Loss of Seniority/Service Sample Clauses

Loss of Seniority/Service. An employee shall lose all Seniority/Service if the employee: (a) Voluntarily quits or retires from the employ of the Employer (voluntarily quits includes resignation pursuant to Clause 15.7 of the Collective Agreement); (b) Is justifiably discharged and not reinstated through the grievance procedure. (c) Has been laid off for more than eighteen (18) consecutive months; (Note: See also Clauses 12.16 and 28.2 Re: Lay Off & Staff Benefits.) (d) Following a lay off, fails to advise the Employer within five (5) working days of receipt of notice to return to work, of the employee=s intention to so return or fails to report for work on the date and at the time specified in said notice. (See also Clause 12.14
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Loss of Seniority/Service. An employee shall lose all service and seniority and shall be deemed to have terminated if he/she: a) voluntarily quits the employ of the Home; b) retires or is retired; c) is discharged and the discharge is not reversed through the grievance or arbitration procedure; d) has been laid off for twelve months; e) is absent from work for a period of three (3) consecutive working days or more for which he/she was scheduled to work without a satisfactory reason for such absence; and/or is absent from scheduled work for a period of three (3) or more days without notifying the Employer without a satisfactory reason for the failure to notify; f) Utilizes a leave of absence for the purpose of engaging in gainful employment elsewhere, unless approved in writing by the Food Services Manager; g) fails to return to work upon termination of an authorized leave of absence, vacation or suspension without satisfactory reason; h) fails upon being notified of a recall to signify her intention to return within five (5) calendar days after he/she has received the notice of recall mailed by registered mail to the last known address according to the records of the Employer and fails to report to work within fourteen (14) calendar days after he/she has received the notice of recall; i) is absent due to illness or non-compensable injury for a period in excess of twenty-four (24) months;* j) is in receipt of Workers' Compensation as a result of injury incurred while in the employ of the Employer and is absent for a period in excess of twenty-four (24) months.* [*Note: The Employer and the Union agree to abide by the provisions of the Ontario Human Rights Code in the application of (i) and (j).] [*Note: Implementation- Applies to leaves that are ongoing at the date of ratification of Memorandum of Settlement.]
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Loss of Seniority/Service. An employee shall lose all service and seniority and shall be deemed to have terminated if she: a) voluntarily quits the employ of Hillside Park Retirement Residence; b) retires or is retired; c) is discharged and the discharge is not reversed through the grievance or arbitration procedure; d) has been laid off for twelve months if the employee had less than five (5) years of seniority with the Employer on the date of the commencement of the layoff, or twenty-four (24) calendar months if the employee had five (5) years or more of employment on the date of the commencement of the layoff; e) is absent from work for a period of three (3) consecutive working days or more for which she was scheduled to work without a satisfactory reason for such absence; and/or is absent from scheduled work for a period of three (3) or more days without notifying the Employer without a satisfactory reason for the failure to notify; f) utilizes a leave of absence for the purpose of engaging in gainful employment elsewhere; g) fails to return to work upon termination of an authorized leave of absence without satisfactory reason; h) fails upon being notified of a recall to signify her intention to return within seven
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Loss of Seniority/Service. An employee shall lose all Seniority/Service if the employee: 11.5.1 Voluntarily quits or retires from the employ of the Employer (voluntarily quits includes resignation pursuant to Clause 15.7 of the Collective Agreement); 11.5.2 Is justifiably discharged and not reinstated through the grievance procedure. 11.5.3 Has been laid off for more than eighteen (18) consecutive months; (Note: See also Clauses
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Loss of Seniority/Service. An employee shall lose all service and seniority and shall be deemed to be terminated if he/she: a) voluntarily quits the employ of the facility; b) retires or is retired; c) is discharged and the discharge is not reversed through the grievance or arbitration procedure; d) has been laid off for twelve months if the employee had less than two (2) years of employment with the Employer of the date of the commencement of the layoff, or twenty-four (24) calendar months if the employee had two
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Related to Loss of Seniority/Service

  • Loss of Seniority An employee shall lose all seniority and shall be deemed terminated if:

  • Loss of Seniority and Employment A Nurse shall lose both Seniority and employment in the event that: (a) The Nurse is discharged for just cause and is not reinstated. (b) The Nurse resigns or retires from employment. (c) After recall, the Nurse fails to notify the Employer as set out in lay off provisions unless such notice was not reasonably possible. (d) The Nurse is laid-off for more than two (2) years, subject to lay off provisions. (e) The Nurse is absent from work for three (3) consecutive scheduled shifts or more without sufficient cause or without notifying the Employer, unless such notice was not reasonably possible. (f) A Nurse who retires from employment loses employment and Service, but if within six months of the retirement, the Nurse returns to work in any Bargaining Unit represented by the Nova Scotia Nurses’ Union, the Nurse will maintain the Seniority the Nurse had prior to retirement and may accumulate additional Seniority on either a Casual or Regular basis depending on the status of the appointment after retirement. (g) The Nurse fails to return from an approved leave of absence, without notifying the Employer unless such notice was not reasonably possible or takes unauthorized employment while on an approved leave of absence.

