Permanent Lay-off. In the event of a reduction in jobs due to job elimination, the employee or employees affected shall be entitled to move as follows, provided they have the Local 39-386 Bargaining Unit Seniority and qualifications:
Permanent Lay-off. In the event of a reduction in jobs due to permanent job elimination a Regular Employee so affected shall be entitled to move as follows, provided they have the necessary qualifications, ability, skill and seniority:
i) Employees shall not be able to bump into a higher group.
ii) Employees shall be able to bump any junior person at the same group level, or in the next lowest job if they have the required qualifications, ability, skill, and seniority. If the Employee does not have the required qualifications, ability and skill he may have to bump down to a lower job.
iii) If an Employee is unable to bump in any of the above situations, he may bump any junior person on a Temporary crew and he will then assume a position on the Temporary job according to his seniority.
iv) An Employee who bumps into a job and has the necessary qualifications, ability and skill shall be entitled to a probationary period of up to three (3) months.
v) If there is no job that the Employee can bump into, including Temporary jobs, the Employee shall be terminated.
Permanent Lay-off. (a) A permanent lay-off is for an indefinite period of time with no anticipated future recall date.
(b) In determining the order of lay-off of Employees, seniority shall govern when all other relevant factors are equal. The application of seniority under this provision shall relate only to Employees who are employed in the same department and employed in the same classification.
(c) The Union and the Local shall be notified in writing one (1) week prior to the date of written notice to an Employee of permanent lay-off.
(d) An Employee shall receive notice of permanent lay-off, or pay in lieu therefor, as follows:
(i) four (4) weeks for Employees with more than one (1) but less than four (4) years of seniority; or
(ii) eight (8) weeks for Employees with more than four (4) years of seniority. At any time during the notice period, the Board may direct an Employee to not report for work, and in this event the Employee will retain the rights provided in this Clause.
(e) During the notice period, an Employee shall be entitled to the rights and be subject to the conditions set out in the following clauses:
(i) The Employee shall be appointed to a vacant comparable position within the Department, provided the Employee is qualified and able to perform the work available.
(ii) If there is no vacant comparable position within the Department, the Employee shall be eligible, provided the Employee is qualified and able to perform the work available, for appointment to a vacant comparable or non-comparable position within any other Department. Competitions for these positions shall be limited to Employees on notice of lay-off or on lay-off during their recall period.
(iii) An Employee who refuses to accept an appointment to a vacant comparable position shall forfeit all rights to the provisions of this Article from the date of such refusal.
(iv) Within the first half of the notice period, if an Employee has not been successful in being appointed to a vacation position pursuant to Sub-Clauses 31.04 (e) (i) or (ii), the affected Employee may elect to replace the least senior Employee in a comparable or non- comparable position, provided the Employee is more senior and is qualified and able to perform the duties of the position. Notwithstanding the foregoing, no Employee shall be permitted to replace an Employee who is in a higher classification, appointment type, or employment status. Should there be no Employee with less seniority or should the laid- off Employee not choo...
Permanent Lay-off. In the event of a specific job elimination, the person whose job is eliminated shall have the right to bump the least senior person in their job classification so long as he or she is qualified to perform the job, the person so bumped shall have the right to bump the least senior person in the lowest classification in the department so long as the bumping person has seniority.
Permanent Lay-off. In the event of a permanent Power Generation Station closure, the maximum amount of Severance Pay will be one and one-half (1.5) weeks of pay per year of continuous service.
Permanent Lay-off. In the event an employee is permanently laid off the Company will provide the employee the opportunity to exercise the employee’s plant seniority at the bottom of progression lines (namely Cell Renewal, Cell Renewal Operating Relief, Warehouseman, Warehouseman/Janitor, Janitor, Loader, Switchman, Tank Car Tester and Utility) and to train into that job (under Article 17:02). Maintenance, Steam Plant and Lab are exempted from this Article. Not withstanding the above, Schedule "A" Progression Chart will first be applied.
Permanent Lay-off. In the event of a permanent paper machine, department or mill closure, the maximum amount of severance pay will be one and one- half (1.5) weeks of pay per year of continuous service. The total amount of severance pay that an employee may receive will not exceed one and one-half (1.5) weeks of pay per year of continuous service, for any reason, for any time. The number of continuous years of service shall be calculated from the last lay-off period for which the employee received severance pay.
Permanent Lay-off. A permanent lay-off is a lay-off for an indefinite period. This term refers to a reduction in the number of employees within a given department within the bargaining unit.
Permanent Lay-off. (a) A permanent layoff is a situation where there is a permanent reduction or elimination of a position.
(b) Regular employees so identified will be laid off in reverse order of seniority within the identified position. Employees with more seniority will have the right to displace employees with less seniority in the same position or a position with lower maximum salary provided that the Employer determines that the laid off or surplused employee is qualified and able to perform the work of the displaced employee with a maximum five (5) shifts (including any required health and safety orientation). Additional training (specifically, forklift, working at heights, elevated work platform and /or other similar
(c) Where a full time employee is permanently laid off and is unable to exercise their seniority to displace another full time employee, the employee may exercise seniority to occupy a vacant seasonal position at an equal or lesser classification in reverse order of seniority where the full time employee is qualified to perform the duties of the position. The employer may require an informal discussion with the employee to determine if the employee is qualified and able to perform the work of the displaced employee with a maximum of five (5) shifts.
(d) Where a full time employee is permanently laid off and is unable to exercise their seniority to displace another full time employee, or to move into a vacant seasonal position, the employee may exercise seniority to displace an occupied seasonal position at an equal or lesser position in reverse order of seniority. The employer may require an informal discussion with the employee to determine if the employee is qualified and able to perform the work of the displaced employee. It is understood that an employee who exercises this option shall only be covered by the terms and conditions of Part C of the Collective Agreement. The employee’s seniority date shall be carried over to the seasonal position and entitlements under Part C will be based on the employee’s length of service as a full time employee (e.g.4%, 5%, or 6% vacation pay).
Permanent Lay-off. A permanent Iay-off is one that exceeds thirteen (13) consecutive weeks and/of that is declared by the Employer at the outset to be permanent or Indefinite in duration.
