Common use of ORGANIZATIONAL OR TECHNOLOGICAL CHANGES Clause in Contracts

ORGANIZATIONAL OR TECHNOLOGICAL CHANGES. ‌ 25.01 When the Employer is proposing the introduction or implementation of technological or organizational change which may result in employees/positions being declared surplus/redundant: (a) The Employer agrees to notify the Union as far as possible in advance of its intentions and to update the information provided as new developments arise and modifications are made. (b) The foregoing not withstanding, the Employer shall provide the Union in advance of the organizational and/or technological change, with the detailed description of the project it intends to carry out and the intended effects on employees/positions within the organization. Individual employees who are in positions that may be affected by such change will also be provided with reasonable notice prior to the implementation of such change. 25.02 The incumbent in any position which has been declared surplus or redundant, as a result of organizational or technological changes may be placed in a similar position which is vacant on the establishment of the Employer, without competition. 25.03 If this is not possible, and if a vacancy exists for which the employee can be retrained by the Employer within a period of six (6) months, the Employer shall retrain the employee for the position. This option shall be subject to the agreement of the employee. 25.04 If no vacancy exists in which the employee may be placed (or retrained within six (6) months pursuant to Article 25.03), the Employer may place the employee in a lower level position. In such a case, the employee would maintain their rate of pay. As increases in pay are negotiated, the employee would be entitled to receive only one-half (½) the negotiated increase until the employee's higher rate of pay falls within the pay band of the position they were placed. If, after three (3) years from the date of placement into the lower level position, the employee is continuing to receive a salary in excess of the salary that corresponds to the lower level position, they shall immediately be placed at the maximum of their position's pay band. This option shall be subject to the agreement of the employee. 25.05 Employees who are placed in a new position as a result of Article 25.02or Article 25.03 shall have a trial period of three (3) months. 25.06 If neither Article 25.02 or 25.03 is possible and the employee has not accepted a placement, if available, in accordance with Article 25.04, the employee may exercise their seniority rights in accordance with the lay off provision in this Collective Agreement, although it is recognized that this is not a lay off, as defined in the Collective Agreement. 25.07 Should the employee not be placed in accordance with Article 25.02 or Article

ORGANIZATIONAL OR TECHNOLOGICAL CHANGES. ‌ 25.01 When the Employer is proposing the introduction or implementation of technological or organizational change which may result in employees/positions being declared surplus/redundant: (a) The Employer agrees to notify the Union as far as possible in advance of its intentions and to update the information provided as new developments arise and modifications are made. (b) The foregoing not withstanding, the Employer shall provide the Union in advance of the organizational and/or technological change, with the detailed description of the project it intends to carry out and the intended effects on employees/positions within the organization. Individual employees who are in positions that may be affected by such change will also be provided with reasonable notice prior to the implementation of such change. 25.02 The incumbent in any position which has been declared surplus or redundant, as a result of organizational or technological changes may be placed in a similar position which is vacant on the establishment of the Employer, without competition. 25.03 If this is not possible, and if a vacancy exists for which the employee can be retrained by the Employer within a period of six (6) months, the Employer shall retrain the employee for the position. This option shall be subject to the agreement of the employee. 25.04 If no vacancy exists in which the employee may be placed (or retrained within six (6) months pursuant to Article 25.03), the Employer may place the employee in a lower level position. In such a case, the employee would maintain their his/her rate of pay. As increases in pay are negotiated, the employee would be entitled to receive only one-half (½) the negotiated increase until the employee's higher rate of pay falls within the pay band of the position they were he/she was placed. If, after three (3) years from the date of placement into the lower level position, the employee is continuing to receive a salary in excess of the salary that corresponds to the lower level position, they he/she shall immediately be placed at the maximum of their his/her position's pay band. This option shall be subject to the agreement of the employee. 25.05 Employees who are placed in a new position as a result of Article 25.02or 25.02 or Article 25.03 shall have a trial period of three (3) months. 25.06 If neither Article 25.02 or 25.03 is possible and the employee has not accepted a placement, if available, in accordance with Article 25.04, the employee may exercise their his seniority rights in accordance with the lay off provision in this Collective Agreement, although it is recognized that this is not a lay off, as defined in the Collective Agreement. 25.07 Should the employee not be placed in accordance with Article 25.02 or Article

