Common use of Pre-Layoff Canvass Clause in Contracts

Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; or (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.

Pre-Layoff Canvass. ‌ (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; oror‌ (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.

Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may will consult with the Union to discuss lessening disruption to clients customers and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior Prior to the layoff of regular employees under Clause 13.3 (Layoff)13.2, the Employer will shall canvass employees within the effected classification in order to invite: (1) placement on displacing the senior casual call-in and recall lists employee within the classification with no loss of seniorityservice or benefits; (2) notwithstanding Clause 27.1(e), displace the senior casual employee in a different classification provided the effected employee is qualified to perform the work, with no loss of service or benefits; (3) a resignation; or (2) early retirement; or (34) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will shall be offered to qualified employees on the basis of service seniority. (b) Responses from employees to the Prepre-Layoff Canvass layoff canvass will only be received by the Employer for consideration if submitted within seven calendar days of issuance of a written notice to the employee or group of employeesemployees within the classification effected. (c) Where an employee selects an optionoption in (a) above, once and the option is confirmed in writing by the employee and the Employer, such acceptance selection is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection, subject to this agreement.

Pre-Layoff Canvass. ‌ (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; or (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.

Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-pre- layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; or (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.

Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may will consult with the Union to discuss lessening disruption to clients customers and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior Prior to the layoff of regular employees under Clause 13.3 (Layoff)13.2, the Employer will shall canvass employees within the effected classification in order to invite: (1) placement on the casual call-in and recall lists list with no loss of bargaining unit seniority; orand will continue on benefits for a minimum of 120 days, subject to the requirements of the benefits plan; (2) early retirement; ora resignation with the option to apply any outstanding vacation pay to a personal RRSP or the company RRSP program; (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will shall be offered to qualified employees on the basis of bargaining unit seniority. (b) Responses from employees to the Prepre-Layoff Canvass layoff canvass will only be received by the Employer for consideration if submitted within seven calendar days of issuance of a written notice to the employee or group of employeesemployees within the classification effected. (c) Where an employee selects an optionoption in (a) above, once and the option is confirmed in writing by the employee and the Employer, such acceptance selection is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection, subject to this agreement.

Pre-Layoff Canvass. ‌ (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause Article 13.3 (Layoff), the Employer will canvass employees in order to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; oror‌ (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.

Pre-Layoff Canvass. ‌ (a) Before a layoff occurs, the Employer may shall consult with the Union to discuss lessening disruption to clients residents and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and or may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will shall canvass employees in order writing to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; or; (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will shall be offered to qualified employees based on the basis of seniority. (b) Responses from employees An employee must submit their response to the Prepre-Layoff Canvass will only be received by layoff canvass to the Employer for consideration if submitted within seven days of issuance of a written notice to the employee or group receiving of employeesthe written notice, otherwise the employee’s response shall not be considered. (c) Where an employee selects an option, and once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will shall notify the Union of the employee's selection.

Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior Prior to the layoff of regular employees under Clause 13.3 (Layoff)Article 13.3, the Employer will shall 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 he/she is qualified and would be a promotion; or (3) placement on the casual call-in and recall lists with no loss of seniority; or (24) early retirement; or (35) resignation with severance as provided in article; or (6) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) 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. (cd) Where an employee selects an optionBefore a layoff occurs, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify may consult with the Union of the employee's selectionto discuss lessening disruption to both clients and employees.

Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior Prior to the layoff of regular employees under Clause 13.3 14.3 (Layoff), the Employer will 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 the employee 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 (24) early retirement; or (35) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.

Pre-Layoff Canvass. ‌ (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior Prior to the layoff of regular employees under Clause 13.3 (Layoff)Article 13.3, the Employer will shall 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 be a promotion; or (3) placement on the casual call-in and recall lists with no loss of seniority; or (24) early retirement; or (35) resignation with severance as provided in article; or (6) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (b) 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. (c) 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. (cd) Where an employee selects an optionBefore a layoff occurs, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify may consult with the Union of the employee's selectionto discuss lessening disruption to both clients and employees.

Pre-Layoff Canvass. ‌ (a) Before a layoff occurs, the Employer may consult with will notify and seek input from the Union as to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and or may be waived. The Union will respond within seven days of being notified. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff)employees, the Employer will canvass employees in order writing to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; orseniority;‌ (2) early retirementresignation with xxxxxxxxx as provided for in Clause 13.11 (Severance Pay); or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees based on the basis of seniority. (b) Responses from employees An employee must submit their response to the Prepre-Layoff Canvass will only be received by layoff canvass to the Employer for consideration if submitted within seven days of issuance of a written notice to the employee or group of employeesreceiving the written notice, otherwise the employee’s response will not be considered. (c) Where an employee selects an option, and once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's selection.

Pre-Layoff Canvass. (a) Before a layoff occurs, the Employer may consult with the Union to discuss lessening disruption to clients and staff, as well as whether a pre-layoff canvass of employees is necessary or advisable and may be waived. If the pre-layoff canvass is not waived, then prior to the layoff of regular employees under Clause 13.3 (Layoff), the Employer will canvass employees in order to invite: (1) placement on the casual call-in and recall lists with no loss of seniority; or (2) early retirement; or (3) other voluntary options, as agreed to by the Union and the Employer. Where more than one employee expresses interest in one of the above options, they will be offered to qualified employees on the basis of seniority. (ba) 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. (cb) Where an employee selects an option, once confirmed in writing by the employee and the Employer, such acceptance is final and binding upon the employee and the Employer. The Employer will notify the Union of the employee's ’s selection.