Menu of Labour Adjustment Strategies. Where a work force reduction is necessary, the following labour adjustment strategies will be considered, as applicable.
Menu of Labour Adjustment Strategies. To minimize layoffs, the following menu of labour force adjustment strategies will be considered and whenever reasonably possible, offered by institutions at the appropriate time in the employee reduction process set out in each institution's local collective agreement(s): • Job sharing. • Reduced hours of work through partial leaves. • Transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required. • Paid and unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc. • Voluntary severance. • Purchasing past pensionable service. If permissible the Employer will match a minimum of three years' contributions to the appropriate pension plan (College Pension Plan, Municipal Pension Plan or Public Service Pension Plan) where an employee opts for early retirement. • Early retirement incentives. • Agreed secondment. • Retraining. • Trial retirement. • Continuation of health and welfare benefits. • Combinations and variations of the above or other alternatives.
Menu of Labour Adjustment Strategies. To minimize layoffs, the following menu of labour force adjustment strategies will be considered and whenever reasonably possible, offered by institutions at the appropriate time in the employee reduction process set out in each institution’s local collective agreement(s):
Menu of Labour Adjustment Strategies. To minimize layoffs, the following menu of labour adjustment strategies will be considered and, whenever reasonably possible, offered by the College at the appropriate time in the faculty reduction sequence (in 10.5.3.5 below):
a) Job sharing;
b) Reduced hours of work through partial leaves;
c) Transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required;
d) Paid and unpaid leaves of absence to seek alternate employment, retirement adjustment, retraining, etc;
e) Voluntary severance with up to five (5) months’ severance payment;
f) Workload averaging;
g) Purchasing past pensionable service. If permissible the College will match a minimum of three years’ contributions to the College Pension Plan where a faculty member opts for early retirement;
h) Combined pension earnings and reduced workload to equal 100% of regular salary;
i) Early retirement incentives pursuant to Article 22;
j) Agreed secondment;
k) Retraining;
l) Trial retirement;
m) Continuation of health and welfare benefits;
n) Combinations and variations of the above or other alternatives. While various options may be considered and offered, there will be no stacking of entitlements.
Menu of Labour Adjustment Strategies. To minimize layoffs, the following menu of labour force adjustment strategies will be considered and whenever reasonably possible, offered by the Employer at the appropriate time in the employee reduction process set out in this Collective Agreement: • Job-sharing. • Reduced hours of work through partial leaves. • Transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required. • Paid and unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.
Menu of Labour Adjustment Strategies. To minimize layoffs, the following menu of labour force adjustment strategies will be con- sidered and whenever reasonably possible, offered by the institution at the appropriate time in the employee reduction process set out in the Collective Agreement. − Job sharing. − Reduced hours of work through partial leaves. − Transfer to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required. − Paid and unpaid leaves of absence for use to seek alternate employment, re- tirement adjustment, retraining, etc. − Voluntary severance. − Purchasing past pensionable service. If permissible the Employer will match a minimum of three years contributions to the Municipal Pension Plan where an employee opts for early retirement. − Early retirement incentives. − Agreed secondment. − Trial retirement. − Continuation of health and welfare benefits. − Combinations and variations of the above or other alternatives.
Menu of Labour Adjustment Strategies. To minimize layoffs, the committee will consider the following strategies, subject to Article 12.03: • Job sharing. • Reduced hours of work through partial leaves. • Transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required. • Paid and unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc. • Voluntary severance. • Purchasing past pensionable service. If permissible the eEmployer will match a minimum of three (3) years' contributions to the appropriate pension plan (Municipal Pension Plan) where an employee opts for early retirement. • Early retirement incentives. • Agreed secondment. • Retraining. • Trial retirement. • Continuation of health and welfare benefits. • Combinations and variations of the above or other alternatives.
Menu of Labour Adjustment Strategies. To minimize layoffs, the following menu of labour force adjustment strategies will be considered and whenever reasonably possible, offered by the College at the appropriate time in the employee reduction process set out in the collective agreement: • job-sharing; • reduced hours of work through partial leaves; • transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required; • paid and unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.; • voluntary severance; • purchasing past pensionable service. If permissible the College will match a minimum of three years' contributions to the appropriate pension plan (College Pension Plan, Municipal Pension Plan or Public Service Pension Plan) where an employee opts for early retirement; • early retirement incentives; • agreed secondment; • retraining; • continuation of Health and Welfare Benefits; and • combinations and variations of the above or other alternatives.
Menu of Labour Adjustment Strategies. To minimize layoffs, the following menu of labour force adjustment strategies will be considered and whenever reasonably possible, offered by the College: • Job sharing. • Reduced hours of work through partial leaves. • Transfers to other areas within the bargaining unit subject to available work and meeting qualifications, with minimal training required. • Paid and unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc. • Voluntary severance. • Purchasing past pensionable service. If permissible the employer will match a minimum of three years’ contributions to the appropriate pension plan (College Pension Plan, Municipal Pension Plan or Public Service Pension Plan) where an employee opts for early retirement. • Early retirement incentives. • Agreed secondment. • Retraining. • Trial retirement. • Continuation of health and welfare benefits. • Combinations and variations of the above or other alternatives.
Menu of Labour Adjustment Strategies. Where a work force reduction is necessary, the following labour adjustment strategies will be considered and offered by the University to minimize layoffs and at the appropriate time in the member reduction process:
(a) Job sharing.
(b) Reduced hours of work through partial leaves.
(c) Transfers to other areas within the bargaining unit subject to available work and to meeting qualifications, with minimal training required where such training can be scheduled within the employee’s professional development and other non-instructional time. If the retraining is approved by the Board, the Board shall pay all reasonable costs relating to the plan of retraining. If the retraining or appointment is to a vacant academic position, members shall retain their former academic status, including credits for sabbatical leaves, salaries and benefits.
(d) Paid and unpaid leaves of absence for use to seek alternate employment, retirement adjustment, retraining, etc.
(e) Voluntary severance with up to twenty-four (24) months’ severance payment.
(f) Workload averaging.
(g) Purchasing past pensionable service. If permissible the employer will match a minimum of three (3) years’ contributions to the College Pension Plan where an employee opts for early retirement.
(h) Combined pension earnings and reduced workload to equal one hundred percent (100%) of regular salary subject to compliance with the regulations of the College Pension Plan.
(i) Early retirement incentives as outlined in Collective Agreement .
(j) Agreed secondment.
