Common use of Recall List and Procedure Clause in Contracts

Recall List and Procedure. Prior to a posting occurring, laid off employees will be recalled for vacancies in the following order by seniority: a) Employees on layoff in the same classification as the vacancy and who were laid off from the same sales centre location where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. b) Employees on layoff in the same classification as the vacancy and who are from the same geographic area where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. c) Employees in a higher classification than the vacancy in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. d) Employees on layoff in another classification in the same salary range in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. Geographic areas are defined as Lower Mainland West, Lower Mainland East (includes Abbotsford, Chilliwack and Surrey). When recalling employees, the Association will do so in writing and the offer letter will be sent to the employee’s current known address. Upon delivery, the employee will have three (3) days to decide if the employee would like to return to work. Should the employee refuse to accept work within the classification and status that the employee held at the time of layoff or not acknowledge acceptance within three (3) days of the offer letter being delivered, then the employee will be deemed to have terminated their employment. It is the responsibility of employees to keep the Employer informed of their current address. Offer letters sent to the address currently on the Employers file will fulfil the Employers obligations under this article. Employees recalled to a lower classification will receive the top step of the salary range for their new position or their salary at the time of layoff whichever is lower. Employees recalled to the classification held at the time of layoff will be placed at the salary step they had at the time of layoff. Employees on the recall list will be considered automatically for vacancies outside their geographical area that are posted in accordance with Article 6 – Job Postings and Competitions.

Recall List and Procedure. Prior to a posting occurring, laid off employees will be recalled for vacancies in the following order by seniority:‌ (a) Employees on layoff in the same classification as the vacancy and who were laid off from the same sales centre location where the vacancy occurs. Employees may refuse shall be placed on a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layofflist for twenty-four (24) months. (b) Employees on layoff in the same classification as the vacancy and who are from the same geographic area where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. c) Employees in a higher classification than the vacancy in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. d) Employees on layoff in another classification in the same salary range in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. Geographic areas are defined as Lower Mainland West, Lower Mainland East (includes Abbotsford, Chilliwack and Surrey). When recalling employees, the Association will do so in writing and the offer letter will be sent to the employee’s current known address. Upon delivery, the employee will have three (3) days to decide if the employee would like to return to work. Should the employee refuse to accept work within the classification and status that the employee held at the time of layoff or not acknowledge acceptance within three (3) days of the offer letter being delivered, then the employee will be deemed to have terminated their employment. It is the responsibility of employees to keep the Employer informed of their current address. Offer letters sent to the address currently on the Employers file will fulfil the Employers obligations under this article. Employees recalled to a lower classification will receive the top step of the salary range for their new position or their salary at the time of layoff whichever is lower. Employees recalled to the classification held at the time of layoff will be placed at the salary step they had at the time of layoff. Employees on the recall list will be considered automatically for automatic applicants to job vacancies outside their geographical area that are posted in accordance with the provisions of Article 6 – Job Postings 7. New employees will not be hired until employees on the recall list, who have the prerequisite education and Competitionsexperience or equivalent to perform the job, are recalled in their order of seniority and in the following order: (i) recall will first be offered to employees on the recall list who have the necessary skills and abilities, and qualifications (or equivalency), to perform the job in question. Should eligible employees decline recall, recall will be offered to the next employee on the recall list with the necessary skills and abilities, and qualifications (or equivalency). (ii) should there be no employee on the recall list eligible for recall under i) above, the Society may hire from outside the bargaining unit. (iii) new in-house work (that is normally performed by bargaining unit employees) will not be contracted until employees on the recall list from the affected department, who have the necessary skills and abilities, and qualifications (or equivalency) to perform the job, are recalled in their order of seniority. (c) Employees who are recalled will be given a salary on rehire which is not less than the salary they would have received assuming they had not been laid off except that such salary will not be below the minimum or above the maximum of the salary range. When an employee’s salary on recall is higher than the salary that would apply had the employee posted into the recalled position, their previous salary shall be red-circled. That is to say the employee shall not receive any negotiated increases until such time as such red-circled rate equals the standard negotiated rate for the recalled position, after which the standard negotiated rate for that position shall apply. (d) Notice of recall will be sent by email to the account provided by the employee on their electronic record. If there is no reply after fourteen (14) days, a notice will be sent via registered mail to the last known address of all employees on the recall list who are eligible for recall under 8.06(b). Such employees will have fourteen (14) calendar days from the email date or the date the letter is registered (e) An employee on layoff who fails to respond and report to work on recall to a job of a continuing nature of equal or higher salary grade than that job from which they were laid off shall be terminated by the Society. (f) Employees on layoff will keep the Society informed of their current address for recall. Should an employee change their address during the period of layoff, they will inform the Society of such change by email.

