Notice to Affected Employees. Any regular employee who will be laid off as defined in Article 16.01 shall be provided with notice in accordance with the provisions of Article 16.05 and shall be given the opportunity to exercise their seniority rights in accordance with Article 16.02.
Notice to Affected Employees. The notice mentioned in article 15.4.3 and the information specified in article
Notice to Affected Employees. (a) Within 30 days of the transfer order being issued, AHS shall issue a notice via e- mail to all Affected Employees to advise that their position will be transferred to the PHA. The notice shall include the details of the position.
(b) The Union shall be provided a listing of all Affected Employees and a copy of the template letters.
(c) Option to choose a vacancy at AHS
(i) Employees who indicate their preference to remain with AHS may be placed in a Regular vacant position in their current classification at AHS. A vacant position for the purposes of this Agreement is one in which has been or will be posted and has not been filled as per Article 17: Appointments, Transfers and Vacancies of the Collective Agreement, and where no offer(s) of employment have been made. Where a position has already been posted and has received applicants not affected by the transfer order, the Union agrees that said internal applicants will be excluded from the hiring process of the position(s).
(ii) The Employer will provide Affected Regular Employees and the Union with a provincial list of all vacant positions. In the case of Recovery Alberta, the provincial list of all vacant positions shall be provided within ten (10) days of the signing of this Agreement.
(iii) Affected Regular Employees must declare their intent and vacancy preference(s) in an electronic format to AHS within five (5) calendar days of receiving the vacancy list as noted in Part B, Paragraph 3(c)(ii). An Affected Employee may identify up to five (5) positions from the list of available vacancies. A declaration of intent does not guarantee placement in a vacancy.
(iv) The Employer retains the right to determine whether the Affected Regular Employee selecting a vacancy is capable and qualified, and the mechanism for determining whether said applicant is capable and qualified for the posting. The Employer shall act reasonably in their determinations. Any dispute related to this process under Part B, Paragraph 3(iv) shall be referred to the grievance procedure as per Article 8: Grievance Procedure.
(v) Where more than one Affected Regular Employee declares an intention for the same position and is adjudged capable and qualified, such position shall be awarded in order of seniority.
(vi) The Employer will notify Affected Regular Employees of the position placement, if any, as soon as reasonably possible, along with a copy of the notification to the Union.
(vii) Should the Affected Regular Employee not be dee...
Notice to Affected Employees. The notice mentioned in Article 15.4.3 and the information specified in Article 15.4.4 shall also be given to the faculty who will be affected by the technological change.
Notice to Affected Employees. In an annual in-service or safety meeting the Board will provide to all covered employees, continuous education on drug and alcohol testing and provide the reasons for conducting said test(s). The Board will provide written notice of the required testing to covered employees and shall provide oral notice at the time of the actual testing.
Notice to Affected Employees. Only after consultation with the Executive Director of Human Resources, the Department Head shall notify those employees who are to be laid off at least 60 calendar days before the effective date of the layoff. Employees shall be paid and shall not report to work during the notice period. During this period, the employee shall continue to have the status of being employed by the College. The notice to the employees shall state:
Notice to Affected Employees. The decision to implement an employee furlough or pay reduction will be made by the President after consultation with the President’s Cabinet and FHSU-AAUP. An announcement will be made as soon as possible after the decision is made to implement a furlough or pay reduction, and written notification will be provided to each affected employee. Affected employees will be given as much advance notice as possible, but not less than 30 calendar days prior to implementation of the furlough or pay reduction. The furlough announcement will include details of the furlough plan, including but not limited to positions affected, the beginning and ending dates of the furlough, the number of hours/days reduced, the options a faculty member has regarding when or how to implement the furlough, and the financial impact upon the faculty member. The pay reduction announcement will identify the amount of the pay reduction and the time period over which the reduction will occur.
Notice to Affected Employees. For the purposes of invoking an Article 6 notice of significant change or redundancy within the same job, unilingual and bilingual positions will be considered the same. Employees advised will be those whose permanent job will:
i. be significantly changed, or
ii. become redundant.
Notice to Affected Employees. Except in emergency circumstances, Employer will provide ten (10) calendar days' notice in advance of any layoff.
Notice to Affected Employees. In the event the BURC determines that a position with an incumbent or more than one incumbent shall change from being included in the Union's bargaining unit to becoming non-union, that decision shall be conveyed to the incumbent(s) in writing and the incumbent(s) shall be given thirty (30) calendar days' notice of the change. During that thirty (30) days, the incumbent(s) shall have the opportunity to provide further information to the BURC if he or she disagrees with the change and the notice shall advise them of their right to provide such further information.
