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Layoffs and Rehires Sample Clauses

Layoffs and Rehires. ‌‌ NOTE: For the purposes of Layoffs and Rehires there will be two Companies recognized. The first Company would be EPCOR Distribution and Transmission, EPCOR Energy Services, EPCOR Generation, EPCOR Corporate and EPCOR Commercial Services and the second Company would be EPCOR Water Services. 11.01. If the permanent staff of a Company is to be reduced, the Company shall first determine the number of jobs to be reduced within each class. Except as specifically provided in 11.05., those employees who were last appointed to a class to be reduced, shall be the first employees removed from such class for the purposes of layoff, provided those remaining in the class are qualified and capable to perform the duties of the remaining jobs in the class.‌ Non-permanent employees belonging to the class to be reduced shall be laid off prior to the removal of permanent employees from the class. 11.01.01. For the purpose of layoff in EPCOR Generation, City Plants (Rossdale and Clover Bar) and Genesee shall be considered as separate entities. Layoffs shall be specific to either City Plants or Genesee. If a staff reduction occurs at either of these locations the employee has the right to revert to a permanent job within the class formerly occupied by the employee or displace an employee junior to the laid off employee in the same class at the other location or bump into the Utility Worker class provided he is capable and qualified to perform the duties of the job.‌ 11.02. Reversion‌ 11.02.01. If an employee was promoted or laterally transferred into a permanent job within a class to be reduced in accordance with 11.01., such employee may, at his option, revert to a permanent job within the class formerly occupied by the employee, within and between either of the Companies, provided that he is qualified and capable of performing the duties of the job, and provided that such job is within the jurisdiction of Local 1007 I.B.E.W.‌ 11.02.02. If a permanent employee has accepted a lower rate of pay than the rate of his former job as a result of commencement on an apprenticeship program, and the apprentice job is abolished in accordance with 11.01., such employee may, at his option, revert to a permanent job within the class formerly occupied by the employee, within and between either of the Companies, provided that he is qualified and capable of performing the duties of the job, and provided that such job is within the jurisdiction of Local 1007 I.B.E.W.‌ 11.02.03. If a permanent...
Layoffs and Rehires. 11.01 For the purposes of Layoffs and Rehires the following “Companies” will be recognized: a) EPCOR Distribution and Transmission b) EPCOR Corporate Shared Services c) EPCOR Water Canada d) EPCOR Technologies e)* EPCOR Drainage Services 11.02 Consultation with the Union
Layoffs and Rehires. 11.01. In the event that the Company identifies the need to implement lay-offs, the following provisions will apply. Prior to the lay-off of permanent employees, temporary employees within the affected class will be laid off. Where the Company has determined that permanent positions are to be reduced within a classification, they will identify the permanent employees who will be potentially affected. The Company will notify the Union at the earliest opportunity of the intent to reduce permanent positions and employees who are to be impacted. Prior to reducing the number of permanent positions and displacing or laying off permanent employees the parties agree to jointly explore alternatives to lay-off and options for providing support to displaced/laid off permanent employees. Employees potentially affected will be advised to assist in exploring appropriate alternatives to lay-off. Permanent employees who are displaced from their permanent positions or are laid off as a result of the reduction of permanent positions will receive appropriate notice in accordance with the Employment Standards Code.
Layoffs and Rehires. 27.01 When reducing forces, senior employees with sufficient ability and qualifications to perform the work will be retained. 27.02 An employee whose position is abolished or who is displaced will be entitled to exercise his seniority rights within his seniority group and schedule, displacing a junior employee, provided that he has sufficient ability and qualifications to perform the work as specified in the job description. The employee bumping into a new position will be subject to successful completion of a ninety (90) day evaluation period. If an employee cannot bump as the above, said employee may bump the junior employee in another group and schedule, provided that the employee about to bump has sufficient ability and qualifications to perform the work as specified in the job description. The employee bumping into a new position will be subject to successful completion of a ninety (90) day evaluation period. The carryover of seniority is only applicable for vacation and layoff purposes.
Layoffs and Rehires. 29.01 If any position to which a permanent employee has been promoted is abolished or affected by reason of staff reduction, the employee holding such position may, at their option, revert to the position formerly held and will also be given a general priority for any vacancy for which they are qualified. 29.02 If the permanent staff is to be reduced, the employee who has the least overall Union seniority belonging to the class to be reduced shall be the first discharged. When these layoffs are contemplated, the Union will be notified. 29.03 If the staff is increased, permanent employees formerly belonging to the class, to be so increased who have been discharged within the prior twenty-four (24) months solely by reason of previous reduction in such staff shall, if available, be re-engaged according to the previous seniority standing held by them in preference to other applicants and if re-engaged within twenty-four (24) months, shall retain the seniority and benefits provided in this Agreement and enjoyed before layoff. 29.04 The processes described in 28.01 and 28.02 shall not apply in those instances where the period of layoff is estimated to be of a duration of one (1) calendar day or less. The employee shall have the option, with the approval of the Employer, to use vacation or banked overtime credits rather than be laid off for any days applicable to this clause. The Employer shall also make every reasonable effort to retain the employee for the duration of the short-term layoff.
