Common use of Procedures for Termination of Job Sharing Clause in Contracts

Procedures for Termination of Job Sharing. (a) Either partner or the University due to bona fide operational reasons, may upon 30 days' notice, terminate the job sharing arrangement. Notification of termination will be given to Human Resources and the B.C. Government and Service Employees' Union Staff Representative and Chairperson. The most senior employee, subject to satisfactory performance, will be offered the full-time position; the onus will be on the junior employee to find alternate employment. If the most senior employee turns down the offer of the full-time position, the onus is on that employee to find alternate employment, and the most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is on that employee to seek alternate employment. The position will revert to full-time regular status and be posted in accordance with the Collective Agreement. (b) Where one of the partners is resigning, the other partner, subject to satisfactory performance, will be offered the position on a full-time basis (Note: Partners in a job share arrangement must give the University four weeks' written notice of resignation). If the remaining partner turns it down, he/she would revert to full-time and would have 60 days to propose and finalize another job share arrangement. The onus is on the employee to seek alternative employment if he/she no longer wishes to job share, or if he/she is unable to obtain an approved job sharing arrangement. In that case the position will revert to full-time status and be posted in accordance with the Collective Agreement. (c) At the end of the trail period, any outstanding job sharing arrangement will be terminated according to the aforementioned termination procedures unless a further agreement between the University and the B.C. Government and Service Employees' Union is reached to continue the arrangements. (d) Both parties agree that decisions to terminate a job sharing arrangement are not grievable.

Procedures for Termination of Job Sharing. (a) Either partner or the University College due to bona fide operational reasons, may upon 30 thirty (30) days' notice, terminate the job sharing arrangement. Notification of termination will be given to Human Resources and the B.C. Government and Service Employees' Union BCGEU Staff Representative and Chairperson. The most senior employee, subject to satisfactory performance, will be offered the full-time position; the onus will be on the junior employee to find alternate employment. If the most senior employee turns down the offer of the full-time position, the onus is on that employee to find alternate employment, and the most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is on that employee to seek alternate employment. The position will revert to full-time regular status and be posted in accordance with the Collective Agreement. (b) Where one (1) of the partners is resigning, the other partner, partner subject to satisfactory performance, performance will be offered the position on a full-time basis basis. (Note: Partners in a job share arrangement must give the University College four (4) weeks' written notice of resignation). If the remaining partner turns it down, he/she would revert to full-time and would have 60 sixty (60) days to propose and finalize another job share arrangement. The onus is on the employee to seek alternative employment if he/she no longer wishes to job share, or if he/she is unable to obtain an approved job sharing arrangement. In that case the position will revert to full-time status and be posted in accordance with the Collective Agreement. (c) At the end of the trail period, any outstanding job sharing arrangement will be terminated according to the aforementioned termination procedures unless a further agreement between the University College and the B.C. Government and Service Employees' Union BCGEU is reached to continue the arrangements. (d) Both parties Parties agree that decisions to terminate a job sharing arrangement are not grievable.

Procedures for Termination of Job Sharing. (a) Either partner or the University due to bona fide operational reasons, may upon 30 thirty (30) days' notice, terminate the job sharing arrangement. Notification of termination will be given to Human Resources and the B.C. Government and Service Employees' Union Staff Representative staff representative and Chairpersonchairperson. The most senior employee, subject to satisfactory performance, will be offered the full-time position; the onus will be on the junior employee to find alternate employment. If the most senior employee turns down the offer of the full-time position, the onus is on that employee to find alternate employment, and the most junior employee, subject to satisfactory performance, will be offered the position. Should he or she they turn it down, the onus is on that employee to seek alternate employment. The position will revert to full-time regular status and be posted in accordance with the Collective Agreementcollective agreement. (b) Where one (1) of the partners is resigning, the other partner, subject to satisfactory performance, will be offered the position on a full-time basis (Note: Partners in a job share arrangement must give the University four (4) weeks' written notice of resignation). If the remaining partner turns it down, he/she they would revert to full-time and would have 60 sixty (60) days to propose and finalize another job share arrangement. The onus is on the employee to seek alternative employment if he/she they no longer wishes to job share, or if he/she is they are unable to obtain an approved job sharing arrangement. In that case the position will revert to full-time status and be posted in accordance with the Collective Agreementcollective agreement. (c) At the end of the trail period, any outstanding job sharing arrangement will be terminated according to the aforementioned termination procedures unless a further agreement between the University and the B.C. Government and Service Employees' Union is reached to continue the arrangements. (d) Both parties agree that decisions to terminate a job sharing arrangement are not grievable.