Recall List and Procedure. Prior to a posting occurring, laid off employees will be recalled for vacancies in the following order by seniority: (a) Employees on layoff in the same classification as the vacancy and who were laid off from the same sales centre location where the vacancy occurs. Employees may refuse shall be placed on a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layofflist for twenty four (24) months. (b) Employees on layoff in the same classification as the vacancy and who are from the same geographic area where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. c) Employees in a higher classification than the vacancy in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. d) Employees on layoff in another classification in the same salary range in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. Geographic areas are defined as Lower Mainland West, Lower Mainland East (includes Abbotsford, Chilliwack and Surrey). When recalling employees, the Association will do so in writing and the offer letter will be sent to the employee’s current known address. Upon delivery, the employee will have three (3) days to decide if the employee would like to return to work. Should the employee refuse to accept work within the classification and status that the employee held at the time of layoff or not acknowledge acceptance within three (3) days of the offer letter being delivered, then the employee will be deemed to have terminated their employment. It is the responsibility of employees to keep the Employer informed of their current address. Offer letters sent to the address currently on the Employers file will fulfil the Employers obligations under this article. Employees recalled to a lower classification will receive the top step of the salary range for their new position or their salary at the time of layoff whichever is lower. Employees recalled to the classification held at the time of layoff will be placed at the salary step they had at the time of layoff. Employees on the recall list will be considered automatically for automatic applicants to job vacancies outside their geographical area that are posted in accordance with the provisions of Article 6 – Job Postings 7. New employees will not be hired until employees on the recall list, who have the prerequisite education and Competitionsexperience or equivalent to perform the job, are recalled in their order of seniority and in the following order: (i) recall will first be offered to employees on the recall list who have the necessary skills and abilities, and qualifications (or equivalency), to perform the job in question. Should eligible employees decline recall, recall will be offered to the next employee on the recall list with the necessary skills and abilities, and qualifications (or equivalency). (ii) should there be no employee on the recall list eligible for recall under i) above, the Society may hire from outside the bargaining unit. (iii) new in-house work (that is normally performed by bargaining unit employees) will not be contracted until employees on the recall list from the affected department, who have the necessary skills and abilities, and qualifications (or equivalency) to perform the job, are recalled in their order of seniority. (c) Employees who are recalled will be given a salary on rehire which is not less than the salary they would have received assuming they had not been laid off except that such salary will not be below the minimum or above the maximum of the salary range. When an employee’s salary on recall is higher than the salary that would apply had the employee posted into the recalled position, her/his previous salary shall be red-circled. That is to say the employee shall not receive any negotiated increases until such time as such red-circled rate equals the standard negotiated rate for the recalled position, after which the standard negotiated rate for that position shall apply. (d) Notice of recall will be sent by registered mail to the last known address of all employees on the recall list who are eligible for recall under 8.06(b). Such employees will have fourteen (14) calendar days from the date the letter is registered in which to respond and report to work, with employees being rehired in order of their seniority. An employee must respond to recall to a lower level job, but may decline such and remain on the recall list. An employee who fails to respond to any notice of recall will be deemed to be terminated. The notice of recall will clearly state this requirement. (e) An employee on layoff who fails to respond and report to work on recall to a job of a continuing nature of equal or higher salary grade than that job from which she/he was laid off shall be terminated by the Society. (f) Employees on layoff will keep the Society informed of their current address for recall. Should an employee change her/his address during the period of layoff, she/he will inform the Society of such change by registered mail.

Recall List and Procedure. Prior to a posting occurring, laid off employees will be recalled for vacancies in the following order by seniority: a) Employees with less than two (2) years’ continuous service shall be placed on layoff in the same classification as the vacancy and who were laid off from the same sales centre location where the vacancy occursa recall list for six (6) months. Employees may refuse with more than two (2) years’ continuous service shall be placed on a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layofflist for twelve (12) months. b) Employees on layoff in the same classification as the vacancy and who are from the same geographic area where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. c) Employees in a higher classification than the vacancy in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. d) Employees on layoff in another classification in the same salary range in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. Geographic areas are defined as Lower Mainland West, Lower Mainland East (includes Abbotsford, Chilliwack and Surrey). When recalling employees, the Association will do so in writing and the offer letter will be sent to the employee’s current known address. Upon delivery, the employee will have three (3) days to decide if the employee would like to return to work. Should the employee refuse to accept work within the classification and status that the employee held at the time of layoff or not acknowledge acceptance within three (3) days of the offer letter being delivered, then the employee will be deemed to have terminated their employment. It is the responsibility of employees to keep the Employer informed of their current address. Offer letters sent to the address currently on the Employers file will fulfil the Employers obligations under this article. Employees recalled to a lower classification will receive the top step of the salary range for their new position or their salary at the time of layoff whichever is lower. Employees recalled to the classification held at the time of layoff will be placed at the salary step they had at the time of layoff. Employees on the recall list will be considered automatically for automatic applicants to job vacancies outside their geographical area that are posted in accordance with the provisions of Article 6 – Job Postings 7, provided they have previously held the vacant position or the position is within the department from which they were subject to layoff. Such automatic application will apply only to jobs at an equal or lower level to that from which the employee was laid off. New employees will not be hired until employees on the recall list who were laid off from or who have the prerequisite education and Competitionsexperience or equivalent to perform the job are recalled in their order of seniority. Should there be no employee on the recall list eligible for recall above, the job vacancy will be filled in accordance with Article 7. c) Employees who are recalled will be given a salary on rehire which is equivalent to the salary they would have received assuming they had not been laid off except that such salary will not be below the minimum or above the maximum of the salary range. d) Notice of recall will be sent by registered mail, courier or email to the last known residential or email address of all employees on the recall list who are eligible for recall under 8.09 (b). Such employees will have seven (7) calendar days from the date the recall notice is received in which to respond and report to work, with employees being rehired in order of their seniority. An employee must respond to notice of recall to a lower level job, but may decline such and remain on the recall list. An employee who fails to respond to any notice of recall will be deemed to be terminated. The notice of recall will clearly state this requirement. e) An employee on layoff who fails to respond and report to work on recall to a job of a continuing nature of equal or higher salary grade than that job from which the employee was laid off at the same headquarters shall be terminated by the Company. f) Employees on layoff will keep the Company informed of their current address for recall. Should an employee change their address during the period of layoff, they will inform the Company of such change by registered mail, courier or email. g) Should a temporary position become available at the headquarter from which an employee was laid off and for which the laid off employee has the prerequisite education and experience or equivalent to perform the job, the Company will attempt to contact the employee (by telephone) to determine their interest in the position. The employee’s decision not to accept the position, whatever level it may be, will not prejudice their previously established rights of recall into regular position vacancies. h) Should the affected employee accept the temporary position, their status during their employment with the Company in that position will be considered that of a regular employee except that they will continue to be eligible for recall into a regular position vacancy during their period of employment in the temporary position. In the event the employee is subsequently laid off while holding a temporary position, they will not be eligible to exercise their bumping rights and will be subject to recall in accordance with their original recall rights when laid off from a regular position. In such cases the employee’s period of recall as defined in Article 8.09 (a) will recommence. The terms of Articles 8.02, 8.04, 8.05, 8.06 and

