Notice of Permanent Layoff Sample Clauses

Notice of Permanent Layoff. In the event of a proposed lay-off of a permanent or long-term nature of thirteen calendar weeks or more, the Employer will: (a) provide the Union with at least six (6) weeks notice prior to its implementation. This notice is not in addition to required notice for individual employees. (b) provide affected employees with notice in accordance with the Employment Standards Act. However, the Act will be deemed to be amended to provide notice to the affected employee as follows: • if their service is greater than nine (9) years – nine (9) weeks’ notice • if their service is greater than ten (10) years – ten (10) weeks’ notice • if their service is greater than eleven (11) years – eleven (11) weeks’ notice • if their service is greater than twelve (12) years – twelve (12) weeks’ notice (c) meet with the Union through the Labour Management committee to review the reasons and expected duration of the lay-off, any realignment of service or staff and its effect on employees in the bargaining unit. Any agreement between the Employer and the Union resulting from the above process concerning the method, timing and implementation will take precedence over other terms of lay-off and related provisions in this collective agreement.
Sample 1
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Notice of Permanent Layoff. The Daycare shall give written notice of a lay off that constitutes a termination under in the Employment Standards Act, 2000 (“permanent layoff”) to an affected Bargaining Unit Employee in accordance with the requirements of the Employment Standards Act, 2000, or successor legislation in force at the time of notification is given of the layoff. The Daycare may provide pay in lieu of notice of the layoff to the affected Bargaining Unit Employee. In the case of the permanent layoff of a Full-Time Employee who participates in the Daycare’s insured group benefits plans, the Daycare shall, subject to the terms and conditions of those plans, continue to make its contributions to the benefits plans for the affected employee for the period of statutory notice stipulated by the Employment Standards Act, 2000.
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Notice of Permanent Layoff. In the event of any layoff, regular employees shall be given notice of layoff, or pay in lieu thereof. (a) For pay in lieu of notice of permanent layoff, as follows: (1) up to 12 consecutive months of employment, an amount equal to one week's wages.
Sample 1
Notice of Permanent Layoff. In the event of a proposed lay-off of a permanent or long-term nature of thirteen calendar weeks or more, the Employer will: [b] provide affected employees with notice in accordance with the Employment Standards Act. However, the Act will be deemed to be amended to provide notice to the affected employee as follows: • if his/her service is greater than nine (9) years – nine (9) weeks’ notice • if his/her service is greater than ten (10) years – ten (10) weeks’ notice • if his/her service is greater than eleven (11) years – eleven (11) weeks’ notice • if his/her service is greater than twelve (12) years – twelve (12) weeks’ notice Any agreement between the Employer and the Union resulting from the above process concerning the method, timing and implementation will take precedence over other terms of lay-off and related provisions in this collective agreement.
Sample 1

Related to Notice of Permanent Layoff

  • Permanent Layoff The calculation in determining the six (6) month duration of eligibility for an Employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer- paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred.

  • Notice of Layoff The Employer shall make every reasonable effort under the circumstances to provide affected employees with at least fourteen (14) calendar days’ notice prior to the contemplated effective date of a layoff.

  • Employee-Requested Schedule Changes Overtime-eligible employees’ workweeks and work schedules may be changed at the employee’s request and with the Employer’s approval, provided the Employer’s business and customer service needs are met and no overtime expense is incurred.

  • Advance Notice of Layoff Unless legislation is more favourable to the Employees, the Employer shall notify Employees who are laid off with a written notice thirty (30) calendar days prior to the effective date of layoff. If the Employee has not had the opportunity to work the days as provided in this Article, they shall be paid for the days for which work was not made available.

  • NOTICE OF LABOR DISPUTES (a) If the Contractor has knowledge that any actual or potential labor dispute is delaying or threatens to delay the timely performance of this Contract, the Contractor immediately shall give notice, including all relevant information, to the Authority. (b) The Contractor agrees to insert the substance of this paragraph, including this subparagraph (b), in any Sub- contract under which a labor dispute may delay the timely performance of this Contract; except that each Subcontract shall provide that in the event its timely performance is delayed or threatened by delay by any actual or potential labor dispute, the Subcontractor shall immediately notify the next higher tier Subcontractor or the Contractor, as the case may be, of all relevant information concerning the dispute.

  • Notice of Potential Claims The Contractor shall not be entitled to additional compensation or to extension of time for (1) any act or failure to act by the County Project Manager or the County, or (2) the happening of any event or occurrence, unless the Contractor has given the County a written Notice of Potential Claim within ten (10) days of the commencement of the act, failure, or event giving rise to the claim, and before final payment by the County. The written Notice of Potential Claim shall set forth the reasons for which the Contractor believes additional compensation or extension of time is due, the nature of the cost involved, and insofar as possible, the amount of the potential claim. Contractor shall keep full and complete daily records of the work performed, labor and material used, and all costs and additional time claimed to be additional.

  • Termination/Cancellation/Rejection The State specifically reserves the right upon written notice to immediately terminate the contract or any portion thereof at no additional cost to the State, providing, in the opinion of its Commissioner of Buildings and General Services, the products supplied by Contractor are not satisfactory or are not consistent with the terms of this Contract. The State also specifically reserves the right upon written notice, and at no additional cost to the State, to immediately terminate the contract for convenience and/or to immediately reject or cancel any order for convenience at any time prior to shipping notification.

  • Retainage for Unacceptable Corrective Action Plan or Plan Failure If the corrective action plan is unacceptable to the Department or Customer, or implementation of the plan fails to remedy the performance deficiencies, the Department or Customer will retain ten percent (10%) of the total invoice amount. The retainage will be withheld until the Contractor resolves the performance deficiencies. If the performance deficiencies are resolved, the Contractor may invoice the Department or Customer for the retained amount. If the Contractor fails to resolve the performance deficiencies, the retained amount will be forfeited to compensate the Department or Customer for the performance deficiencies.

  • Permanent Schedule Changes Employees’ workweeks and work schedules may be permanently changed with prior notice from the Employer. Overtime-eligible employees will receive ten (10) calendar days’ written notice of a permanent schedule change. The day notification is given is considered the first day of notice. Notice will normally be given to the affected employees during their scheduled working hours. If an affected employee is on extended leave, notice may be sent to the employee’s last known address.

  • Certification Regarding Debarment Party certifies under pains and penalties of perjury that, as of the date that this Agreement is signed, neither Party nor Party’s principals (officers, directors, owners, or partners) are presently debarred, suspended, proposed for debarment, declared ineligible or excluded from participation in Federal programs, or programs supported in whole or in part by Federal funds.

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