Pre-Layoff Canvas. (a) Prior to the layoff of regular employees under 13.3 the Employer may canvass employees in order to invite:
(1) placement into a vacant, regular position in the employee's classification; or
(2) placement into a vacant regular position in another classification for which she is qualified and would not be a promotion; or
(3) placement on the casual call-in and recall lists with no loss of seniority; or
(4) resignation with severance as provided for in Article 13.5.
(b) Where layoff affects a substantial number of employees, the Employer shall canvass the employees pursuant to this Article.
(c) Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee and subject to the agreement of the Employer.
(d) Responses from employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted within seven (7) days of issuance of a written notice to the employee or group of employees.
Pre-Layoff Canvas. (a) Prior to the layoff of regular employees under Clause 13.3 the Employer may canvass employees in order to invite:
(1) placement into a vacant, regular position in the employee's classification; or
(2) placement into a vacant regular position in another classification for which she is qualified and would not be a promotion; or
(3) placement on the casual call-in and recall lists with no loss of seniority.
(b) Where layoff affects a substantial number of employees, the Employer shall canvass the employees pursuant to this article.
(c) Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee and subject to the agreement of the Employer.
(d) Responses from employees to the Pre-Layoff Canvass will only be received by the Employer for consideration if submitted within seven days of issuance of a written notice to the employee or group of employees.
Pre-Layoff Canvas. Where the Employer identifies to the Union a need to proceed with a layoff of employees, the Employer may, prior to the layoff of employees, canvass employees in order to invite alternatives to layoff. Where an employee proposes an alternative, once accepted by the Employer, the acceptance is final and binding upon the employee.
Pre-Layoff Canvas. (a) Prior to the layoff of regular employee(s) under Clause 14.2 (Xxxxxx), the Employer may canvas any employee or group of employees to invite:
(1) placement into a vacant regular position;
(2) potential job sharing situations;
(3) placement on the casual call-in and recall lists with no loss of seniority;
(4) resignation with xxxxxxxxx as provided for in Clause 14.9 (Severance Pay) as appropriate; or
(5) where eligible, early retirement.
(b) The Employer will advise the Union and employees of the number of individuals and classifications likely to be affected by a prospective layoff. The Employer shall advise the Union of the results of the pre-layoff canvas.
(c) Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee, subject to the agreement of the Employer.
(d) The Employer may establish reasonable time periods (generally, seven calendar days) in which responses from employees will be received in writing for consideration.
(e) Where the pending layoffs are a result of substantial reorganization, affecting 35% or more of the bargaining unit, the Employer will conduct a pre-layoff canvas pursuant to (a) above.
Pre-Layoff Canvas. (a) Prior to laying off an employee, the Employer must canvass all employees in order of seniority in the same classification series, within the same seniority block to invite one of the following options:
(1) placement into other available positions (relocation expenses will not apply); or
(2) early retirement; or
(3) layoff with recall rights.
(b) The senior employee who selected early retirement will be entitled to the following severance pay provisions:
(1) for the first (1st) year of completed employment, three (3) weeks current salary;
(2) for the second (2nd) year of completed employment, three (3) weeks current salary;
(3) for each completed year thereafter, one-half (1/2) months current salary.
Pre-Layoff Canvas. Where the Employer identifies a need to proceed with a layoff the Employer shall, prior to the layoff, canvass employees in order to invite resignation with severance as provided for in Article 11.6.
Pre-Layoff Canvas. Prior to the layoff of regular employee(s) under Clause 13.3 or 13.4, the Employer may canvas any employee or group of employees to invite;
Pre-Layoff Canvas. (a) Prior to the layoff of regular employee(s) under Clauses 13.2 the Employer shall canvass all employees to invite:
(1) placement into a vacant regular position;
(2) resignation with severance as provided for in Clause 13.4;
(3) where eligible, early retirement as provided for in Clause 13.8; or
(4) opt for auxiliary displacement as per Clause 13.5. Provided those retained are qualified to perform the available work, after a period of familiarization.
(b) The Employer will advise the Union and employees of the number of individuals and classifications likely to be affected by a prospective layoff. The Employer shall also advise the Union of the results of the pre-layoff canvass.
(c) Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee and Employer unless a change is mutually agreed to between the Union and Employer.
Pre-Layoff Canvas. Before a layoff occurs, the Employer will consult with the Union to discuss lessening disruptions to clients and staff.
(a) Prior to the layoff of regular employee(s) under Article 14, the Employer may canvas any employee or group of employees to invite:
(1) return to their former classification/position with no loss of seniority (for those who recently transferred into the classification facing layoff);
(2) placement into a vacant regular position;
(3) potential job sharing situations;
(4) placement on the casual call-in and recall lists with no loss of seniority; or
(5) early retirement, if available.
(b) The Employer will advise the Union and employees of the number of individuals and classifications likely to be affected by a prospective layoff. The Employer shall advise the Union of the results of the pre-layoff canvas.
(c) Where an employee selects an option or accepts an offer of placement, once confirmed in writing, such acceptance is final and binding upon the employee, subject to the agreement of the Employer.
(d) Responses from employees to the pre-layoff canvass will only be received by the Employer for consideration if submitted within seven (7) days of issuance of a written notice to the effected employee or group of employees.
(e) Where the pending layoffs are a result of reorganization, affecting the bargaining unit, the Employer will conduct a pre-layoff canvas pursuant to (a) above.
Pre-Layoff Canvas. (a) Before the layoff of any employee, the Employer will identify classification(s) to be reduced, the number of FTEs to be reduced and the location of the positions affected. The Employer will then canvas employees in the classification and location to determine whether any employees choose to accept voluntary layoff.
(b) Where one or more employee in the classification and location chooses to accept voluntary layoff, the Employer will offer voluntary layoff to employees in order of their seniority. The Employer will not be required to offer voluntary layoff that would exceed the number of FTEs to be reduced.
(c) An employee who agrees to voluntary layoff will receive the severance pay benefit calculated in accordance with Clause 13.4(c). The involuntary laid off employee is identified in accordance to Article 13.2(a) and his/her severance pay benefit is determined in accordance to Article 13.4(c).
