Common use of Pre-Layoff Canvass Clause in Contracts

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 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 he/she is qualified and would not be a promotion; or (3) placement on the auxiliary call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. ‌ (a) Prior to the layoff of regular employees under Article 13.3. 12.1 the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which heshe/she he is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance xxxxxxxxx as provided for in Article 1312.6. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 13.3. employee(s), the Employer may canvass any employee or group of employees in order to invite: (1) placement into a vacant, vacant regular position in for which the employee’s classification; oremployee is qualified (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary call-in and recall lists voluntary layoff with no loss of seniority; or (4) resignation with severance payment and/or notice as provided for in Article 1313.6 - Notice or Pay in Lieu of Notice. The Employer will advise the employees of the number of individuals likely to be affected by a prospective layoff and the number of hours to be cut. (b) Where an employee selects an option or accepts an offer of placementabove, once confirmed in writing, such acceptance is final and binding upon the employee and employee, subject to the agreement of the Employer. (c) Responses The Employer may establish reasonable time periods in which 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 employeesconsideration.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article Clause 13.3. , the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 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 he/she is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article Clause 13.3. the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is they are qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 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 he/she is qualified and would not be a promotion; or (3) placement on the auxiliary call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 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 he/she is qualified and would not be a promotion; or (3) placement on the auxiliary call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 Prepre-Layoff Canvass 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 Canvass. ‌ (a) Prior to the layoff of regular employees under Article Clause 13.3. , the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. ‌ (a) Prior to the layoff of regular employees under Article 13.3. 12.1 the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is they are qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance xxxxxxxxx as provided for in Article 1312.6. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 13.3. the 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 he/she is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. ‌ (a) Prior to the layoff of regular employees under Article 13.3. Clause 13.3 the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary call-in and recall lists with no loss of seniority; or (4) resignation with severance xxxxxxxxx as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article 13.3. 12.3 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 heshe/she he is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13.12.5 (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. ‌ (a) Prior to the layoff of regular employees under Article Clause 13.3. the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) Prior to the layoff of regular employees under Article Clause 13.3. , the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is they are qualified and would not be a promotion; or (3) placement on the auxiliary call-in casual call‐in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 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 Canvass. ‌ (a) Prior to the layoff of regular employees under Article 13.3. 12.1 the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which heshe/she he is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 1312.6. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. (a) ‌ Prior to the layoff of regular employees under Article Clause 13.3. the The Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. ‌ (a) Prior to the layoff of regular employees under Article 13.3. Clause 13.3 the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 (7) days of issuance of a written notice to the employee or group of employees.

Pre-Layoff Canvass. ‌ (a) Prior to the layoff of regular employees under Article Clause 13.3. , the Employer may canvass employees in order to invite: (1) placement into a vacant, regular position in the employee’s 's classification; or (2) placement into a vacant regular position in another classification for which he/she is qualified and would not be a promotion; or (3) placement on the auxiliary casual call-in and recall lists with no loss of seniority; or (4) resignation with severance as provided for in Article 13. (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 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 (7) days of issuance of a written notice to the employee or group of employees.