Procedures for Termination of Job Sharing. (a) Either partner or the University due to bona fide operational reasons, may upon 30 thirty (30) days' notice, terminate the job sharing arrangement. Notification of termination will be given to Human Resources and the B.C. Government and Service Employees' Union Staff Representative and Chairperson. The most senior employee, subject to satisfactory performance, will be offered the full-time position; the onus will be on the junior employee to find alternate employment. If the most senior employee turns down the offer of the full-time position, the onus is on that employee to find alternate employment, and the most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is on that employee to seek alternate employment. The position will revert to full-time regular status and be posted in accordance with the Collective Agreement. (b) Where one (1) of the partners is resigning, the other partner, subject to satisfactory performance, will be offered the position on a full-time basis (Note: Partners in a job share arrangement must give the University four (4) weeks' written notice of resignation). If the remaining partner turns it down, he/she would revert to full-time and would have 60 sixty (60) days to propose and finalize another job share arrangement. The onus is on the employee to seek alternative employment if he/she no longer wishes to job share, or if he/she is unable to obtain an approved job sharing arrangement. In that case the position will revert to full-time status and be posted in accordance with the Collective Agreement. (c) At the end of the trail period, any outstanding job sharing arrangement will be terminated according to the aforementioned termination procedures unless a further agreement between the University and the B.C. Government and Service Employees' Union is reached to continue the arrangements. (d) Both parties agree that decisions to terminate a job sharing arrangement are not grievable.

Procedures for Termination of Job Sharing. (a) Either partner or the University Employer due to bona fide operational business reasons, may upon 30 days' thirty (30) days notice, terminate the job sharing arrangement. Notification of termination will be given to management and a copy to Human Resources and the B.C. Government and Service Employees' Union Staff Representative and ChairpersonResources. The most senior employee, subject to satisfactory performance, will be offered the full-time position; the onus will be on the junior employee to find alternate seek alternative employment. If the most senior employee turns down declines the offer of the full-time position, the onus is on that employee to find alternate employmentchoose layoff and recall, and severance, or transfer under the applicable provisions of the Collective Agreement. The most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is on that employee to seek alternate employmentchoose layoff and recall, severance, or transfer under the applicable provisions of the Collective Agreement. The position will revert to full-time regular status and be posted in accordance with to the Collective Agreement. (b) Where one (1) of the partners is resigning, the other partner, partner subject to satisfactory performance, performance will be offered the position on a full-time basis (Note: Partners partners in a job share arrangement must give the University Employer four weeks' (4) weeks written notice of resignation). If the remaining partner turns it down, he/he or she would revert to full-time and would have 60 sixty (60) days to propose and finalize another job share arrangement. The If the most senior employee declines the offer of the full-time position, the onus is on the that employee to seek alternative employment if he/she no longer wishes to job sharechoose layoff and recall, severance, or if he/transfer under the applicable provisions of the Collective Agreement. The most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is unable on that employee to obtain an approved job sharing arrangementchoose layoff and recall, severance, or transfer under the applicable provisions of the Collective Agreement. In that case the The position will revert to full-time regular status and be posted in accordance with to the Collective Agreement. (c) At the end of the trail trial period, any outstanding job sharing arrangement arrangements will be terminated according to the aforementioned termination procedures unless a further agreement between the University Employer and the B.C. Government and Service Employees' Union is reached to continue the arrangements. (d) Both parties agree that decisions to terminate a job sharing arrangement due to bona fide business reasons are not grievable.

Procedures for Termination of Job Sharing. (a) Either partner or the University Employer due to bona fide operational business reasons, may upon 30 days' thirty (30) days notice, terminate the job sharing arrangement. Notification of termination will be given to management and a copy to Human Resources and the B.C. Government and Service Employees' Union Staff Representative and ChairpersonResources. The most senior employee, subject to satisfactory performance, will be offered the full-time position; the onus will be on the junior employee to find alternate seek alternative employment. If the most senior employee turns down declines the offer of the full-time position, the onus is on that employee to find alternate employmentchoose lay-off and recall, and severance, or transfer under the applicable provisions of the Collective Agreement. The most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is on that employee to seek alternate employmentchoose lay-off and recall, severance, or transfer under the applicable provisions of the Collective Agreement. The position will revert to full-time regular status and be posted in accordance with to the Collective Agreement. (b) Where one (1) of the partners is resigning, the other partner, partner subject to satisfactory performance, performance will be offered the position on a full-time basis (Note: Partners in a job share arrangement must give the University Employer four weeks' (4) weeks written notice of resignation). If the remaining partner turns it down, he/he or she would revert to full-time and would have 60 sixty (60) days to propose and finalize another job share arrangement. The If the most senior employee declines the offer of the full-time position, the onus is on the that employee to seek alternative employment if he/she no longer wishes to job sharechoose lay-off and recall, severance, or if he/transfer under the applicable provisions of the Collective Agreement. The most junior employee, subject to satisfactory performance, will be offered the position. Should he or she turn it down, the onus is unable on that employee to obtain an approved job sharing arrangementchoose lay-off and recall, severance, or transfer under the applicable provisions of the Collective Agreement. In that case the The position will revert to full-time regular status and be posted in accordance with to the Collective Agreement. (c) At the end of the trail trial period, any outstanding job sharing arrangement arrangements will be terminated according to the aforementioned termination procedures unless a further agreement between the University Employer and the B.C. Government and Service Employees' Union is reached to continue the arrangements. (d) Both parties Parties agree that decisions to terminate a job sharing arrangement due to bona fide business reasons are not grievable.