Re-Hire. Regardless of anything herein to the contrary, the Employer may request particular employees whose names appear on the Group “A” list and who have been employed by the requesting Employer for a total of 500 hours during the three-year period preceding their registration on the out-of-work list. Such requests by the Employer shall be in writing, shall set forth the dates that such employees worked the necessary hours, shall be signed by the Individual Employer or his/her senior representative, and presented to the Employment Office of the Union. Upon receipt of a proper request, the Union shall dispatch the employee as requested, if he/she is available, registered for work and willing to accept a dispatch regardless of his/her position on the “A” list. Any employee dispatched under this paragraph shall be stricken from the list.
Re-Hire. For any Employee who concludes the previous operating season, that Employee will have a right to be rehired for the coming season into the same position without loss of seniority so long as they advise the designated Management representative in writing by July 15th of the coming operating season.
Re-Hire. A probationary employee who is removed from the workforce as a result of a reduction in the workforce will be placed on a re-hire list. Such placement will be for a period of one (1) year. Following the completion of the Recall procedure described above, no new employees shall be hired until employees on the re-hire list have been given a reasonable opportunity to return to the workforce. In the event employees from the re-hire list are returned to the workforce, they will be re-hired in reverse order of their removal from the workforce. Probationary employees who are returned to the workforce by way of the “rehire list” will be required to complete the remainder of their 1-year probationary period as outlined in Article 13.2 of Collective Agreement.
Re-Hire. An employee who is re-hired by the Employer within six (6) months after having terminated employment will be allowed to have his or her former seniority restored with an adjusted hire date
Re-Hire. The last employee laid off shall be the first re-hired and all re-hiring shall continue on that basis within departmental units. In all cases of re-hiring, the District agrees to offer reemployment only to the employee next entitled thereto. The District further agrees to keep the position open for such employee no longer than ten working days (Monday to Friday) after notice of said offer of reemployment has been given to the employee concerned. This agreement to offer reemployment shall not apply in the case of an employee who has been off the payroll 18 months or more.
Re-Hire. An employee of the department who resigns and is re-employed within a period of one year may not be required to serve a probationary period and will be placed at the same salary and step/grade level that they were at the time of their resignation. However, an employee who was previously re-employed in the department and again resigns but is again re-employed with the City is not required to be placed at the same salary and step/grade level that they were at the time of their resignation. Prior service with the City shall not be considered in determining employee benefits such as, but not limited to, vacations.
Re-Hire. An employee who voluntarily terminates employment and is re-hired shall be considered a new employee. In the event of illness, or absence, an Association Member must notify their Supervisor at least one hour before the work day begins. They must also state the reason for their absence. The Supervisor will notify the main office.
Re-Hire. An employee who voluntarily terminates employment and is re-hired shall be considered as a new employee.
Re-Hire. If a support person is re-hired after having a break in service no longer than two (2) years, they will start with the same number of years of service on the pay scale as when they left. If the break is longer than two (2) years, the employee may only bring in up to five (5) years of service with them.
Re-Hire. If an employee has a minimum of two year seniority and voluntarily terminates and is rehired, he/she shall have their seniority and all benefits associated with said seniority up to the time of the termination restored to them. Seniority here refers to years of service and not date of hire. Procedure for the reduction of the working force:
1. A laid off employee, if qualified, shall maintain seniority, and can exercise the right to bump a less senior employee within the bargaining unit.
2. In applying the above procedures, probationary employees shall be removed from the affected classification or replaced, as the case may be prior to removing or replacing full-time non- probationary employees.
3. In the event that a temporary employee is employed in any department, an employee including a probationary employee, who is to be laid off from any department shall have the option of replacing the temporary employee, conditioned upon them having the ability to perform the work available. An employee exercising this option does not become a temporary employee.
4. The employee will be allowed to waive their seniority rights, if they so desire. Employees who waive their seniority rights will only be called back to their classification and their department from which they were laid off.
5. When employees are on lay-off, the Township will not contract out the services which employees laid off could perform.
