Common use of Permanent or Long-Term Layoff Clause in Contracts

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. 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- lay-off which will be longer than thirteen (13) weeks.

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 clientspatients, agreement on the alternatives will not be unreasonably withheld. It is understood that permanent or long-term nature means a lay- lay-off which will be longer than thirteen (13) weeks.

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 sixty (9060) days’ notice; (b) Meet with the Union to review the following: i) the reason reasons 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- lay-off which will be longer than thirteen (13) weeks.