Permanent Layoff. The calculation in determining the six (6) month duration of eligibility for an Employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer- paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred.
Permanent Layoff. The calculation in determining the six (6) month duration of eligibility for an employer contribution begins on the date the employee is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer-paid insurance contribution than the employee was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. In the event the employee, while on permanent or seasonal layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the employee is receiving under the six (6) months of insurance continuation, the employee shall continue to receive the employer contribution toward the employer-paid insurance for the duration of the six (6) months. However, notwithstanding the paragraph above, in the event the employee successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the employer contribution toward insurance benefits will begin at the time the employee is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, an employee must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance.
Permanent Layoff. Should business conditions not support recall of laid off employees by the expiry of the temporary layoff period set out in the Employment Standards Xxx 0000, the ERRC shall meet to determine the date that such employees will be entitled to elect whether they wish to retain their right to recall or whether they wish to be deemed to have been terminated effective that date and immediately paid any amounts to which they may be entitled under the Employment Standards Xxx 0000.
Permanent Layoff. (Type 1)
(i) The University shall provide the Union and affected employee(s) with not less than ninety (90) calendar days notice, in writing, of its intention to introduce a permanent layoff.
(ii) At the time notice is provided, the University shall provide the Union with the reasons for the introduction of the permanent layoff and with as much information related to it as possible.
Permanent Layoff. In the event of a layoff in excess of ten (10) working days, GO Transit Seniority shall be used in the following manner. Probationary and non-permanent employees within the classification in which the layoff takes place shall be released or displaced first, in order of inverse hire date.
01). Any employee who so elects, shall be separated from employment and along with employees laid off shall, thereafter, have recall rights only to the classification from which he/she was so separated providing such employee makes his/her option known in writing to the employer within fourteen (14) calendar days of the date of the Corporation’s notice of layoff. Thereafter, employees will be laid off in inverse order of GO seniority within the classification and thereafter, provided their GO seniority allows it, within the section (i.e., see Schedule “E-I”) providing that those that remain are qualified and willing and able to do the work. Employees on notice of layoff who are eligible to displace other employees must indicate their decision in writing within seventy-two
Permanent Layoff. A. Determination of position(s). The Employer or its designee shall determine the position(s) in the class and office which is to be eliminated. A permanent position shall not be eliminated in a court office until all temporary or intermittent employees performing work in bargaining unit classifications within that district are released, with the exception of need for a bilingual/multilingual short term employee.
B. Advance Notice. If, after the meet and confer, permanent layoffs are deemed necessary, the Employer shall notify the Union and the Local Union Presidents of the classifications, and number of positions to be eliminated at least thirty (30) calendar days whenever practical, but at least twenty-one (21) calendar days prior to the effective date of the anticipated layoff. At least twenty-one (21) calendar days prior to the effective date of the layoff, the Employer shall give written notice of the layoff, including the reason(s) therefore, and the estimated length of the layoff, to all affected employee(s) and to the Local Union President. The Employer or its designee may establish a date, no more than seven (7) calendar days prior to the effective date of the layoff, by which employees must choose the layoff option they will exercise. This date shall be indicated in the written notice of layoff, if the designee has elected to establish a cutoff date.
Permanent Layoff. Permanent lay-offs other than a temporary lay-off as outlined in 5.08(1) above shall take place accordingly:
(a) On-call workers shall be laid off prior to any regular or regular probationary employees.
(b) Probationary employees in the classification to be reduced shall be laid off prior to any regular employee.
(c) The least senior employee(s) in the classification to be reduced will be removed from the classification and declared surplus and may choose to accept the lay-off and retain their recall rights; fill any open job; displace a less senior employee in any other classification in the plant provided the employee can satisfactorily perform the work required in the open job or other classification at the time of the bump. An employee subsequently displaced will have the same rights and choices as the employee who displaced them.
(d) Any employee bumping into a labour grade 15 position or higher will be given a brief familiarization period. To bump up into a labour grade 15 position or above, an employee must have held such position on a permanent basis or on a temporary posting within twenty-four months of the date the employee seeks to bump into such a position.
(e) Employees bumping into labour grade 14 or lower will be given a five (5) working days trial period to demonstrate they can perform the work required in the job. Instruction during such five (5) working day trial period will be provided if the employee requests it. Any employee unable to perform the work required by the end of the five (5) day trial period shall be laid off and may exercise their rights under Article 5.08(2)(c).
(f) The position of group leader shall not confer any special status should a layoff occur.
(g) When the Company declares a classification redundant, any employees displaced may exercise their rights under Article 5.08(2)(c).
(h) Employees involuntarily laid off more than thirteen (13) weeks will be eligible for notice pay under the Employment Standards Act after thirteen
Permanent Layoff. The calculation in determining the six (6) month duration of eligibility for an employer contribution begins on the date the teacher is permanently laid off or accepts an appointment in lieu of layoff without a break in service with a lesser employer-paid insurance contribution than the teacher was receiving in the appointment from which the layoff occurred and is no longer actively employed in the appointment from which the layoff occurred. In the event the teacher, while on permanent layoff, is rehired to any state job classification with a lesser employer-paid insurance contribution than the teacher is receiving under the six (6) months of insurance continuation, the teacher shall continue to receive the employer contribution toward the employer-paid insurance for the duration of the six (6) months. However, notwithstanding the paragraph above, in the event the teacher successfully claims another state job in any agency and classification which is insurance eligible without a break in service, and is subsequently non-certified or involuntarily separated, the six (6) month duration for the employer contribution toward insurance benefits will begin at the time the teacher is non-certified or otherwise involuntarily separated and is no longer actively employed by the Employer. In no event shall an extended benefit eligibility period be longer than a total of six (6) months. Further, a teacher must be receiving an Employer Contribution under Section 3 (A) or (B) at the time of layoff in order to be eligible for the six (6) months continuation of insurance.
Permanent Layoff i) A permanent layoff will be defined as a layoff that will exceed thirteen weeks due to a reduction in the workload.
ii) The Employer will provide the Union with sixty (60) calendar days notice of a proposed layoff of a permanent nature. This clause shall not be applicable where the purchaser of services does not provide the VON with sufficient notice to comply with this clause.
Permanent Layoff. An employee may be permanently laid off due to discontinuance of a department, classification, or program, or the lack of funds or absence of work to be performed. The permanent layoff is distinguished from the temporary layoff in that there is no expectation that the employee may ever be recalled. The permanent layoff is distinguished from the discharge in that the layoff is in no way the result of any fault on the part of the employee and shall not result in any denial of cash compensation for unused vacation leave. Whenever permanent layoff is required the Employer shall provide letters of recommendations and seek to assist the employee in obtaining other employment. At least ten (10) working days’ notice shall be given before any permanent layoff.
