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:
Appears in 6 contracts
Samples: Indigenous Services Collective Agreement, Living Services Collective Agreement, General Services Collective Agreement
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 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 canvass employees in order to invite responses on one or more of the following options:
Appears in 2 contracts
Samples: agreements.bcgeu.ca, agreements.bcgeu.ca
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:
Appears in 1 contract
Samples: Collective Agreement
