Long Term Layoff. (greater than 13 weeks) The Hospital and the Union agree to work jointly to minimize any adverse effects of a long term or permanent layoff (greater than thirteen (13) weeks duration) on employees, and maximize creative approaches that meet the interests of both the Hospital and the employees. Accordingly, in the event of such a layoff the Hospital will:
(a) provide the Union with no less than five (5) months’ notice.
(b) provide the Labour-Management Committee with pertinent financial and staffing information and with a copy of any reorganization plans which impact on the bargaining unit to allow the Committee to carry out its mandated role under this Article.
(c) at the time that notice is given to the Union, and prior to the giving of written notice to the employees if possible, jointly evaluate, plan and review:
(i) the reason causing the layoff
(ii) the service the Hospital will undertake after the layoff
(iii) how the Hospital intends to effect the layoff, including areas where layoffs will occur, and which employees will be laid off
(iv) ways the Hospital can assist employees to find alternate employment
(v) ways and means of avoiding or minimizing the impact, including:
1. identifying and reviewing possible alternatives to any action that the Hospital may propose taking;
2. identifying and reviewing ways to address on-the-job retraining needs of employees;
3. identifying vacant positions within the Hospital for which surplus members of the bargaining unit might qualify, or such positions which are currently filled but which are expected to become vacant within a twelve (12) month period;
4. identifying Contracting in opportunities;
5. mapping bumping options for affected employees, to the extent possible.
(d) Any agreement between the Hospital and the Union resulting from the above review concerning the method of implementation will take precedence over the terms of this Agreement.
(a) Local Human Resource Plans will apply to Health Services Restructuring Commission directives. In other circumstances, the balance of Article 11.04 will apply.
(b) Before issuing notice of long term layoff pursuant to Article 11.05(b), and following notice pursuant to Article 11.03(a), the Hospital will make offers of early retirement allowance in accordance with the following conditions:
(i) The Hospital will first make offers in order of seniority in the department(s) and in classifications where layoffs would otherwise occur. The Hospital will offer the same numbe...
Long Term Layoff. Full Time Employees
Long Term Layoff. (Nurses holding an FTE) In case of a layoff that the Hospital 25 expects to last for two (2) weeks or more or in the event of a permanent closure, the 26 Hospital will first offer nurses in the unit on the shift involved, where the layoff will occur, 27 the opportunity to take voluntary time off. If it is determined that this voluntary procedure 28 is not satisfactory:
29 1. Nurses in the unit on the shift involved will be laid off in the reverse order 30 of seniority, provided that the remaining nurses currently possess the necessary 31 competency to perform the work to be done. The nurses to be laid off under the 32 preceding sentence may go on layoff or, if such a nurse has greater seniority than 33 other nurses on the unit, may request to replace the most junior nurse on the same 1 the unit will be laid off, provided that the remaining nurses on the unit and on the 2 shift currently possess the necessary competency to perform the work to be done.
4 2. In the event of a layoff under paragraph 1 above, a laid-off nurse may 5 request to replace the most junior nurse in the Hospital, provided that the laid-off 6 nurse has greater seniority than the other nurse and has the necessary skills to 7 perform the work to be done. In such circumstances, the replaced nurse will be laid 8 off.
10 3. Nurses will be recalled from layoff in the order of seniority, provided that 11 they have the necessary skills to perform the work to be done. A nurse who has 12 replaced another nurse under paragraph 1 or 2 above will be deemed to be on layoff 13 for purposes of recall rights. If a laid-off nurse is recalled to a shift different from the 14 nurse's assigned shift at the time of the layoff, the nurse may refuse the recall, which 15 will waive their recall rights for that assignment, but the nurse may not refuse more 16 than two such recalls during the layoff. When such waivers occur, the nurse's 17 original layoff will continue.
Long Term Layoff. (greater than 13 weeks)
(a) provide the Union with no less than five (5) months’ notice.
(b) provide the Labour-Management Committee with pertinent financial and staffing information and with a copy of any reorganization plans which impact on the bargaining unit to allow the Committee to carry out its mandated role under this Article.
