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.
Appears in 4 contracts
Samples: Collective Agreement, Collective Agreement, Collective Agreement