ORGANIZATIONAL OR TECHNOLOGICAL CHANGES. ‌ 25.01 When the Employer is proposing the introduction or implementation of technological or organizational change which may result in employees/positions being declared surplus/redundant: (a) The Employer agrees to notify the Union as far as possible in advance of its intentions and to update the information provided as new developments arise and modifications are made. (b) The foregoing not withstanding, the Employer shall provide the Union in advance of the organizational and/or technological change, with the detailed description of the project it intends to carry out and the intended effects on employees/positions within the organization. Individual employees who are in positions that may be affected by such change will also be provided with reasonable notice prior to the implementation of such change. 25.02 The incumbent in any position which has been declared surplus or redundant, as a result of organizational or technological changes may be placed in a similar position which is vacant on the establishment of the Employer, without competition. 25.03 If this is not possible, and if a vacancy exists for which the employee can be retrained by the Employer within a period of six (6) months, the Employer shall retrain the employee for the position. This option shall be subject to the agreement of the employee. 25.04 If no vacancy exists in which the employee may be placed (or retrained within six (6) months pursuant to Article 25.03), the Employer may place the employee in a lower level position. In such a case, the employee would maintain their his/her rate of pay. As increases in pay are negotiated, the employee would be entitled to receive only one-half (½2) the negotiated increase until the employee's higher rate of pay falls within the pay band of the position they were he/she was placed. If, after three (3) years from the date of placement into the lower level position, the employee is continuing to receive a salary in excess of the salary that corresponds to the lower level position, they he/she shall immediately be placed at the maximum of their his/her position's pay band. This option shall be subject to the agreement of the employee. 25.05 Employees who are placed in a new position as a result of Article 25.02or Article 25.02 or 25.03 shall have a trial period of three (3) months. 25.06 If neither Article 25.02 or 25.03 is possible and the employee has not accepted a placement, if available, in accordance with Article 25.04, the employee may exercise their his seniority rights in accordance with the lay off provision in this Collective Agreement, although it is recognized that this is not a lay off, as defined in the Collective Agreement. 25.07 Should the employee not be placed in accordance with Article Clause 25.02 or ArticleClause 25.03 nor accept a placement into a lower level position in accordance with Clause 25.04, and should the employee not exercise his/her rights under Clause 25.05, then the employee shall be entitled to the separation allowance outlined in this Collective Agreement as well as notice or pay in lieu of notice of: (a) More than one (1) but less than three (3) years continuous service, payout of two (2) months' pay; (b) Three (3) but less than five (5) years continuous service, a payout of three (3) months' pay; (c) Five (5) but less than eleven (11) years continuous service, a payout of four (4) months' pay; (d) Eleven (11) but less than sixteen (16) years continuous service, a payout of six (6) months' pay; (e) Sixteen (16) but less than twenty (20) years continuous service, a payout of ten (10) months' pay; (f) Twenty

ORGANIZATIONAL OR TECHNOLOGICAL CHANGES. ‌ 25.01 When the Employer is proposing the introduction or implementation of technological or organizational change which may result in employees/positions being declared surplus/redundant: (a) The Employer agrees to notify the Union as far as possible in advance of its intentions and to update the information provided as new developments arise and modifications are made. (b) The foregoing not withstanding, the Employer shall provide the Union in advance of the organizational and/or technological change, with the detailed description of the project it intends to carry out and the intended effects on employees/positions within the organization. Individual employees who are in positions that may be affected by such change will also be provided with reasonable notice prior to the implementation of such change. 25.02 The incumbent in any position which has been declared surplus or redundant, as a result of organizational or technological changes may be placed in a similar position which is vacant on the establishment of the Employer, without competition. 25.03 If this is not possible, and if a vacancy exists for which the employee can be retrained by the Employer within a period of six (6) months, the Employer shall retrain the employee for the position. This option shall be subject to the agreement of the employee. 25.04 If no vacancy exists in which the employee may be placed (or retrained within six (6) months pursuant to Article 25.03), the Employer may place the employee in a lower level position. In such a case, the employee would maintain their his/her rate of pay. As increases in pay are negotiated, the employee would be entitled to receive only one-half (½) the negotiated increase until the employee's higher rate of pay falls within the pay band of the position they were he/she was placed. If, after three (3) years from the date of placement into the lower level position, the employee is continuing to receive a salary in excess of the salary that corresponds to the lower level position, they he/she shall immediately be placed at the maximum of their his/her position's pay band. This option shall be subject to the agreement of the employee. 25.05 Employees who are placed in a new position as a result of Article 25.02or Article 25.03 shall have a trial period of three (3) months. 25.06 If neither Article 25.02 or 25.03 is possible and the employee has not accepted a placement, if available, in accordance with Article 25.04, the employee may exercise their seniority rights in accordance with the lay off provision in this Collective Agreement, although it is recognized that this is not a lay off, as defined in the Collective Agreement. 25.07 Should the employee not be placed in accordance with Article 25.02 or Article

