Common use of Redeployment Process Clause in Contracts

Redeployment Process. An employee who is displaced or whose position is eliminated pursuant to 18.02 (a) will be placed in an alternative position if the employee is able to perform the work. The affected employee may elect either: (i) to fill a vacant position at a comparable classification; or (ii) to displace the employee who has the least bargaining unit seniority in a position at the same classification in the location selected by the affected employee. Where such a vacancy or position is not available, in accordance with Article 18.02 (e) (i) and (ii) and/or the vacancy or position would require a full-time employee redeployed to a part-time position, the affected employee may then elect either: (iii) to fill a vacant position at a lower classification; or (iv) to displace the employee with the least bargaining unit seniority in a position at a lower classification in the location selected by the affected employee; or (v) to be laid off and placed on the recall list for a period not in excess of twenty-four (24) months; or (vi) to have her employment terminated and to be paid in accordance with the formula in the Employment Standards Act, 2000, as amended; or (vii) to accept early retirement, if eligible. For the purpose of the operation of the above, employees who are redeployed shall receive no less than their current rate of pay for a period not to exceed twenty-four (24) months from the date the employee was redeployed (“Wage Protection Period”). Following the expiry of the twenty-four (24)-month period, such employee will then receive the rate applicable to her new position. Full-time employees redeployed to part-time positions will continue to receive benefits for a period of six (6) months from the date the employee was redeployed. Notwithstanding the above, where a vacancy in a lower classification exists within the employee’s region for which the employee is qualified, the person may elect to take that vacancy at the rate of pay of that position. An employee who chooses to exercise the right to displace another employee with lesser seniority shall advise the Redeployment Committee of her intention to do so and the position claimed within three (3) working days after receiving notice of specific redeployment options. An employee shall have the right to return to a position within the classification held prior to the displacement should it become vacant within twelve (12) months. In the event that there is more than one (1) person wishing to return to a position within the classification, seniority shall govern. In the event the employee elects not to return to a vacancy at the former classification, the employee will move to the maximum step of the salary range of the lower classification. The posting procedure in the Collective Agreement shall not apply until the redeployment process has been completed, except where a position becomes available for which none of the displaced employees, with the benefit of retraining as per Article 18.02 (c) (Redeployment Committee – mandate) and

Redeployment Process. An employee who If after early exits, there is displaced or whose position is eliminated pursuant to 18.02 (a) still a need for reduction in force, the following will apply: A. Continued use of temporary agency staff contracted through outside agencies performing bargaining unit work, will be placed assessed in an alternative position if advance of terminating any unit members. Any bargaining unit work performed by temporary agency staff will be transferred to a bargaining unit title. B. Where a role needs to be filled in the employee bargaining unit and there are impacted employees, including fixed-term employees, who are qualified for the role (as determined by OSF after due consideration of the candidates’ qualifications/skills), they will be given preference for the role over any external candidates and any other internal candidates based on the Redeployment Process. C. The Redeployment Process is able to perform the workset forth in Exhibit B. 1. The affected “values self-assessment” process will be conducted in strict compliance with pertinent laws, including but not limited to, the Civil Rights Act of 1964, the Americans with Disabilities Act, the District of Columbia Human Rights Act, the New York State Human Rights Law, and any and all applicable laws. OSF affirms that no employee may elect either: (i) will be subjected to fill a vacant position at a comparable classification; or (ii) unlawful discrimination or discrimination in violation of the collective bargaining agreement, whether based on their engagement in or the content of their responses to displace the employee who assessment. All aspects of this procedure will adhere to and uphold the provisions outlined in these laws to safeguard against any potential bias or discrimination. While the Union has agreed to incorporate this tool as part of the least bargaining unit seniority in a position at the same classification in the location selected by the affected employee. Where such a vacancy or position is not availableRedeployment Process, in accordance with Article 18.02 (e) (i) and (ii) and/or the vacancy or position would require a full-time employee redeployed to a part-time position, the affected employee may then elect either: (iii) to fill a vacant position at a lower classification; or (iv) to displace the employee with the least bargaining unit seniority in a position at a lower classification in the location selected by the affected employee; or (v) to be laid off and placed no way signals an agreement on the recall list for a period not in excess use of twenty-four (24) months; or (vi) to have her employment terminated and to be paid in accordance with the formula in the Employment Standards Act, 2000, as amended; or (vii) to accept early retirement, if eligiblethis tool. For the purpose of clarity, the operation of “values self-assessment” will only be used to generate additional interview questions. The employee’s responses to the above, employees who are redeployed shall receive no less than their current rate of pay for self-assessment will not be made available to hiring managers during redeployment or used in any other manner. D. An employee to whom a period not final job offer has been made has up to exceed twenty-four five (245) months from business days to accept the date the employee was redeployed (“Wage Protection Period”). Following the expiry of the twenty-four (24)-month period, such employee job offer after which it will be considered rejected and will then receive the rate applicable to her new position. Full-time employees redeployed to part-time positions will continue to receive benefits for a period of six (6) months from the date the employee was redeployed. Notwithstanding the above, where a vacancy in a lower classification exists within the employee’s region for which the employee is qualified, the person may elect to take that vacancy at the rate of pay of that position. under this Agreement. E. An “impacted” employee who chooses to exercise the right to displace another employee with lesser seniority shall advise the Redeployment Committee accepts a lower-graded role will receive protection of her intention to do so and the position claimed within three (3) working days after receiving notice of specific redeployment options. An employee shall have the right to return to a position within the classification held prior to the displacement should it become vacant within base pay for twelve (12) monthsmonths after beginning the new role. 1. In To assure a shared understanding of expectations, the event that there is more than one (1) person wishing manager and the employee will document their commitment to return to a position work within the classificationparameters of the role. Employees will be made aware, seniority shall governbefore they accept any new position, of the salary that will apply for the new role after the pay protection period ends. 2. In Within the event first sixty (60) days after the employee elects accepts the new role, the employee and/or the Union may request a meeting with OSF People and Culture to discuss any particular case-by-case issue with the salary for the new role and to share information regarding how the adjustment to the new salary will be effectuated. F. Internal candidates hired into a new role shall be subject to an initial sixty (60) day trial period, which may be extended by an additional sixty (60) days subject to the mutual agreement of the employee and OSF. If either the manager or the employee concludes within the trial period that placement in the role does not to return to a vacancy at the former classificationmeet expectations, the employee will move retain access to severance and/or further placement efforts as appropriate within their Active Transition Work Period and Garden Leave. 1. For purposes of job placements described in this Section, required qualifications/skills also include those that an employee currently lacks but reasonably could be expected to acquire with training over a ninety (90) day period. In such circumstances, OSF may unilaterally extend the maximum step of the salary range of the lower classification. The posting procedure in the Collective Agreement shall not apply until the redeployment process has been completed, except where a position becomes available for which none of the displaced employees, with the benefit of retraining as per Article 18.02 trial period by an additional sixty (c60) (Redeployment Committee – mandate) anddays.