Long Term Lay-Off. Where as a result of the discussions outlined in sections 11.01 and 11.02 the work force is to be reduced and the Company proceeds on a plan of lay-offs which are expected to be in excess of 25 consecutive weeks, the following provisions shall apply:
Long Term Lay-Off. The Employer will give an employee in the case of lay-off of more than ten (10) working days:
i) two (2) weeks’ notice where the employee has completed a period of employment of at least six (6) consecutive months.
ii) after the completion of a period of employment of three (3) consecutive years, one (1) additional week’s notice and for each subsequent completed year of employment, an additional week’s notice up to a maximum of eight (8) weeks’ notice. Long-term lay-offs will be issued according to plant seniority beginning with the least senior employee. Recall of lay-off employees will be issued according to plant seniority beginning with the most senior employee.
Long Term Lay-Off. Where an Employee is to be laid-off by reason of shortage of work or funds, or the abolition of a position, or other material change in the organization, the following procedure will apply:
(i) The Housing Corporation will identify the least senior Employee within the affected position as surplus, based on the seniority in effect as of that date within the Housing Corporation.
(ii) Where such an Employee is identified as surplus, the Employee will have the right to:
(a) Accept a reassignment to another permanent vacancy for which the surplus Employee is qualified and capable of performing; or,
(b) Elect not to be reassigned to a permanent vacant position and work the remainder of his/her notice period; or,
(c) Resign and receive the provisions of Article 8.04 and Article 19.01(vi).
(i) Where there is no vacancy under (a) a surplus Employee may displace an individual if that surplus Employee has greater seniority and is capable and qualified to perform the duties of the position.
(iii) Employees who intend to exercise displacement rights must indicate his/her decision in writing to the General Manager not later than ten (10) working days from the date of receiving surplus notice.
Long Term Lay-Off. In case of a long-term lay-off of more than five (5) working days, the lay-off and recall from lay-off shall be by departmental seniority (10.01) so long as skill, ability and physical fitness are relatively equal and so long as the remaining employees have the qualifications to perform the work available.
Long Term Lay-Off. In the event of lay-off due to a planned or predetermined reduction in service, the Employer shall notify Employees who are to be laid off twenty (20) working days prior to the effective day of lay- off. If the Employee has not had the opportunity to work the days, as provided in this section, he/she shall be paid for the days which work was not made available. This section shall apply to Regular Employees only, subject to the following conditions:
(a) The Employees affected by such lay-off notice must exercise their seniority rights within five
Long Term Lay-Off. The Employer will give an Employee in the case of lay-off of more than ten (10) working days:
i) two (2) weeks’ notice where the Employee has completed a period of employment of at least six
Long Term Lay-Off. (a) Both parties recognize that job security should increase in proportion to length of service. In the event of a long-term (3 months or longer) lay-off, employees will be laid off in the reverse order of their seniority within their classification provided those that remain have relevant skills, ability, qualifications, training, experience to meet the client care needs and preferences.
(b) The Employer agrees to provide the Union and all affected employees with a minimum of eighty (80) calendar days’ advance notice of any long-term lay-off. The employer will meet with the Union to discuss alternate methods of lay-off and to review the following;
1) the reasons causing the lay-off;
2) the service which the Employer will undertake after the lay-off;
3) method of implementation including the areas of cutback, and the Employees to be laid off; and
4) any other alternatives The notice period may be shortened with the Agreement of the Employee, the Union, and the Employer when the Employer has vacant positions to offer employees who are under notice of layoff.
(c) An employee in receipt of a notice of long-term layoff pursuant to Article 8.1 may:
(i) Accept the layoff; or
(ii) opt to retire; or
(iii) displace the least senior employee in the same classification, the same employment status (full-time to full-time or part-time to part-time), provided she/he has the relevant skills, ability, qualifications, training, experience to meet the client care needs and preferences.
(iv) Should a full-time employee not be able to displace a more junior full-time employee, the employee will be permitted to displace a less senior part- time employee in the same classification provided she/he has the relevant skills, ability, qualifications, training, experience to meet the client care needs and preferences.
(d) Employees will notify the Employer of their preferred option within 7 calendar days of receiving a notice of lay-off.
(e) A layoff includes a reduction in regularly scheduled hours for full-time employees but not a reduction in hours for part-time employees.
Long Term Lay-Off. When it is apparent that a job termination or lay-off is going to extend beyond fifteen working days, then, in the order of seniority of the employees affected, each employee may have one opportunity for each long term lay-off affecting him and qualifications normally required for that job. It is understood that the employee will be given a reasonable opportunity to demonstrate these qualifications. In the application of these paragraphs, the following principle applies: Seniority shall be the deciding factor providing that the employee or employees has or have the and Should a lay-off be occasioned as a of an occupation being discontinued, it is agreed that the Company will discuss suitable arrangements for the employee with the Union if the articles of this present are not deemed adequate. Suitable arrangements could include retirement, job transfer, or job retraining, etc. Should a lay-off the Officers of the Union, the Company will retain such employees up to a maximum of five notwithstanding their position on the seniority list, so long as there is work for which they are qualified and willing to perform. Whenever affects a Department Xxxxxxx, the Company will retain such employee notwithstanding his position on the seniority list, so long as there is work in his respective department for which he is qualified and willing to factor in cases of promotion. providing the employee or employees has or have relatively qualifications for the work available. the event of an overall and general reduction in the work force due to rapid deterioration of employment conditions, which in the opinion of Management may extend beyond ten working days, the Company will endeavour to notify the Union forty-eight hours in advance of such reduction, should it be within the Company’s ability to do so.
Long Term Lay-Off. Where an employee is to be laid-off by reason of shortage of work or funds, or the abolition of a position, or other material change in the organization, the following procedure will apply:
(i) The Local Housing Authority will identify the least senior employee within the affected position as surplus, based on the seniority in effect as of that date within the Local Housing Authority.
(ii) Where such an employee is identified as surplus, the employee will have the right to be reassigned to another position within the Local Housing Authority, provided that:
a) There is a vacant position for which the surplus employee is qualified and capable of performing; or
b) The surplus employee has greater seniority than an individual to be displaced, in either the same or a lower classification; however, this would only apply where the employee is capable and qualified to perform the duties of the position.
c) Where any permanent employee is declared surplus and assigned to a position with a lower classification (including where displacement is necessary), the employee shall retain the actual salary range of his/her former class for a period of six (6) months from the date of assignment to the lower classified position. At the end of the six month period, the employee shall be paid at the next lowest step in the new salary range plus 50% of the difference between this salary and the employee’s former salary. The employee will remain at this salary range until the salary range of the new classification exceeds this salary range.
(a) For the purpose of this clause, no surplus employee shall displace an employee in a higher classification.
(b) When a position has been identified for long-term layoff, any temporary employee performing bargaining unit work shall be laid off before a permanent employee. This provision shall not apply to a temporary employee replacing a permanent employee on a leave of absence, or in cases where the temporary employee is performing work which no permanent bargaining unit employee is qualified to perform.
Long Term Lay-Off. Where as a result of the discussions outlined in sections