Layoffs and Rehires. 11.02. Reversion 11.19. Technological Change 11.20. Job Security 12. POSTING AND FILLING VACANCIES 3 7 13. JURISDICTIONAL SENIORITY ...........
Layoffs and Rehires. (a) The County will continue its present policy governing the layoff of classified employees in accordance with the Xxxxxx County Employee Manual with the following exceptions as substitute for corresponding Employee Manual provisions: (1) Only for the purpose of establishing retention registers, the classifications of Police Officer, Police Officer First Class and Police Corporal shall be considered as one classification (2) For purposes of receiving points for months of service, only service as a uniformed Probationary Police Officer, Police Officer, Police Officer First Class and Police Corporal in Xxxxxx County shall count. (3) If it is necessary to choose for layoff among two or more employees having the same number of retention points, the selection shall be made by the Chief. When the employee is notified of his/her layoff, the Chief will provide the employee and the Union with a written statement of the reasons for the selection of that employee. (4) Prior to layoff, a regular employee shall receive at least 30-calendar days notice or pay in lieu thereof. (5) Probationary Police Officers who are laid off and who have completed the training academy and been certified shall have rehire rights and, for this purpose only, shall be deemed to have successfully completed their probationary period prior to layoff. Such employees shall be placed on a separate rehire list behind the rehire list which shall be maintained for employees who have completed the full eighteen month probationary period. (6) During FY 2010 and FY 2011, no bargaining unit member shall be subject to a layoff.
Layoffs and Rehires. 11.01 For the purposes of Layoffs and Rehires the following “Companies” will be recognized: a) EPCOR Distribution and Transmission b) EPCOR Corporate Shared Services c) EPCOR Water Canada d) EPCOR Technologies 11.02 Consultation with the Union The company will notify the Union at with as much advance notice as possible of the pending workforce reductions. Prior to initiating layoffs, the Company and the Union shall meet to review the layoff process, review seniority lists, discuss which employees may be impacted and identify options for assignment or reversion.
Layoffs and RehiresA member of the relief list with the exception of those off due to vacation, STD, LTD or WSIB, who declines three (3) consecutive requests to fill a relief or temporary Service Technician A vacancy will be removed from the relief list for a period of three (3) years. A member of the relief list who declines three (3) consecutive requests to fill a relief or temporary Service Technician A vacancy who has never filled a single vacant Service Technician A shift after being trained and outfitted with uniforms and Personal Protective Equipment (PPE) to do so, will be removed from the relief list and will return uniforms and PPE to their supervisor. If the same employee is put on the relief list after a three year period and declines three (3) consecutive requests to fill a relief or temporary Service Technician A vacancy the employee will be permanently removed from the relief list. Relief Operators and/or students appointed to Temporary Service Technician “A” positions will be covered by the Collective Agreement and such Temporary employees will be paid at the appropriate rate of pay as per the applicable clauses and Letters of Understanding of the Collective Agreement. When it becomes known that a sick or injured employee will not return to their position as a Service Technician “A”, and as per Article 11, the vacancy will be staffed; it will be posted and filled as a regular full time vacancy in accordance with Article 14.01.
Layoffs and Rehires. ‌ 11.01. If permanent staff are to be reduced, the Company shall first determine the number of jobs to be reduced within each class. Except as specifically provided in 11.05., those employees who were last appointed to a class to be reduced, shall be the first employees removed from such class for the purposes of layoff, provided those remaining in the class are qualified and capable to perform the duties of the remaining jobs in the class. Non-permanent employees belonging to the class to be reduced shall be laid off prior to the removal of permanent employees from the class. 11.02. Reversion‌ 11.02.01. If an employee was promoted or laterally transferred into a permanent job within a class to be reduced in accordance with 11.01., such employee may, at his option, revert to a permanent job within the class formerly occupied by the employee, provided that he is qualified and capable of performing the duties of the job, and provided that such job is within the jurisdiction of Local 1007 I.B.E.W. 11.02.02. If a permanent employee has accepted a lower rate of pay than the rate of his former job as a result of commencement on an apprenticeship program, and the apprentice job is abolished in accordance with 11.01., such employee may, at his option, revert to a permanent job within the class formerly occupied by the employee, provided that he is qualified and capable of performing the duties of the job, and provided that such job is within the jurisdiction of Local 1007 I.B.E.W. 11.02.03. If a permanent employee was demoted into a job within a class to be reduced in accordance with 11.01., such employee may revert to a permanent job within the class formerly occupied by the employee, provided he is qualified and capable of performing the duties of the job, unless the employee had been demoted for disciplinary reasons from such job, or if he had been demoted from his former job for such other reasons the Company determines would constitute it inadvisable to return him to his former job. 11.02.04. The Company shall determine which permanent job will be assigned to a permanent employee upon his reversion to his former class. 11.02.05. Employees, who voluntarily demote from a class where a primary function is supervision, shall not be eligible to revert. 11.02.06. An eligible permanent employee, removed from a class for the purpose of layoff, who elects not to revert to a job within his former class, shall be laid off from the Company. 11.03. Where reversion is not ...