employees including Bargaining Unit Employees, the Employer agrees to provide 16 weeks’ notice pursuant to section 212 of the Canada Labour Code.
c) In circumstances other than those set out in (a) and (b) above, full-time and part- time Employees will receive notice of lay off or pay in lieu of lay off as follows:
i) Employees with thirty (30) days to one (1) year of service – fifteen (15) days
ii) Employees with more than one (1) year of service – thirty (30) days
33.02 Layoffs shall be based upon the following factors;
a) seniority, applied on the basis of job classification;
