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of Layoff Sample Clauses

of Layoff. All employees will be notified by the end of their shift if they are not required to work their following or they receive eight (8) hours pay in lieu thereof. Section Lunch Hour Employees shall not take more than one continuous hour for meals; however, should the taking of a full continuous hour for meals cause additional waiting time, the Company may request the employee to take not less that thirty (30) minutes. No employee shall be compelled to take more that one hour for meals and the meal period shall be between the fourth and (6' ) hours.
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of Layoff. Part-time employees shall be the first laid off and full-time employees shall be the last laid off.
of LayoffIn addition nurses who have accepted such positions shall be subject to the following conditions:
of Layoff. ROLE OF NI No NEW EMPLOYEES ADVANCE NOTICE OF SEVERANCEOPTIONS Hoursof Wo Paid AT Time ARTICLE HOURS OF WORK COLLECTIVE AGREEMENT BAND AND LOCAL REPORTINGPAY GUARANTEE PAID UP TIME POWER OVERTIME COMPENSATIONFOR OVERTIME PAYMENTFOR MEALS OVERTIMEWORKNOT REQUIRED of Rates OVERTIMFEOR PART-TIME EMPLOYEES SHARING OF OVERTIME CALL-BACK PAY OF SHIFT WORK SHIFT PREMIUM REST CHANGE Paid COmpensation for on Saturdayor SUnday PAY FOR REGULARLY SCHEDULED A ON COMPENSATI ON DAY OFF OF MINIMUM VACATION COMPENSATION FOR HOLIDAYS VACATIONPAY VACATION PAY VACATION PAY ON VACATION UNBROKENvacation aFl vacation schedule APPROVED OF ABSENCE DURING SICK LEAVE AMOUNT OF PAID SICK in the Family DEDUCTFRIOOMNSSICK PROOF OF SICK LEAVE DURING SICK LEAVE PAYMENT FOR UNUSED SICK OF EMPLOYMENT ARTICLE LEAVE OF ABSENCE APPROVAL NEGOTIATION PAY PROVISIONS GRIEVANCE AND PAY PROVISIONS OF FOR UNION FUNCTIONS OF FOR OR pay During absence for union paid Bereavement Medical Leave PARENTAL SPECIAL LEAVE TIME JURY OR FOR OR EDUCATION General LEA. PAID EDUCATION FOR (PEL) ARTICLE PAYMENT OF WAGES AND ALLOWANCES pay Days EQUAL PAY FOR OF EQUALVALUE PAY ON HIGHER JOB PAY ON TRANSFER, Deductions PREMIUM PAY FOR ABNORMAL WORKING RATES FOR CHARGE HANDS Fees Fees PAY CHANGESNI CLASSIFICATION BENEFIT PLANS GROUP LIFE INSURANCPEROGRAM CONTINUATOF IBOENNEFITS DURINWGORK ON OF TIME OFF WORK PAY TRANSPORTATION EXCAVATION REPORTING AND CHANGE DEFINED CONSULTATION TECHNOLOGICALCHANGE ARRANGEMENTS Technological income Transfer TECHNOLOGICALCHANGE TRAINING JOB SE ON Union ulletinB GeneroalW TO CONTINUE PLURALOR FEMININE TERMSMAY APPLY Duration CHANGESNI AGREEMENT PAY EMPLOYEES AGREEMENT BAND AND LOCAL THIS AGREEMENT MADE MIS 13th DAY OF FEBRUARY, (hereinafter called Employer" as represented by the elected Council) Party of the First Part; CANADIAN UNION OF EMPLOYEES, LOCAL (hereinafter called "the Union") Party of the Second Part; The parties hereby agree as follows:
of Layoff. In the event of a proposed layoff at the of a permanent or long term nature, the Hospital will:

Related to of Layoff

  • 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.

  • Notification of Layoff Except in an instance beyond the control of the Employer, the Employer agrees to give three (3) weeks’ advance notification of layoff and, if possible, to state in the notification the anticipated duration of the layoff. Recall

