Notification of Lay-Off. Notice of lay-off shall be in accordance with the Labour Standards Act of the Province of Saskatchewan provided, however, that the minimum amount of notice shall be twenty-eight (28) calendar days. If the Employee laid off has not had the opportunity to work the notice period, the Employee shall be paid in lieu of work and seniority shall continue to accrue for the part of the notice period during which work was not made available. If regular duties are unavailable during the notice period the Employer may assign duties other than those normally connected with the classification in question provided it is bargaining unit work.
Notification of Lay-Off. Prior to any public announcement or public discussion, the Employer, insofar as is reasonably possible, will advise the Union where lay-offs may be contemplated which will affect the bargaining unit. The Employer shall provide fourteen (14) calendar days notice to the Union prior to issuing initial notice of lay-off to affected employees. With the notification to the Union, the Employer shall provide all relevant information including but not limited to:
Notification of Lay-Off. 9.11 In case it becomes advisable to reduce the number of employees by a Company lay-off, regular employees will be given at least seven (7) calendar days' notice of such lay-off except in situations over which the Company has no control.
Notification of Lay-Off. No less than ten (10) days prior to Board action to lay off employees, the Superintendent shall prepare and provide to all affected bargaining unit members, a list containing the names and seniority dates by job classification, which also indicates the employees who are proposed to be affected by the reduction in force. A copy will also be provided to the Association President. Within five (5) days of such notification, job classification meetings shall be held with all the affected and potentially affected employees in order to complete the actual displacement list in accordance with the process set forth above. Each employee ultimately determined to be laid off shall thereafter be given written notice of the Board action prior to the effective date of the layoff.
Notification of Lay-Off. When the President determines that a Reduction-in-Force is necessary and has selected the affected employees to be reduced, the initial step shall be for the President to meet with the employee and discuss the proposed termination/dismissal with the individual employee in personal conference which shall be an informal proceeding for purposes of Chapter 34.05
Notification of Lay-Off. Notice of a lay-off will be given to any affected employee as soon as reasonably possible, but at least two (2) weeks in advance. If an Employee is on an authorized leave of absence, e.g. sick leave or vacation, the notice will be delivered by courier or registered mail to the most current address the employee has provided.
Notification of Lay-Off. 1. A list of the employees being laid off shall be furnished to the President and Chapter Chairperson twenty (20) workdays prior to the effective date of the layoff, to the extent possible. At this time the parties can discuss alternatives regarding the positions of employees who are on medical leaves of absence.
Notification of Lay-Off. The Board shall notify the Association and affected employee(s) of proposed lay-off fifteen
Notification of Lay-Off. The Employer, insofar as is reasonably possible, will advise the Union where lay-offs may be contemplated which will affect the bargaining unit. The Employer shall provide fourteen (14) calendar days’ notice to the Union prior to issuing initial notice of lay-off to affected employees. With the notification to the Union, the Employer shall provide all relevant information including but not limited to: • The number of FTE’s affected; • The number of actual positions affected; • The job classifications of employees to be laid off; and • The names of the affected employees. All employees affected by lay-off shall receive written notice of lay-off. The Employer shall serve notice of lay-off to the most junior employee(s) in the affected positions within the job classification where it is determined the reduction is required.
Notification of Lay-Off. The employer shall notify the Union of the need to reduce the number of employees who are on the paYroll within the Bargaining Unit at least 30 days before the effective date of a lay-off Such notice shall be given in writing, addressed to the Union by certified mail. The notice shall disclose the number of positions affected, the rank or classification of each position so affected and the units, if any, which are to be disbanded. Immediately after issuing the notice, the employer shall give the union a reasonable period of time, of no less than 15 days, within which it will meet and confer with the Union to discuss such an action. The employer shall respond to any proposals which the Union may make in response to the subject matter of the notice.
