Permanent or Long-Term Layoff. In the event of a pending lay-off of a permanent or long-term nature, the Employer will:
(a) Provide the Union with ninety (90) days’ notice;
(b) Meet with the Union to review the following:
i) the reason causing the lay-off;
ii) the service which the Employer will undertake after the lay-off;
iii) the method of implementation, including areas of cutback and the employees to be laid off;
iv) methods of reducing the impact of the lay-off, which may include reducing hours rather than laying off employees. Any such methods require the agreement of the Union. Where the Employer can demonstrate that a reduction in hours, or some other alternative to lay-off (except alternatives involving reductions in compensation) is in the best interest of the Employer’s clients, agreement on the alternatives will not be unreasonably withheld. It is understood that permanent or long-term nature means a lay- off which will be longer than thirteen (13) weeks.
Permanent or Long-Term Layoff.
(a) Accept the layoff and be placed on a recall list for twenty-four (24) months from the date the actual layoff begins; or
(b) Accept the layoff, and thereafter, at the Employers option, receive pay in-lieu of notice and not be required to report for work during the notice period. It is agreed and understood that during the period of notice the employee’s wages and benefits will be maintained as if he/she were at work, and that his/her layoff will be deemed to have commenced at the end of the notice period.
(c) The employee may displace an employee who has lesser bargaining unit seniority within his or her classification, identical paying classification, or lower paying classification, if the employee originally subject to layoff can perform the duties of such employee without training other than orientation. Such orientation will not normally exceed 75 hours but will be determined by the nature of the orientation required in each work area.
(d) Opt to retire, if eligible, under the terms of the Hospital pension plan and elect to receive the early retirement allowance as outlined in Article 12.11(b) (iv).
(e) Opt to resign and receive a separation allowance as outlined in Article 12.11(d).
Permanent or Long-Term Layoff. An employee who is subject to permanent or long-term layoff shall have the following entitlements:
(a) Accept the layoff and be placed on a recall list for twenty-four (24) months from the date the actual layoff begins; or
(b) Accept the layoff, and thereafter, at the Employers option, receive pay in-lieu of notice and not be required to report for work during the notice period. It is agreed and understood that during the period of notice the employee’s wages and benefits will be maintained as if he/she were at work, and that his/her layoff will be deemed to have commenced at the end of the notice period.
(c) The employee may displace an employee who has lesser bargaining unit seniority within his or her classification, identical paying classification, or lower paying classification, if the employee originally subject to layoff can perform the duties of such employee without training other than orientation. Such orientation will not normally exceed 75 hours but will be determined by the nature of the orientation required in each work area.
(d) Opt to retire, if eligible, under the terms of the Hospital pension plan and elect to receive the early retirement allowance as outlined in Article 12.11(b) (iv).
(e) Opt to resign and receive a separation allowance as outlined in Article 12.11(d).
Permanent or Long-Term Layoff. An employee who is subject to permanent or long-term layoff shall have the following entitlements:
(a) Accept the layoff and be placed on a recall list for twenty-four (24) months from the date the actual layoff begins; or Accept the layoff, and thereafter, at the Employers option, receive pay in-lieu of notice and not be required to report for work during the notice period. It is agreed and understood that during the period of notice the employee’s wages and benefits will be maintained as if were at work, and that layoff will be deemed to have commenced at the end of the notice period. The employee may displace an employee who has lesser bargaining unit seniority within his or her classification, identical paying classification, or lower paying classification, if the employee originally subject to layoff can perform the duties of such employee without training other than orientation. Such orientation will not normally exceed hours but will be determined by the nature of the orientation required in each work area. Opt to retire, if eligible, under the terms of the Hospital Pension Plan and elect to receive the early retirement allowance as outlined in Article
