Common use of Recall Rights and Obligations Clause in Contracts

Recall Rights and Obligations. (a) When a layoff occurs, the Employer shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Type C and Type D employees see Article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term and Sessional Employees) (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the Employer. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the Employer. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.

Recall Rights and Obligations. (a) When a layoff occurs, the Employer shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Type C and Type D employees see Article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term and Sessional Employees) (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she they shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her their qualifications are satisfactory. (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she they must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the Employer. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the Employer. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.Article

Recall Rights and Obligations. (a) When a layoff occurs, the Employer shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Sessionals, Type C and Type D employees see Article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term II and Sessional Employees) (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the Employer. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the Employer. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.

Recall Rights and Obligations. ‌ (a) When a layoff occurs, the Employer shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Type C and Type D employees see Article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term and Sessional Employees) (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory.satisfactory.‌ (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list.list.‌ (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the Employer. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the Employer. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.

Recall Rights and Obligations. (a1) When a layoff occurs, the Employer University College shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) RPTs), commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Type C and Type D employees see Article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term and Sessional Employees). (b2) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer University College is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer University College of any obligation or liability in connection with the recall process. (c3) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d4) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e5) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f6) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer University College may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the EmployerUniversity College. (g7) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) 8) The Employer University College shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the EmployerUniversity College. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.

Recall Rights and Obligations. (a) When a layoff occurs, the Employer University College shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Sessionals, Type C and Type D employees see Article 16.2 article 18.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term D and Sessional Employees) (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer University College is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer University College of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer University College may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the EmployerUniversity College. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer University College shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the EmployerUniversity College. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.

Recall Rights and Obligations. (a) When a layoff occurs, the Employer shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Sessionals, Type C and Type D employees see Article article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term D and Sessional Employees) (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 19.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the Employer. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the Employer. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.

Recall Rights and Obligations. (a) When a layoff occurs, the Employer shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees employ- ees (five months for Type C employees) commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional Sessionals faculty and and, Type C and Type D employees see Article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term and Sessional Employees). (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure en- sure that the Employer is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary proba- tionary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employeeemploy- ee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee em- ployee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the Employer. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the Employer. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.Article

Recall Rights and Obligations. (a) When a layoff occurs, the Employer shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) commencing with the effective date of the layoff. layoff The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Type C and Type D employees see Article 16.2 article (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term D and Sessional Employees) (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer of any obligation or liability in connection with the recall process. (c) . Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) . In the event that the former position of the laid off employee becomes vacant, during an employee’s 's recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e) satisfactory In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) . In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the Employer. (g) . Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) . The Employer shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the Employer. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.

Recall Rights and Obligations. (a) When a layoff occurs, the Employer College shall establish a recall list and a laid off employee's name shall remain on the recall list for a period of fifteen (15) months for Type A and Type B employees (five months for Type C employees) months, commencing with the effective date of the layoff. The recall list shall include employees who have received layoff notice. Limited Term and Sessional faculty and Type C and Type D employees see Article 16.2 (Layoff Provisions for Type C, Type D, Auxiliary II, Limited Term and Sessional Employees). (b) An employee who has been laid off and who wishes to be considered for recall to work must ensure that the Employer College is notified in writing of the employee's current address and telephone number. Failure to provide this information will serve to relieve the Employer College of any obligation or liability in connection with the recall process. (c) Employees who are recalled to work following a layoff cannot be required to serve a new probationary period. (d) In the event that the former position of the laid off employee becomes vacant, during an employee’s recall period, he or she shall be offered the position. If an equivalent position which carries the same or equivalent rate of pay as the employee's former position becomes vacant, then the laid off employee shall be offered the position, provided his or her qualifications are satisfactory. (e) In the event that a substantially different job position on the same pay scale or a lower paying job position becomes vacant during an employee's recall period, and provided that the employee is qualified, the laid off employee with the greatest seniority shall be offered the position. If the employee accepts the offer, he or she must also accept the terms and conditions of employment which are in effect for that job position. The rate of pay shall be determined in accordance with Article 21.5 (Rate of Pay on Transfer or Promotion). The laid off employee shall have the right to refuse this offer and remain on the recall list. (f) In the event that an employee refuses a recall offer to his or her former job position, or to a job position which is substantially the same as his or her former position and affords the same rate of pay, the Employer College may remove the employee's name from the recall list unless there are extenuating circumstances acceptable to the EmployerCollege. (g) Advice of a recall being given to an employee shall be provided to the Association on the same date that the notice is given or sent to the employee. (h) The Employer College shall inform all employees on the recall list and the Association of all job vacancies at the same time as internal posting. Notice of vacancies shall be made by telephone, telegram, mail, or by direct personal contact. In the event that an employee on the recall list wishes to be considered for a vacant position, the employee must apply in writing within ten (10) work days from the time the notice of vacancy is given by the EmployerCollege. If the employee wishes to be considered for a vacant position other than the position from which he or she was laid off, the application must include a statement of the qualifications the employee has for the vacant position.