Common use of LAYOFF, RECALL AND SEVERANCE Clause in Contracts

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. 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 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. 24.01 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’ 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 full-time Employee employee within the bargaining unit shall be laid off by reason of their her /his duties being assigned to one or more part time Employeesemployees. 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.