Notice to Union of Long Term Layoff. In the event of a pending layoff of a permanent or long-term nature, the Home will:
(a) Provide the Union with ninety (90) days’ notice;
(b) Meet with the Union to review the following:
i) The reasons causing the layoff;
ii) The service which the Home will undertake after the layoff;
iii) The method of implementation, including areas of cutback and the employees to be laid off. It is understood that permanent or long-term nature means a layoff which will be longer than eight (8) weeks.
Notice to Union of Long Term Layoff. It is understood that permanent or long-term nature means a lay-off which will be longer than eight (8) weeks. In the event of a pending lay-off of a permanent or long-term nature, the Employer will:
(a) Provide the Union with ninety (90) days notice of such layoff;
(b) Meet with the Union to review the reasons causing the layoff.
Notice to Union of Long Term Layoff. In the event of a pending layoff of a permanent or long-term nature, the Home will:
Notice to Union of Long Term Layoff. In the event of a pending layoff of a permanent or long-term nature, the Home will:
(a) Provide the Union with ninety (90) days’ notice;
(b) Meet with the Union to review the following:
i) The reasons causing the layoff;
ii) The service which the Home will undertake after the layoff;
iii) The method of implementation, including areas of cutback and the employees to be laid off. It is understood that permanent or long-term nature means a layoff which will be longer than eight (8) weeks.
(i) Ninety (90) days’ notice of layoff shall be given to each affected Registered Nurse which is not pyramided on the notice provided for in Article 9.12.
(ii) Notice of layoff shall be given to each affected Registered Practical Nurse in accordance with the Employment Standards Act for employees with less than five (5) years’ service; for Registered Practical Nurses with over five (5) years’ service they shall receive ninety (90) days’ notice. Such notice provided to the employees is not in addition to the notice provided to the Union.
Notice to Union of Long Term Layoff. In the event of a pending lay-off of a permanent or long-term nature, the Home will:
(a) Provide the Union with ninety (90) days’ notice;
(b) Meet with the Union to review the following:
i) the reasons causing the lay-off;
ii) the service which the Home will undertake after the lay-off;
iii) the method of implementation, including areas of cutback and the employees to be laid off.
(c) Notice of layoff shall be given to each affected employee in accordance to the Employment Standards Act for employees with less than 5 years service, for employees over 5 years service they shall receive 90 days notice. Such notice provided to employees is not in addition to the notice provided to the union. It is understood that permanent or long-term nature means a lay-off which will be longer than thirteen (13) weeks.
Notice to Union of Long Term Layoff. In the event of a pending layoff of a permanent or long term nature, the Employer will:
(a) Provide the Union with a minimum of ninety (90) days’ notice;
(b) Meet with the Union to review the following:
i) the reasons causing the layoff;
ii) the service, which the Employer will undertake after the lay-off;
iii) the method of implementation, including areas of cutback and the employees to be laid off.
iv) methods of reducing the impact of the layoff, which may include reducing hours rather than laying off employees. Any such methods require the agreement of the Union. Where the Employer can demonstrate that a reduction in hours, or some other alternative to layoff (except alternatives involving reductions in compensation) is in the best interest of the Employer’s clients, agreement on the alternatives will not be unreasonably withheld. It is understood that permanent or long-term nature means a lay- off which will be longer than thirteen (13) weeks.
Notice to Union of Long Term Layoff. In the event of a pending lay-off of a permanent or long-term nature, the Employer will:
(a) Provide the Union with a minimum of sixty (60) days’ notice;
(b) Meet with the Union to review the following:
i) the reasons causing the lay-off;
ii) the service which the Employer will undertake after the lay-off;
iii) the method of implementation, including areas of cutback and the employees to be laid off.
iv) methods of reducing the impact of the layoff, which may include reducing hours rather than laying off employees. Any such methods require the agreement of the Union. Where the Employer can demonstrate that a reduction in hours, or some other alternative to layoff (except alternatives involving reductions in compensation) is in the best interest of the Community Care Access Centre Niagara’s clients, agreement on the alternatives will not be unreasonably withheld. It is understood that permanent or long-term nature means a lay-off, which will be longer than thirteen (13) weeks.
Notice to Union of Long Term Layoff. In the event of a pending lay-off of a permanent or long-term nature, the Employer will:
(a) Provide the Union with a minimum of sixty (60) days’ notice; (Previously 45 days notice 19.2(a))
(b) Meet with the Union to review the following:
i) the reasons causing the lay-off;
ii) the service which the Employer will undertake after the lay-off;
iii) the method of implementation, including areas of cutback and the employees to be laid off.
iv) methods of reducing the impact of the layoff, which may include reducing hours rather than laying off employees. Any such methods require the agreement of the Union. Where the Employer can demonstrate that a reduction in hours, or some other alternative to layoff (except alternatives involving reductions in compensation) is in the best interest of the Access Centre’s clients, agreement on the alternatives will not be unreasonably withheld. It is understood that permanent or long-term nature means a lay-off, which will be longer than thirteen (13) weeks.
Notice to Union of Long Term Layoff. In the event of a pending layoff of a permanent or long-term nature, the Employer will:
Notice to Union of Long Term Layoff. In the event of a pending layoff of a permanent or long-term nature, the Employer will:
(a) Except in exceptional circumstances, provide the Union with a minimum of sixty (60) days’ notice;
(b) Meet with the Union to review the following:
i) the reasons causing the layoff;
ii) the service that the Employer will undertake after the layoff;
iii) the method of implementation, including areas of cutback and the Employees to be laid off.
iv) methods of reducing the impact of the layoff, which may include reducing hours rather than laying off Employees. Any such methods require the agreement of the Union. Where the Employer can demonstrate that a reduction in hours, or some other alternative to layoff (except alternatives involving reductions in compensation) is in the best interest of the Employer’s clients, agreement on the alternatives will not be unreasonably withheld. For the purposes of this Collective Agreement, a layoff of a “permanent or long-term nature” is defined as a layoff that will be longer than thirteen (13) weeks. In exercising bumping and recall rights in long-term layoff situations, each Employee is entitled to an orientation of up to ten (10) working days in order to assist her to meet the staffing requirements of the Employer.