  • Layoff If there are changes of duties in the organization, lack of work, or lack of funds, the City Manager may lay off employees. All temporary and seasonal positions shall be laid off prior to the layoff of any regular status bargaining unit employees, so long as the temporary work falls within the usual and customary duties of the bargaining unit employee. An employee shall be given notice of a layoff with as much notice as reasonably possible, but no less than fourteen (14) calendar days before the effective date. Notice of the layoff will be given to the Local Union President, or designee, and to the employee. Employees shall be laid off in a division in the inverse order of their bargaining unit seniority within the job description affected by the layoff. The City Manager shall first make every reasonable effort to integrate those employees into another position by transfer or consider alternatives to layoff by the Union. Within individual division, a bargaining unit employee scheduled for layoff may bump the least senior employee at the same or lower salary range occupying a position the employee previously held in the employee’s present department. An employee wishing to bump must exercise his or her right within five (5) calendar days from the date he or she receives his or her layoff notice. To bump to the position, the employee must have completed probation in the position they are bumping to. A bump will only be allowed if the employee is still able to perform the essential functions of the job and has all the qualifications presented in the job description. In the event an employee does not currently have the relevant certification/license, the employee is still eligible to exercise this bumping right provided the pertinent certification/license is and can be obtained within six (6) months. An employee who bumps another employee must complete probation in the position. Failure to make probation within six (6) months will result in the employee’s termination. In an effort to minimize the disruption to the workforce, an employee that is bumped will not have a right to bump and will be laid off. When layoffs occur in a part-time position, part-time seniority cannot be applied to the same full- time position in the department. This means a part-time employee cannot bump a full-time employee under any circumstances.

  • Demotion in Lieu of Layoff The appointing authority shall determine by class, subject to review by the Director, whether demotion shall be afforded employees as an option in lieu of layoff. At the request of the appointing authority, a permanent employee shall, in lieu of layoff, be afforded the option of demotion within the same department to a position in a lower class, provided that no such demotion shall in turn require the layoff or demotion from such lower class of any employee whose layoff rating is at least as high as that of the demoting employee. A probationary employee may be afforded the opportunity to accept a demotion within the same department to a position in a lower class provided no such demotion shall in turn require the layoff of any employee in the lower class. Such probationer shall not become permanent in the lower class by this action except by completing a new full probation period in such lower class.

  • Order of Layoff Employees shall be laid off in order of seniority pursuant to Government Code Sections 19997.2 through 19997.7 and applicable State Personnel Board and Department of Personnel Administration rules.

  • Notice of Lay-off All regular employees shall be given in writing the following notice of lay-off or salary in lieu of notice: a) Two (2) weeks' notice where the employee has been employed less than three (3) years. b) After the completion of a period of employment of three (3) consecutive years, one (1) additional weeks’ notice, and for each subsequent completed year of employment, an additional week's notice up to a maximum of eight (8) weeks' notice. c) In the event of office closure, Article 14.04(b) will apply. (This shall not apply to temporary job sites.) The period of notice shall not coincide with an employee's annual vacation.

  • Retirement in Lieu of Layoff Any employee who was subject to being, or was in fact, laid off and who is qualified for and who elected service retirement from the Public Employees’ Retirement System shall be placed on an appropriate reemployment list. The District shall notify the Board of Administration of the Public Employees’ Retirement System of the fact that retirement was due to layoff. If he/she is subsequently subject to reemployment and accepts, in writing, the appropriate vacant position, the District shall maintain the vacancy, but may fill it on a temporary basis until the Board of Administration of the Public Employees’ Retirement System has properly processed his/her request for reinstatement from retirement.

  • BEREAVEMENT/TANGIHANGA LEAVE 15.1 The employer shall approve special bereavement leave on pay for an employee to discharge any obligation and/or to pay respects to a deceased person with whom the employee has had a close association. Such obligations may exist because of blood or family ties or because of particular cultural requirements such as attendance at all or part of a Tangihanga (or its equivalent). The length of time off shall be at the discretion of the employer. 15.2 If bereavement occurs while an employee is absent on annual leave, sick leave on pay, or other special leave on pay, such leave may be interrupted and bereavement leave granted in terms of 15.1 above. This provision will not apply if the employee is on leave without pay. 15.3 In granting time off therefore, and for how long, the employer must administer these provisions in a culturally sensitive manner.

  • Bereavement/Compassionate Leave 21.1 Employees (excluding casual employees) shall be entitled to a maximum of two days without loss of pay on each occasion and on production of satisfactory evidence of the death or near death in Australia of the employee’s partner, father, mother, brother, sister, child, stepchild or parents-in-law. 21.2 Provided eligible employees shall be entitled to a maximum of three days’ leave without loss of pay on each occasion and on the production of satisfactory evidence of the death or near death outside of Australia of an employee’s partner, father, mother, brother, sister, child, stepchild or parents-in-law and where such employee travels outside of Australia to attend the funeral. 21.3 Provided further in any 12 monthly period eligible employee subject to evidence being provided to the satisfaction of the Company, may seek bereavement/compassionate leave to the maximum of 2 unpaid days.

  • 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.

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