Recall List and Procedure. Prior to a posting occurring, laid off employees will be recalled for vacancies in the following order by seniority: a) Employees on layoff in the same classification as the vacancy and who were laid off from the same sales centre location where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. b) Employees on layoff in the same classification as the vacancy and who are from the same geographic area where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. c) Employees in a higher classification than the vacancy in the same geographic area provided the employee he/she has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff lay off list. d) Employees on layoff in another classification in the same salary range in the same geographic area provided the employee he/she has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff lay off list. Geographic areas are defined as Lower Mainland West, Lower Mainland East (includes Abbotsford, Chilliwack and Surrey), and Xxxxxx. When recalling employees, the Association will do so in writing and the offer letter will be sent to the employee’s current known address. Upon delivery, the employee will have three (3) days to decide if the employee she would like to return to work. Should the employee she refuse to accept work within the classification and status that the employee she held at the time of layoff or not acknowledge acceptance within three (3) days of the offer letter being delivered, then the employee will be deemed to have terminated their her employment. It is the responsibility of employees to keep the Employer informed of their current address. Offer letters sent to the address currently on the Employers file will fulfil the Employers obligations under this article. Employees recalled to a lower classification will receive the top step of the salary range for their new position or their salary at the time of layoff whichever is lower. Employees recalled to the classification held at the time of layoff will be placed at the salary step they had at the time of layoff. Employees on the recall list will be considered automatically for vacancies outside their geographical area that are posted in accordance with Article 6 – Job Postings and Competitions.

Recall List and Procedure. Prior to a posting occurring, laid off employees will be recalled for vacancies in the following order by seniority: a) Employees on layoff in the same classification as the vacancy and who were laid off from the same sales centre location where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. b) Employees on layoff in the same classification as the vacancy and who are from the same geographic area where the vacancy occurs. Employees may refuse a recall in this situation where the status of the vacancy is different from the status that the employee held at the time of layoff. c) Employees in a higher classification than the vacancy in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. d) Employees on layoff in another classification in the same salary range in the same geographic area provided the employee has the qualifications, skills and demonstrated ability to do the job. Employees may refuse a recall in this situation and stay on the layoff list. Geographic areas are defined as Lower Mainland West, Lower Mainland East (includes Abbotsford, Chilliwack and Surrey). When recalling employees, the Association will do so in writing and the offer letter will be sent to the employee’s 's current known address. Upon delivery, the employee will have three (3) days to decide if the employee would like to return to work. Should the employee refuse to accept work within the classification and status that the employee held at the time of layoff or not acknowledge acceptance within three (3) days of the offer letter being delivered, then the employee will be deemed to have terminated their employment. It is the responsibility of employees to keep the Employer informed of their current address. Offer letters sent to the address currently on the Employers file will fulfil the Employers obligations under this article. Employees recalled to a lower classification will receive the top step of the salary range for their new position or their salary at the time of layoff whichever is lower. Employees recalled to the classification held at the time of layoff will be placed at the salary step they had at the time of layoff. Employees on the recall list will be considered automatically for vacancies outside their geographical area that are posted in accordance with Article 6 – - Job Postings and Competitions.. BCAA Service Locations & COPE LOCAL 378 Collective Agreement Term: October 1, 2014 to September 30, 2018