Common use of LAYOFFS & RECALLS Clause in Contracts

LAYOFFS & RECALLS. ‌ 19.01 In the event of a proposed layoff of a permanent or long-term nature, which shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work, the Home will provide the Union with at least six (6) weeks notice. This notice is not in addition to required notice for individual employees. 19.02 In the event of a layoff of a permanent or long-term nature, which shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: (a) nine week's notice in writing to the employee if her period of employment is nine years or more but less than ten years; (b) ten week's notice in writing to the employee if her period of employment is ten years or more but less than eleven years; (c) eleven week's notice in writing to the employee if her period of employment is eleven years or more but less than twelve years; (d) twelve week's notice in writing to the employee if her period of employment is twelve years or more. (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, providing that there remain on the job employees who have the ability and qualifications as required by law to perform the work. (b) An employee who is subject to lay-off shall have the right to either: (i) Accept they lay-off; or (ii) First bump an employee with less bargaining unit seniority within her bargaining unit (full time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical classification without training other than orientation. (iii) Chain bumping, as noted above, will be allowed with the understanding that an employee subject to layoff, who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below.

LAYOFFS & RECALLS. ‌ 19.01 In the event of a proposed layoff of a permanent or long-term nature, which shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work, the Home will provide the Union with at least six (6) weeks notice. This notice is not in addition to required notice for individual employees. 19.02 In the event of a layoff of a permanent or long-term nature, which shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: (a) nine week's notice in writing to the employee if her period of employment is nine years or more but less than ten years; (b) ten week's notice in writing to the employee if her period of employment is ten years or more but less than eleven years; (c) eleven week's notice in writing to the employee if her period of employment is eleven years or more but less than twelve years; (d) twelve week's notice in writing to the employee if her period of employment is twelve years or more. (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, providing that there remain on the job employees who have the ability and qualifications as required by law to perform the work. (b) An employee who is subject to lay-off shall have the right to either: (i) Accept they lay-off; or (ii) First bump an employee with less bargaining unit seniority within her bargaining unit (full time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical classification without training other than orientation. (iii) Chain bumping, as noted above, will be allowed with the understanding that an employee subject to layoff, who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below.

LAYOFFS & RECALLS. ‌ 19.01 In the event of a proposed layoff of a permanent or long-term nature, which shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work, the Home will provide the Union with at least six (6) weeks weeks’ notice. This notice is not in addition to required notice for individual employees. 19.02 In the event of a layoff of a permanent or long-term nature, which shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work, the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as follows: (a) nine week's weeks’ notice in writing to the employee if her period of employment is nine years or more but less than ten years; (b) ten week's weeks’ notice in writing to the employee if her period of employment is ten years or more but less than eleven years; (c) eleven week's weeks’ notice in writing to the employee if her period of employment is eleven years or more but less than twelve years; (d) twelve week's weeks’ notice in writing to the employee if her period of employment is twelve years or more. (a) In the event of lay-off, the Employer shall first lay-off employees in the reverse order of their seniority within their classification, providing that there remain on the job employees who have the ability and qualifications as required by law to perform the work. (b) An employee who is subject to lay-off shall have the right to either: (i) Accept they lay-off; or (ii) First bump an employee with less bargaining unit seniority within her bargaining unit (full time or part-time) in a lower or identical paying classification for which they are qualified, as required by law and can perform the duties of the lower or identical classification without training other than orientation. (iii) Chain bumping, as noted above, will be allowed with the understanding that an employee subject to layoff, who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) below.

LAYOFFS & RECALLS. ‌ 19.01 In 16.1 The Employer shall notify the event of a proposed layoff of a permanent employee who is to be laid off or long-term natureterminated, according to The Ontario Employment Standards Act and Regulations, which shall include a permanent includes the following quoted Sub-Section 1 of Section 57 pertaining to layoff or long-term reduction termination of hours in an employee’s regularly scheduled hours of work, the Home will provide the Union with at least six more than thirteen (613) weeks notice. This notice is not in addition to required notice for individual employeesany period of twenty (20) weeks. 19.02 In Section 57 (1) No Employer shall terminate the event employment of a layoff of a permanent an Employee who has been employed for three months or long-term nature, which shall include a permanent or long-term reduction of hours in an employee’s regularly scheduled hours of work, more unless the Home will provide affected employees with notice in accordance with the Employment Standards Act. However, the Employment Standards will be deemed to be amended to provide notice to the affected employee as followsEmployer gives: (a) nine week's one weeks notice in writing to the employee Employee if his/her period of employment is nine less than one year; (b) two weeks notice in writing to the Employee if his/her period of employment is one year or more but less than three years; (c) three weeks notice in writing to the Employee if his/her period of employment is three years or more but less than ten four years; (bd) ten week's four weeks notice in writing to the employee Employee if his/her period of employment is ten four years or more but less than eleven five years; (ce) eleven week's five weeks notice in writing to the employee Employee if his/her period of employment is eleven five years or more but less than twelve six years; (df) twelve week's six weeks notice in writing to the employee Employee if his/her period of employment is twelve six years or more but less than seven years; (g) seven weeks notice in writing to the Employee if his/her period of employment is seven years or more but less than eight years; (h) eight weeks notice in writing to the Employee if his/her period of employment is eight years or more; and such notice has expired". (a) In 16.2 For the event purposes of lay-off, the Employer shall first lay-off employees a layoff and recall to work following a layoff temporary Employees in the impacted job classification shall be laid off first. Thereafter, Employees in the impacted job classification shall be laid off in reverse order of their seniority within their classificationseniority, providing that there remain on the job employees who have the ability and qualifications as required by law is to perform the work. (b) An employee who is subject to lay-off shall have the right to either: (i) Accept they lay-off; or (ii) First bump an employee with less bargaining unit seniority within her bargaining unit (full time or part-time) in a lower or identical paying classification for which they are qualifiedsay, as required by law and can perform the duties of the lower or identical classification without training other than orientation. (iii) Chain bumping, as noted above, will be allowed Employees with the understanding that an employee subject least seniority shall be laid off first and called back to layoff, who chooses to bump, must bump the employee with less seniority who has scheduled hours equal to or less than the employee laid off, subject to paragraph (vi) belowwork last.