  • Pregnancy and Maternity Services This plan covers physician services and the services of a licensed midwife for prenatal, delivery, and postpartum care. The first office visit to diagnose a pregnancy is not included in prenatal services. This plan covers hospital services for mother and newborn child for at least forty-eight

  • PERIOD OF SERVICE The Grant Services will commence on the Start Date and shall expire on the End Date as set forth in the SUMMARY PAGE.

  • Posting of Seniority List The Administration shall post the seniority list twice annually by October 1 and March 1 of each work year. The seniority list shall be posted on the designated bulletin board in each building/work site and will indicate, by area of certification, license, or entry-level requirement, the first day worked, the date of Board resolution to hire, and the contract status (limited or continuing) of each employee. Said list shall be provided by the Superintendent to the Association President on or before the date of posting. A. The name of employees on the seniority list shall appear in seniority rank order within areas of certification, license, or entry-level requirements, with the name of the most senior employee appearing at the top of the listing and the name of the least senior employee appearing at the bottom of the listing. B. The names of employees who are certificated, licensed, or otherwise minimally qualified in more than one (1) area shall be included on the listing for all areas of certification, license, or entry-level requirement. C. The names of part-time employees shall appear on the seniority list but shall be listed separately from the names of full-time employees.

  • Medical Care Leave An Employee who is unable to make the necessary arrangements for maintenance of personal health care outside of scheduled work time, shall be granted time off with pay. Such time off shall not exceed sixteen (16) working hours per calendar year. Hours in excess of sixteen (16) hours per calendar year shall be deducted from the Employee's sick leave accumulation.

  • Seniority Roster The District shall maintain an updated seniority roster, indicating employee's class seniority and hire date seniority. Such rosters shall be available to CSEA.

  • Unpaid Leave - Affecting Seniority and Benefits ‌ Any employee granted unpaid leave of absence totalling up to twenty (20) working days in any year shall continue to accumulate seniority and all benefits and shall return to her/his former job and increment step. If an unpaid leave of absence or an accumulation of unpaid leaves of absence exceeds twenty (20) working days in any year, the employee shall not accumulate benefits from the twenty-first (21st) day of the unpaid leave to the last day of the unpaid leave but shall accumulate benefits and receive credit for previously earned benefits upon expiration of the unpaid leave.

