Common use of Notification of Lay-Off Clause in Contracts

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: a) the work area where the initial notices of lay-off will be issued; b) the number of FTE’s affected; c) the number of actual positions affected; d) the job classifications of employees to be laid off; and e) as soon as the information is available, 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. The initial lay-off notice, as established by the Employer, shall be the start date. Employees who are in receipt of the initial lay-off notice will receive ten (10) weeks notice. Employees subsequently bumped will receive the greater of the balance of the ten (10) weeks notice from the start date or the notice period provided by Labour Standards, but in no case will receive less than fourteen (14) calendar days notice. If the employee laid off or displaced has not had the opportunity to work the above notice period, the employee shall be paid in lieu of work for that period of the notice period for which work was not made available. However, in this notice period, if regular duties are unavailable, the Employer may assign duties other than those normally connected with the job classification in question.

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: a) the The work area where the initial notices of lay-off will be issued; b) the The number of FTE’s affected; c) the The number of actual positions affected; d) the The job classifications of employees to be laid off; and e) as As soon as the information is available, 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. The initial lay-off notice, as established by the Employer, shall be the start date. Employees who are in receipt of the initial lay-off notice will receive ten (10) weeks notice. Employees subsequently bumped will receive the greater of the balance of the ten (10) weeks notice from the start date or the notice period provided by Labour Standards, but in no case will receive less than fourteen (14) calendar days notice. If the employee laid off or displaced has not had the opportunity to work the above notice period, the employee shall be paid in lieu of work for that period of the notice period for which work was not made available. However, in this notice period, if regular duties are unavailable, the Employer may assign duties other than those normally connected with the job classification in question.

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: a) the work area where the initial notices of lay-off will be issued; b) the number of FTE’s affected; c) the number of actual positions affected; d) the job classifications of employees to be laid off; and e) as soon as the information is available, 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. The initial lay-off notice, as established by the Employer, shall be the start date. Employees who are in receipt of the initial lay-off notice will receive ten (10) weeks notice. Employees subsequently bumped will receive the greater of the balance of the ten (10) weeks notice from the start date or the notice period provided by Labour StandardsThe Saskatchewan Employment Act, but in no case will receive less than fourteen (14) calendar days notice. If the employee laid off or displaced has not had the opportunity to work the above notice period, the employee shall be paid in lieu of work for that period of the notice period for which work was not made available. However, in this notice period, if regular duties are unavailable, the Employer may assign duties other than those normally connected with the job classification in question.

Notification of Lay-Off. ‌ DRAFT 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: a) the work area where the initial notices of lay-off will be issued; b) the number of FTE’s affected; c) the number of actual positions affected; d) the job classifications of employees to be laid off; and e) as soon as the information is available, 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. The initial lay-off notice, as established by the Employer, shall be the start date. Employees who are in receipt of the initial lay-off notice will receive ten (10) weeks notice. Employees subsequently bumped will receive the greater of the balance of the ten (10) weeks notice from the start date or the notice period provided by Labour StandardsThe Saskatchewan Employment Act, but in no case will receive less than fourteen (14) calendar days notice. DRAFT If the employee laid off or displaced has not had the opportunity to work the above notice period, the employee shall be paid in lieu of work for that period of the notice period for which work was not made available. However, in this notice period, if regular duties are unavailable, the Employer may assign duties other than those normally connected with the job classification in question.