Re: Employment Security. 1. Should the Employer plan to alter the delivery of health care and/or reduce the current complement of nurses, it will notify the Union in writing at least ninety (90) days in advance.
Re: Employment Security. The parties agree to enhance the employment security of the members of the bargaining unit and to work jointly to seek and cost savings in order to avoid job Union and Employer will meet to review employment security before February of each year, to ascertain the extent to which employment security can be provided in the next budget year. In the face of possible job loss as a result of budgetary downsizing, transfer of services (devolution), reorganization, or contractingout, the Employer and the Union agree to take the following steps as alternativesto job loss: Joint Committee to review to identify alternative cost savings to avoid job abolition; Examine feasibility of retraining affected employees for availablejobs; Allow greater flexibility in transfer, demotion, or redeployment provisions prior to job loss; If the foregoing does not prevent job loss, the following will apply: On Canvass employees wishing to access leave of absences, or voluntary resignations and access career assistance options as may be available from a provincial health sector labour adjustment strategy, if any. Bumping process. Access to career assistance options as may be available from a provincial health sector labour adjustment strategy, if any. On Transfer of Services (Devolution) All possible options will be explored be the Employer to maintain employment within the Agency for those employees that request it upon notification of a transfer of services. If transferred, the employee’s name will be maintained on a re-employment list for up to two