  • SENIORITY, LAYOFF AND RECALL A. “University seniority” is the employee’s length of continuous service with the University from the employee’s most recent date of hire into a Bargaining Unit position. This date will be considered the date that the employee begins active pay status in a Bargaining Unit position. B. An employee’s seniority shall terminate: 1. If the employee quits. 2. If the employee retires. 3. If the employee is discharged. 4. If the employee who has completed the new hire probationary period fails to report to work as scheduled or fails to report after any authorized absence or layoff, the employee may be terminated effective on the 7th day following the date of mailing a letter from the University advising the employee that they may be terminated if the employee does not advise the University of the employee’s intention to report to work as scheduled. The letter shall be mailed via certified and regular U.S. Mail. 5. When an employee is assigned out of the Bargaining Unit the following provisions will apply: a. If an employee is given a promotion out of the Bargaining Unit, and the employee is later found not to have met the posted qualifications, the employee may be returned to the employee’s prior position without a loss of seniority at any time during the employee’s probationary period. b. If an employee leaves the Bargaining Unit to take a non-Bargaining Unit position and returns to the Bargaining Unit for reasons other than those set forth above during the employee’s probationary period, the employee shall be credited with the employee’s prior seniority and Bargaining Unit rights but shall not be credited with seniority for service outside the Bargaining Unit. c. Except for laid-off employees who are awarded a non-Bargaining Unit position, once an employee has completed the employee’s probation in a non-Bargaining Unit position, the employee relinquishes all forms of Bargaining Unit seniority and shall be treated as a new employee in the event the employee returns to the unit. d. Once a Bargaining Unit employee is promoted out of the Bargaining Unit, the employee does not retain any Bargaining Unit rights except those listed above (i.e., seniority rights). e. This Agreement does not abridge Management’s rights nor guarantee that the employee shall be returned to his or her prior position. C. Departments/segments for the purpose of this Article are defined in Article 16 - Classifications. D. The University will provide the Union with three (3) copies of a seniority list on March 1, and September 1, of each year showing the seniority of each employee in the Bargaining Unit by University Seniority. Any employee shall have ten (10) working days after the list is prepared and posted in the departments to question the employee’s position on that list. If no question is received within the time period, the list shall be deemed accurate for the remainder of the posting period; and if a question is received, the list will be reviewed and revised as appropriate. If two (2) or more employees have the same University Seniority date, their names shall be listed alphabetically last name first, first name last. E. The University will provide the Union with a bi-weekly list of new hires, terminations, promotions, lateral moves, leaves of absence, and retirements in the Bargaining Unit. The list will include the name of the employee and the date of the action. F. The University will continue its efforts to avoid layoffs and will discuss at least thirty (30) days prior to layoff any potential layoffs with the Union in a scheduled labor management meeting. However, the University and the Union recognize that due to lack of funds or lack of work, temporary and permanent layoffs may be required to effectively and efficiently operate the University. G. For seasonal layoffs the following provisions will apply: 1. The University will continue its efforts to minimize seasonal layoffs; but if there is a seasonal layoff of employees in Residential Dining Services, Xxxxx University Center Culinary Services, and/or Central Food Facility of less than 120 days, the provisions of this Article regarding layoffs are not applicable. H. Layoffs will take place according to seniority and in accordance with the specific provisions of this Article covering segments and/or specific classification series within each segment. The University retains the right to determine layoffs in a particular classification, departmental classification series, and/or segment, and the specifics of each layoff. I. The University will lay off the employee with the least University seniority in a classification in a segment’s classification series. (Classification series defined in Article 16 – Classifications.) J. An employee who is laid off will first have the right to displace another employee with less University Seniority in the same classification throughout the University. If there is no less senior employee within the classification, the employee may displace a less senior employee in any classification in which the employee has previously served, or an equivalent or lower classification that the employee is qualified to hold. If there is no other classification available, the employee may displace the full time employee with the least University seniority in the lowest classification University-wide who may then displace the part time employee with the least University seniority in the lowest classification University-wide. Part time employees may not bump full time employees but may bump less senior part time employees. After the exercise of a laid-off employee’s displacement rights, the employee shall not be considered to have further displacement rights until the employee would be subject to layoff again. Employees may choose layoff rather than exercise their displacement right. Such employees will not be considered to have waived their recall rights, nor negatively affect their employment rights. K. An employee’s displacement rights shall be subject to fulfillment of qualifications for the position. Qualifications shall be determined by a thirty-day probationary period if the employee has bumped into a classification in which the employee has not previously served. If the employee does not meet the qualifications of the position at the end of 30 days, the affected employee will be laid off with recall rights. L. Employees shall be notified of layoff in writing by the University at least fourteen (14) calendar days in advance of the layoff. Except for extraordinary circumstances such as acts of God or hospitalization, the employee shall have five (5) days after receipt of the fourteen (14) day notice, excluding weekends and holidays, to notify the University in writing of the employee’s intention to exercise the employee’s displacement rights and to notify the University in writing of the employee’s displacement selection. Failure to provide written notification of the employee’s intention/selection as specified above waives the employee’s displacement rights. M. Employees will be recalled to work in reverse order of the layoff procedure specified herein. Employees shall have recall and reinstatement rights for the period of time equal to the length of their Bargaining Unit seniority from the date of the layoff. However, after two years the affected employee, if interested, will have the obligation to monitor job availabilities by utilizing employment resources available through University Human Resources. An employee who is reinstated shall not serve a probationary period upon reinstatement except where the employee was a probationary employee and the probationary period shall begin anew. Notice of recall to an employee shall be made by hand delivery, or certified mail, or by other carrier using return receipt, to the last known address of such employee. A copy shall be forwarded to the Union. If undeliverable, the University’s obligation shall be considered to be fulfilled. The recalled employee must notify the University within three (3) working days of the date of receipt of notice of his/her intention to return to work. The date for returning to work shall be no less than seven (7) calendar days from date of notice received unless mutually agreed upon with the Union. Failure to return from layoff shall subject the employee to termination of service.

  • Leave of Absence for Union Business ‌ Any elected or appointed officer of the Union shall, upon request and approval of the Employer, be granted a leave of absence without pay to attend to Union business, or the leave can be granted with pay if the Union agrees to pay the cost of the substitute.

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