Notice of Furlough. Written notice shall be given to FOP Lodge 35, by Certified Mail, thirty
Notice of Furlough a) In the case of a furlough due to a lack of work, the employees concerned must receive five (5) business days of notice, in advance, unless that furlough occurs for a reason over which the Company has no control. The employer shall notify the union of the furloughs before announcing them to the employees.
Notice of Furlough. The employer must notify staff of the furlough at least 14 days before the fur- lough period begins. Notice shall be given to each person to be dismissed on furlough personally. If the notice cannot be delivered personally, it may be delivered by post or digitally, still following the same term of notice standards. The notice shall state the grounds for layoffs, its starting date and the dura- tion of a temporary lay-off period as well as the estimated duration of furlough issued for an indefinite period of time. There is no obligation to notify staff if the employer will not be obligated to pay the employee’s salary during the furlough period due to their absence from work for another reason. The notice must also be given to the representative of those employees to be laid off. Dismissal of a laid-off employee During the furlough period, an employee may terminate their employment contract no matter its duration, without notice. If the end of the furlough period is known to the worker, the employee will no longer have this right during the seven days prior to the end of the layoff/recommencement of their employ- ment. If the employer terminates the contract of a laid-off employee during the fur- lough period, the employee is entitled to their salary during the term of notice. The employer may deduct 14 days' salary from the notice period if the em- ployee has been laid off in accordance with 14 days of notice, in accordance with the law or an agreement. An employee wishing to resign from their employment contract has this same right should the layoff period last over 200 days. In cases in which an employee who was dismissed due to lack of available work is laid off during their term of notice for the same reason, the employer's payroll liability shall be determined in accordance with the same principles.