ORGANIZATIONAL OR TECHNOLOGICAL CHANGES. ‌ 25.01 When the Employer is proposing the introduction or implementation of technological or organizational change which may result in employees/positions being declared surplus/redundant: (a) The Employer agrees to notify the Union as far as possible in advance of its intentions and to update the information provided as new developments arise and modifications are made. (b) The foregoing not withstanding, the Employer shall provide the Union in advance of the organizational and/or technological change, with the detailed description of the project it intends to carry out and the intended effects on employees/positions within the organization. Individual employees who are in positions that may be affected by such change will also be provided with reasonable notice prior to the implementation of such change. 25.02 The incumbent in any position which has been declared surplus or redundant, as a result of organizational or technological changes may be placed in a similar position which is vacant on the establishment of the Employer, without competition. 25.03 If this is not possible, and if a vacancy exists for which the employee can be retrained by the Employer within a period of six (6) months, the Employer shall retrain the employee for the position. This option shall be subject to the agreement of the employee. 25.04 If no vacancy exists in which the employee may be placed (or retrained within six (6) months pursuant to Article 25.03), the Employer may place the employee in a lower level position. In such a case, the employee would maintain their his/her rate of pay. As increases in pay are negotiated, the employee would be entitled to receive only one-half (½) the negotiated increase until the employee's higher rate of pay falls within the pay band of the position they were he/she was placed. If, after three (3) years from the date of placement into the lower level position, the employee is continuing to receive a salary in excess of the salary that corresponds to the lower level position, they he/she shall immediately be placed at the maximum of their his/her position's pay band. This option shall be subject to the agreement of the employee. 25.05 Employees who are placed in a new position as a result of Article 25.02or 25.02 or Article 25.03 shall have a trial period of three (3) months. 25.06 If neither Article 25.02 or 25.03 is possible and the employee has not accepted a placement, if available, in accordance with Article 25.04, the employee may exercise their his seniority rights in accordance with the lay off provision in this Collective Agreement, although it is recognized that this is not a lay off, as defined in the Collective Agreement. 25.07 Should the employee not be placed in accordance with Article 25.02 or ArticleArticle 25.03 nor accept a placement into a lower level position in accordance with Article 25.04, and should the employee not exercise his/her rights under Article 25.05, then the employee shall be entitled to the separation allowance outlined in this Collective Agreement as well as notice or pay in lieu of notice of: (a) More than (1) but less than three (3) years continuous service, payout of two (2) months' pay; (b) Three (3) but less than five (5) years continuous service, a payout of three

ORGANIZATIONAL OR TECHNOLOGICAL CHANGES. ‌ 25.01 When the Employer is proposing the introduction or implementation of technological or organizational change which may result in employees/positions being declared surplus/redundant: (a) The Employer agrees to notify the Union as far as possible in advance of its intentions and to update the information provided as new developments arise and modifications are made. (b) The foregoing not withstanding, the Employer shall provide the Union in Unionin advance of the organizational and/or technological change, with the detailed description of the project it intends to carry out and the intended effects on employees/positions within the organization. Individual employees who are in positions that may be affected by such change will also be provided with reasonable notice prior to the implementation of such change. 25.02 The incumbent in any position which has been declared surplus or redundant, as a result of organizational or technological changes may be placed in a similar position which is vacant on the establishment of the Employer, without competition. 25.03 If this is not possible, and if a vacancy exists for which the employee can be retrained by the Employer within a period of six (6) months, the Employer shall retrain the employee for the position. This option shall be subject to the agreement of the employee. 25.04 If no vacancy exists in which the employee may be placed (or retrained within six (6) months pursuant to Article 25.03), the Employer may place the employee in a lower level position. In such a case, the employee would maintain their rate of pay. As increases in pay are negotiated, the employee would be entitled to receive only one-half (½) the negotiated increase until the employee's higher rate of pay falls within the pay band of the position they were placed. If, after three (3) years from the date of placement into the lower level position, the employee is continuing to receive a salary in excess of the salary that corresponds to the lower level position, they shall immediately be placed at the maximum of their position's pay band. This option shall be subject to the agreement of the employee. 25.05 Employees who are placed in a new position as a result of Article 25.02or 25.02 or Article 25.03 shall have a trial period of three (3) months. 25.06 If neither Article 25.02 or 25.03 is possible and the employee has not accepted a placement, if available, in accordance with Article 25.04, the employee may exercise their seniority rights in accordance with the lay off provision in this Collective Agreement, although it is recognized that this is not a lay off, as defined in the Collective Agreement. 25.07 Should the employee not be placed in accordance with Article 25.02 or Article