Layoffs Recall. 7 Section 1. Layoffs shall occur as follows:
8 A. Short-term layoffs: Staffing adjustment to low census or other temporary 9 adjustments of less than fifteen (15) consecutive calendar days shall occur in the order 10 listed in Article 35. 12 Staffing adjustments which are expected to exceed fifteen (15) consecutive 13 calendar days shall occur as follows:
Layoffs Recall. Section 20.1. Whenever it is necessary because of lack of work or funds, or whenever it is
Layoffs Recall. If a reduction in work is required that may lead to potential layoff of employees, the Employer will notify the Union immediately. This notice will permit discussion and provide an opportunity for either the Union Labour Relations Officer assigned by the Local Union or the Employer to make suggestions which could eliminate or reduce the extent of the layoff or shorten the time of layoff anticipated. In the event of layoff, the Employer shall first layoff temporary employees and then probationary employees. If additional layoffs are required, employees will be laid off in reverse order of seniority. Employees with seniority who are laid off shall be recalled in reverse order to that in which they were laid off. The length of a layoff is not to exceed one and a half (1 1/2) years. In the event an employee is not recalled to work upon the expiration of their layoff notice, the Employer shall compensate the employee with payment of severance as stated in the collective agreement.
Layoffs Recall. 17.01 In the event of a proposed lay off of a permanent or long term nature, the Employer will provide affected employees notice according to the Employment Standards Act. Layoffs shall be based upon the following factors.
a. seniority
b. skill, and ability to do the job with only minimum orientation
17.02 Layoffs are defined as the elimination of a position or a reduction of more than ten (10) hours per pay period.
17.03 The Employer will discuss the reasons for a layoff at a duly called labour management meeting and will consider any submissions the union may offer. However, nothing herein shall limit or restrict the Employer’s ability to institute a layoff, should it determine to do so.
17.04 On notification of lay-off an employee may either:
a. accept the lay-off, or
b. displace an employee with less bargaining unit seniority in a lower or identical paying classification, and provided the position she bumps into is of equal or lesser hours. The employee displaced shall then be laid off.
17.05 An employee who is entitled to this option shall provide written notice to her manager within three (3) days of her decision to accept the lay-off or to displace a more junior employee in another classification. Failure to do this will indicate acceptance of the lay-off. The Employer will determine which employee is laid off, subject to Article 17.01.
17.06 An employee that is displaced as a result of another employee’s exercise of the privilege described in Articles 17.04 may also rely on the provisions of that Article.
17.07 Recall to available positions shall be in reverse order of lay-off. If hours of work are restored after an employee has exercised the privilege described in 17.04, that position shall first be offered to the employee who held it prior to the layoff.
17.08 No positions will be posted until all employees who were laid off and are qualified have been given the opportunity to return to work and have refused work or have been found unable to perform the work available.
17.09 If an employee wishes to file a grievance about a notice of layoff, this shall be done within three (3) days of receiving the notice of layoff, and such grievance shall be filed at Step 2 of the grievance procedure.
17.10 It shall be the duty of each employee to notify the Employer promptly of any change of address. If the employee fails to do this, the Employer will not be responsible for failure of a notice to reach such employee. Notice of recall after layoff shall be sent...
Layoffs Recall. In the event the Employer determines that Employees be laid off, those Employees with the least seniority within the classification that is to be reduced in number will be the first laid off. Two weeks notice will be given to those being laid off. Employees who are laid off shall have recall rights according to their classification in inverse order of layoff for a period of one year. If an Employee fails to honor a recall within five (5) days, the Employee shall forfeit all recall rights.
Layoffs Recall. Section 20.01
Layoffs Recall. 11.1 Seniority
Layoffs Recall. If laid off for lack of work, an employee shall be retained on the recall list for a period of one year from the day of lay-off or for a period of time equal to his/her total length of bargaining unit service, whichever is greater. Whenever there is to be a reduction in force in the bargaining unit, probationary employees will be first to be laid off, followed by employee(s) with the least bargaining unit seniority. Employees who have required clearances will not fall into this category. The employee(s) notified of lack of work will be given the opportunity to fill any available opening within the bargaining unit which the employee is qualified to perform, provided no additional training or moving expense is required. Employees recalled from lay-off shall be so recalled in like manner i.e. reverse order of seniority; the last laid off is first to be recalled. It is the responsibility of the laid off employee to keep the Company advised of any changes in their mailing address. The employee shall reply to the Company their intent to return to work within three (3) business days after receipt of certified notice from the Company of recall. The employee will then have a maximum of five (5) business days to report for duty.
Layoffs Recall. When it becomes necessary to reduce the number of employees as determined by the Company or as may be based upon Customer Support requirements, in a classification and job specialty, the employees in a job specialty shall be laid off in accordance with their qualifications and seniority.
Layoffs Recall.
SECTION 1. CASA de Maryland agrees to provide written notification and a comprehensive financial briefing to the Union when a reduction in force, or operational or programmatic layoffs, affecting members of the bargaining unit are planned. This notification and briefing shall be given at least twenty-one (21) days prior to the notice given to affected employees under Section 4 of this Article. Upon request CASA de Maryland shall meet with the Guild to discuss any proposed alternatives to the layoffs. CASA of Maryland shall discuss with representatives of the Union negotiations with funding sources that are likely to result in a reduction in force affecting members of the bargaining unit. The parties agree that all communications with funding sources shall be coordinated through CASA of Maryland.
SECTION 2. In the event of a layoff, unless the layoff involves the elimination of a particular job, CASA de Maryland shall make layoffs in the program involved, in inverse seniority order of the employees in the program, provided that the remaining more senior employees have the qualifications required to perform the work.
SECTION 3. CASA de Maryland shall provide the Union with the following information in the event of a planned layoff:
(a) the program in which the reduction(s) will occur;
(b) the names of those employees who CASA de Maryland intends to lay off; and
(c) any vacant positions for which employees identified for layoff could fill.
SECTION 4. Except in emergency circumstances, CASA de Maryland shall provide no less than six (6) weeks’ notice to affected employees, and shall inform the Union when notice is given. CASA de Maryland may provide an affected employee with pay in lieu of notice for some or all of the notice period. At the Employee option, an employee on layoff notice shall be placed in any vacancy that may arise for which he or she meets the required qualifications.
