Prior to Displacement. (I) The Employer will inform the Bargaining Unit representatives on the Bargaining Unit Grievance and Labour Management Committee as early as is reasonably possible regarding the possibility of displacement and layoff and before any Nurse is so advised. Any specific information disclosed shall be treated as confidential by both Parties.
Prior to Displacement. Prior to any affected Employees being notified, the Employer will meet and inform the Bargaining Unit representatives on the Labour Management Committee of all Employee placement options immediately available. This information will be provided to the Committee as early as is reasonably possible. Any specific information disclosed shall be treated as confidential by both Parties. In the meeting: The Employer will advise the Bargaining Unit representatives of the Labour Management Committee of:
(i) the department or service affected,
(ii) the classifications affected,
(iii) the number of Employees to be potentially displaced from the department or service affected,
(iv) the Employer’s determination of the least senior Employee(s) within the classification in the department or service affected,
(v) all existing or pending Regular and Temporary vacancies and existing Temporary positions in the Bargaining Unit, and
(vi) the potential for a TSP process and if applicable, the number of positions that may have access to a TSP process. The Employer will consult with the Bargaining Unit representatives of the Labour Management Committee regarding ways to minimize the adverse effect on the Employee(s) to be displaced. The Employer may consider additional options within the displacement procedure including those presented by the Bargaining Unit representatives of the Committee where the options are operationally practical and in accordance with the following principles:
(i) to minimize the number of affected Employees to be displaced;
(ii) to minimize disruptions to affected Employees by displacement.
