Method of Lay-Off. 7.2.1 When reducing staff, employees shall be laid-off in the reverse order of their seniority within the classification, program/department, locale, discipline or specialty affected, provided the employees retained have the demonstrated competence (and where required by an external governing body for purposes of program accreditation, specific qualifications) or has the qualifications, skills, abilities and experience to perform the work required or can be expected to perform the work required within a period not exceeding three (3) months.
Method of Lay-Off. 12.2.1 Group A Staff (Office Staff) In the event of lay-off, employees shall be laid off in the following order within the classification affected, and within the program affected;
Method of Lay-Off. In the event of lay off, employees shall be laid-off in the reverse order of their bargaining unit wide seniority by classification. Bumping shall be allowed based on seniority and qualifications for the remaining jobs.
Method of Lay-Off. Both parties recognize that job security shall be increased in proportion to length of service. Therefore, in the event of lay-off, employees shall be laid off in reverse order of Bargaining Unit-wide seniority.
Method of Lay-Off. Office and Facilities
Method of Lay-Off. 7.2.1 When reducing staff, employees shall be laid-off in the reverse order of their seniority within the classification, program/department, locale, discipline or speciality affected, provided the employees retained have the demonstrated competence (and where required by an external governing body for purposes of program accreditation, specific qualifications) or has the qualifications, skills, abilities and experience to perform the work required or can be expected to perform the work required within a period not exceeding three (3) months. An employee may request to be laid- off, and if granted, shall resign and receive severance
Method of Lay-Off. 7.2.1.1 If a workplace reduction is necessary, the union (and where appropriate the employees) will be consulted in order to determine solutions that provide as many viable options as possible in order to minimize potential lay-off. Viable options may be available to all employees in the affected program/department that may include, but are not limited to voluntary lay-off (article 7.2.2), job share, leave of absences, retraining, secondments, and/or retirement.