(c) at the time that notice is given to the Union, and prior to the giving of written notice to the employees if possible, jointly evaluate, plan and review:
(i) the reason causing the layoff
(ii) the service the Hospital will undertake after the layoff
(iii) how the Hospital intends to effect the layoff, including areas where layoffs will occur, and which employees will be laid off
(iv) ways the Hospital can assist employees to find alternate employment
(v) ways and means of avoiding or minimizing the impact, including:
1. identifying and reviewing possible alternatives to any action that the Hospital may propose taking;
2. identifying and reviewing ways to address on-the-job retraining needs of employees;
3. identifying vacant positions within the Hospital for which surplus members of the bargaining unit might qualify, or such positions which are currently filled but which are expected to become vacant within a twelve (12) month period;
4. identifying Contracting in opportunities;
5. mapping bumping options for affected employees, to the extent possible.
(d) Any agreement between the Hospital and the Union resulting from the above review concerning the method of implementation will take precedence over the terms of this Agreement.
Long Term Layoff i. An employee who has been notified of a long-term layoff may:
a) Accept the layoff; or
b) Opt to retire if eligible under the terms of the Employer's pension plan as outlined in Article 17.04; or
c) Elect to transfer to a vacant position provided that she or he is qualified to perform the available work; or
d) Displace another employee in any classification who has lesser bargaining unit seniority and who is the least senior employee on a unit or area whose work the employee subject to layoff is qualified to perform.
Long Term Layoff. A. An employee on long term (thirty (30) days or more) layoff status, upon notification of recall to work, shall have not more than twenty-four (24) hours from receipt of such written notice in which to decide whether to accept the recall. Up to fifteen (15) days will be granted if time is required for making necessary arrangements for return to work.
B. If it is not accepted, he/she will be dropped from the recall list and continuous service cancelled.
C. The Company is not responsible for notification of recall from layoff if any employee has failed to give proper notice to the Company of current address and telephone number where he/she may be reached.
D. The Health Centre will be the official record of current address and telephone numbers.
E. If an employee(s) with ten (10) years or more of seniority who is on long term layoff as defined above, he/she will be offered training, as follows:
Long Term Layoff. A long term layoff shall be a layoff of greater than 15 working days duration.
a. When the City determines a long term layoff is necessary, it shall give the Union notice promptly and in no case less than two (2) weeks prior to the effective date of the layoff of the first employee. The City and the Union shall meet within three (3) working days of the notice to discuss layoffs.
b. The employee with the least seniority in the job title within a specialty area shall be laid off.
c. An affected Electrical Mechanic may displace the least senior Electrical Mechanic in another specialty area if he/she passes an examination as to proficiency in the specialty area or his/her qualifications have been acknowledged by the City.
1. An Electrical Mechanic who is laid off but has sufficient seniority to bump into a different specialty area may, within six (6) calendar months of the effective date of his/her layoff, request a final opportunity to take a test(s) for placement in a specialty area. The request shall be made in writing to the Department of Employee Relations' Personnel Analyst for the Certification and Labor Activity Staff and shall specify which test(s) are to be taken. The test(s) shall be given and scoring completed within thirty (30) days of the date, which is the end of the six (6) month period following the layoff.
2. Management retains the right to transfer or retransfer said employee in accordance with the Management Rights article as the nature of its operations requires.
d. The employee to be laid off may displace the least senior employee holding a job title in the same or lower pay range in any specialty area if:
1. The affected employee has more seniority.
2. The employee has the physical capability of performing the assignment of the employee with lesser seniority.
3. The position to which he/she transfers is not paid at a higher rate.
e. If the City determines that the number of Electrical Mechanics must be reduced, employees occupying the title of Electrical Mechanic Apprentice shall be laid off first.
Long Term Layoff. In the event of a proposed layoff at the Hospital or long-term nature (three (3) months or longer), the Hospital will:
Long Term Layoff. A " long-term layoff" shall mean any layoff which is not a short-term layoff. In the event of a proposed layoff of a permanent or long-term nature or the elimination of a position within the bargaining unit, the Hospital shall:
i) provide the Union with no less than five (5) months written notice of the proposed layoff or elimination of position; and
ii) provide to the affected employee(s), if any, no less than four
Long Term Layoff. (Nurses holding an FTE) In case of a layoff that the 25 Hospital expects to last for two (2) weeks or more or in the event of a 26 permanent closure, the Hospital will first offer nurses in the unit on the shift 27 involved, where the layoff will occur, the opportunity to take voluntary time 28 off. If it is determined that this voluntary procedure is not satisfactory:
