Common use of NFB Clause in Contracts

NFB. 1.1.1 As in the past, the employer will continue to provide employees who would otherwise be laid off following a WFA with every reasonable opportunity to retain their employment. The NFB will make a reasonable effort to provide a reasonable job offer to employees affected by a WFA. 1.1.2 The NFB will carry out effective human resource planning to minimize lay-offs and the impact of a WFA on continuous status employees, based on organizational needs. 1.1.3 The NFB will inform and consult the bargaining agent’s representatives in the event of a WFA and in accordance with the stipulated provisions. 1.1.4 After notifying the bargaining agent of a potential WFA situation, the NFB will meet with the bargaining agent’s representatives to develop a human resources transition plan with a view to minimizing adverse impacts on the employees affected by the WFA. The scope and range of the transition plan will depend on the number of surplus employees. 1.1.5 The employer must identify all vacant or potentially vacant positions and make this information available to the bargaining agent. 1.1.6 The NFB will establish an advisory committee following the announcement of a WFA affecting more than five (5) persons across bargaining unit lines. The committee shall include the managers, Human Resources officers and bargaining agents concerned. The committee will analyze the WFA’s impacts to mitigate its negative repercussions. The committee will consult on various issues including the following: (a) Justification of the choices made to determine surplus positions; (b) Implementation of the definition of a reasonable job offer; (c) Appointment of employees for a set period; (d) Alternation, available temporary assignments and retraining; (e) Non-standard work arrangements, including part-time work and job sharing; (f) Leave of absence; (g) Employee communication strategy. 1.1.7 The NFB will confirm to the bargaining agent, in writing, all decisions made under the WFA administrative framework. 1.1.8 The NFB will facilitate the reassignment or retraining of the surplus employees. 1.1.9 When the NFB determines that the services of an employee are no longer required under a WFA, it will advise that employee in writing by issuing a surplus status notice. A template for the letter along with a list of the affected persons must be promptly submitted to the bargaining agent1. The NFB will supply surplus employees with full details as soon as possible after the surplus status notice has been issued and throughout the entire process. This entails providing explanations and assistance regarding: (a) the WFA and its effect on the person in question; (b) the WFA Directive; (c) the employee’s rights and obligations; (d) the employee’s current situation (e.g. remuneration, social benefits, years of continuous service); (e) other opportunities available to the employee; (f) the list of known or anticipated vacancies.

NFB. 1.1.1 As in the past, the employer will continue to provide employees who would otherwise be laid off following a WFA with every reasonable opportunity to retain their employment. The NFB will make a reasonable effort to provide a reasonable job offer to employees affected by a WFA. 1.1.2 The NFB will carry out effective human resource planning to minimize lay-offs and the impact of a WFA on continuous status employees, based on organizational needs. 1.1.3 The NFB will inform and consult the bargaining agent’s representatives in the event of a WFA and in accordance with the stipulated provisions. 1.1.4 After notifying the bargaining agent of a potential WFA situation, the NFB will meet with the bargaining agent’s representatives to develop a human resources transition plan with a view to minimizing adverse impacts on the employees affected by the WFA. The scope and range of the transition plan will depend on the number of surplus employees. 1.1.5 The employer must identify all vacant or potentially vacant positions and make this information available to the bargaining agent. 1.1.6 The NFB will establish an advisory committee following the announcement of a WFA affecting more than five (5) persons across bargaining unit lines. The committee shall include the managers, Human Resources officers and bargaining agents concerned. The committee will analyze the WFA’s impacts to mitigate its negative repercussions. The committee will consult on various issues including the following: (a) Justification of the choices made to determine surplus positions; (b) Implementation of the definition of a reasonable job offer; (c) Appointment of employees for a set period; (d) Alternation, available temporary assignments and retraining; (e) Non-standard work arrangements, including part-time work and job sharing; (f) Leave of absence; (g) Employee communication strategy. 1.1.7 The NFB will confirm to the bargaining agent, in writing, all decisions made under the WFA administrative framework. 1.1.8 The NFB will facilitate the reassignment or retraining of the surplus employees. 1.1.9 When the NFB determines that the services of an employee are no longer required under a WFA, it will advise that employee in writing by issuing a surplus status notice. A template for the letter along with a list of the affected persons must be promptly submitted to the bargaining agent1. The NFB will supply surplus employees with full details as soon as possible after the surplus status notice has been issued and throughout the entire process. This entails providing explanations and assistance regarding: (a) the WFA and its effect on the person in question; (b) the WFA Directive; (c) the employee’s rights and obligations; (d) the employee’s current situation (e.g. remuneration, social benefits, years of continuous service); (e) other opportunities available to the employee; (f) the list of known or anticipated vacancies. 1 PIPSC: Local President, Labour Relations Agent and Union President CUPE 2656 and SGCT (CUPE 4835): Local President