– LAYOFF, RECALL AND TERMINATION. E.4.1 As a general rule, the terms “layoff” and “recall” apply only to Permanent Contract Employees.
– LAYOFF, RECALL AND TERMINATION. 10.01 This Article shall apply only to Continuous Employees.
10.02 For the purposes of this Article, the following definitions shall apply:
(a) “lay-off” - a temporary or permanent separation from employment;
(b) “similar employees” - two (2) or more Employees having a common status performing the same or similar functions in the same work unit within a classification;
10.03 In the event of lay off, the Employer will arrange a meeting with the Union, prior to any discussion with the Employee(s) to review circumstances, including:
(i) the timing and specific process to be followed;
(ii) any other matter(s) the parties deem relevant. The Employer shall notify the Employee(s) to be laid-off at least twenty (20) working days prior to the effective date of lay-off (working notice), or shall make payment in lieu of notice. The sum of the working notice period and any payment in lieu shall be equivalent to at least twenty (20) working days. Employees with ten (10) or more completed years of service shall be entitled to an additional five (5) days of working notice or payment in lieu of notice for each additional five (5) years of service over ten (10) years to a maximum of thirty (30) working days of notice or payment in lieu of notice. The Employer will meet with the affected Employee(s) and the Union Representative to discuss available options and alternative strategies to mitigate the impact to Employee(s). During the period of working notice, the Employer will allow the affected Employee a reasonable amount of time off, with pay, to interview with prospective employers outside of the College.
10.04 The requirement to provide notice of lay-off shall not apply in the event of a staff reduction caused by fire, flood, earthquake, or other acts of God requiring closure of part or all of the College’s operations.
10.05 When similar Employees are to be laid-off, the Employer shall lay-off such Employees in reverse order of their seniority providing those retained are qualified and able to perform the work that is available.
10.06 An Employee may be recalled to the job from which the Employee was laid off or to a similar continuous job within the same classification. Recall of such similar Employees shall be on the basis of seniority provided the Employee is qualified and able to perform the available work.
10.07 An Employee shall be responsible for providing the Employer with his current address and telephone number for recall purposes.
10.08 Seniority is lost and t...
– LAYOFF, RECALL AND TERMINATION. Maternity and Parental Leave, if the term of the appointment does not extend beyond the length of the proposed maternity or parental leave Project Employees shall be granted the following terms and conditions after the completion of one (1) year of service:
– LAYOFF, RECALL AND TERMINATION. As a general rule, the terms "layoff and "recall" apply only to Employees as defined in Article Layoff of Employees as defined in Article shall be based on seniority, with an Employee with less seniority being laid off prior to an Employee with more seniority. Probationary Employees within a seniority group shall be laid off prior to any notification of layoff to a Permanent Employee within the seniority group. Where the Employer determines to layoff one or more Permanent Employees, the Employer will: provide notice to the Bargaining Unit that such action will be taken within ten working days of the decision being made. provide at least four (4) weeks' written notice to the affected Employees. After a layoff, Employees shall be recalled in accordance with their seniority ranking within their job classifications, provided they have necessary ability, knowledge, certification and skill to perform the jobs available. On recall, should the Employer determine that a specific certification qualifications is a requirement for the position to which an Employee is being recalled, the Employer and the Bargaining Unit agree to meet to discuss the Employer's needs regarding the Educational/ registration/ certification requirement. If the parties agree that the requirement is necessary, then qualifications will be used as a criteria for recall. If the parties disagree that the requirement is necessary, then the Bargaining Unit may refer the issue to expedited arbitration for resolution. Employees who are laid off shall have the right to recall for twenty-four (24) months following the date of their lay-off. Recall shall be by means of a registered letter sent to the last address of the Employee according to the Employee's records. Employer obligation ceases if the Employee refuses or fails to notify the Employer of the Employee's intention to return to work. The recalled Employee shall be given ten working days following receipt of the recall letter to notify the Employer of the intention to return to work. The Employee shall have up to ten working days to return to work following notification of the intent to return to work.
– LAYOFF, RECALL AND TERMINATION of Employment 27 Article 30 – Duration and Continuance 30 Article 31 – Strikes or Lockouts 31 Appendix A – Salary Floors 00 Xxxxxxxx X - Job Descriptions 33 Appendix C – Pension Plan Participation Agreement 38 Appendix D – Samples of the Union Label 41 MOA – Accrued Overtime and Educational Leave 42 MOA – Base Salaries 43 MOA – OCUFA Meetings 44 MOA – Pension Contribution for Xxxxxxx Xxxxxxx 45 MOA – Retirement Benefits for Xxxxxxx Xxxxxxx 46 MOA – Job Description for Xxxxxxx Xxxxxxx 47 Signature Page 48 Article 1 – Recognition
1.1 The Employer recognizes Local 567 of Unifor and its successors as the sole and exclusive bargaining agent for all of its Employees and hereby agrees to negotiate with the Union, and any of its authorized committees, concerning all matters affecting the relationship between the parties.
1.2 No Employee shall be required or permitted to make a written or verbal agreement with the Employer or its representative that may conflict with the terms of this Collective Agreement.
1.3 All written correspondence between the parties arising from the application, administration, or interpretation of this Collective Agreement, except where otherwise expressly provided, shall pass between the President of the Association (or designate) and the Xxxxxxx of the Union assigned to the bargaining unit (or designate).
– LAYOFF, RECALL AND TERMINATION. 12.1 a) A layoff is defined as an interruption in employment of more than one shift, a reduction in the regular hours of work or a reduction in the workforce.
– LAYOFF, RECALL AND TERMINATION. The Union acknowledges that the Town has rescinded its acceptance of the Civil Service Law (Massachusetts General Law, Chapter 3). The legislation includes a provision “grandfathering” all employees hired prior to July 1, 2007, thereby allowing them to maintain their civil service status.
– LAYOFF, RECALL AND TERMINATION. Seniority shall be maintained in the reduction and restoration of the work force, providing the senior employee is capable of performing the remaining job or jobs. Seniority and employment shall be terminated when:
a) An employee voluntarily quits or is terminated for just cause;
b) An employee fails to report for work after seven (7) days when recalled from layoff. An employee shall be recalled by registered mail to the last known address on file with the Employer.
c) An employee has been on layoff and has not worked for a period of twelve (12) months.
d) A part time employee has no working hours for a twelve (12) consecutive month period.
– LAYOFF, RECALL AND TERMINATION. When any condition arises which reduces the workload to the extent that, in the Company's opinion, there must be a reduction in the size of the workforce and a layoff cannot be avoided, the provisions of this Article shall be applied. Subject to the provisions of this Article, layoffs shall be on the basis of seniority within an affected job classification with the most junior employee being laid off first. Regular full-time employees who have been designated for layoff will have the right to bump the most junior full-time employee in another classification provided the displacing employee has the skill and ability to do the work of the employee is displacing and has more seniority. Before any regular full-time employees are laid off, all probationary employees within the same job classification shall be laid off first, all temporary employees shall be laid off second, and all part-time employees shall be laid off third. These employees have no bumping rights. When the workforce is being increased where employees are on layoff, employees will be recalled for work in reverse order of layoff subject to having the skill and ability to perform the work in question to the satisfaction of the Company. Recall rights for regular employees will be maintained for a period of twelve (12) months following layoff. It is the responsibility of each laid off employee to keep the Company informed as to correct address and telephone number. Xxxxxx notices will be delivered to employees by courier or registered mail. If an employee fails to inform Manager three
– LAYOFF, RECALL AND TERMINATION
