Common use of Pre-Layoff Discussions and Canvass Clause in Contracts

Pre-Layoff Discussions and Canvass. 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 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 canvass employees in order to invite responses on one or more of the following options: (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. The Employer will copy the Union on the pre-layoff canvass to enhance awareness and support in relation to pending layoffs. 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. 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. Once an employee’s option is confirmed in writing by the employee and the Employer, it is final and binding upon the employee and the Employer and the Union will be copied on it.

Pre-Layoff Discussions and Canvass. 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 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 canvass employees in order to invite responses on one or more of the following options: (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. The Employer will copy the Union on the pre-layoff canvass to enhance awareness and support in relation to pending layoffs. 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. 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. Once an employee’s option is confirmed in writing by the employee and the Employer, it is final and binding upon the employee and the Employer and the Union will be copied on it.

Pre-Layoff Discussions and Canvass. 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 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 canvass employees in order to invite responses on one or more of the following options: (1) placement on the casual call-in and recall lists with no loss of seniority; or (2) early retirement; oror‌ (3) other voluntary options, as agreed to by the Union and the Employer. The Employer will copy the Union on the pre-layoff canvass to enhance awareness and support in relation to pending layoffs. 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. 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. Once an employee’s option is confirmed in writing by the employee and the Employer, it is final and binding upon the employee and the Employer and the Union will be copied on it.

Pre-Layoff Discussions and 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 or 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 responses on one or more of the following options: (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. The Employer will copy the Union on the pre-layoff canvass to enhance awareness and support in relation to pending layoffs. 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 (7) days of issuance of a written notice to the employee or group of employees. . (c) Once an employee’s option is confirmed in writing by the employee and the Employer, it is final and binding upon the employee and the Employer Employer, and the Union will be copied on it.